In this case, Fatima, a high potential employee is un-fulfilled in her job because her job does not allow her to pursue her passion of social media strategy. She wants to quit and find something that better suits her passion, but in her economic situation, this may not be an option. So she has decided to proactively reconfigure her current job.

As a result of reconfiguring her job, not only did her engagement in her work increase, but she also developed new ideas that were recognized and advanced within the organization. In sum, she found that by actively and creatively examining her work, she was able to shape her job into one that is truly satisfying.

Proactive individuals are often self-empowered and are, therefore, more likely to seek workable solutions when they are not satisfied. Research leads us to believe Fatima will be successful in her customized job and that she will experience increased wellbeing. To the extent possible, then, all employees should feel encouraged to be proactive in creating their best work situations.

Questions

1. Should organizations work to create jobs that are satisfying to individual employees?

2. Are the principles of job crafting described here relevant to your job or studies? Why or why not?

3. Are there any potential drawbacks to the job crafting approach? If so, how can they be minimized.