When Autonomy Helps Team Performance and When It Doesn't

Job autonomy, in my opinion, is an employee's feeling of being able to independently control his or her own work, including deciding how to work, what to do, when and where to work, and how much effort to put in. There is also a relationship between job autonomy and the occupation they work in, such as examples of high job autonomy. Before coming to graduate school, I worked in the hospitality industry in China for a year, and I think I worked with hardly any autonomy in the hospitality industry as well as in other service industries. Our staff on the front line had a detailed weekly schedule and each shift could be almost impossible to change because of workforce issues. Meanwhile, staff on the late shift face overtime problems almost every day. In the long run, we become no love and enthusiasm for our work, and feel that our work leaves us without any personal space, and we want to resign every day. Thus, I agree that allowing employees to self-select the projects and teams they work with, arguing that by spurring higher levels of ownership and creativity, this strategy leads to better, more innovative ideas(Boss, Dahlander, Ihl and Jayaraman, 2021). Therefore, I believe that having more autonomy at work helps us make more effective and rational group decisions at work.

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