(Part IV of V)
“It seems evident that the more satisfied individuals are with their jobs, the less like they are to leave them” (Patillo et al, 2009, p. 276). Patillo et al. contented that “job autonomy or the degree of freedom and discretion that an employee has over the work that has to be done” is usually associated with job satisfaction (pp. 276-277).
Autonomy also refers to the flexibility in the ways the job is done, picking up and choosing collaborators, the ability and leeway to decide, and freedom from direct or constant supervision.
Team leaders can support autonomy by finding ways employees are satisfied with their jobs and in the performance of their duties. Some of those ways are providing “flexible schedules, work/life balance, challenging work, and control over the work itself” (Patillo et al., p. 278).
Practical Application: Restrain yourself from constantly supervising your team, unless you are there to help. Be more relaxed with schedules; provide opportunities for them to enjoy life outside work. When they are at work, challenge them to be better! But, control work, so that work does not take over the joy and happiness of your team. (JAN)
Patillo, E. J., Moran, B. B., & Morgan, J. C. (2009). The job itself: The effects of functional units on work autonomy among public and academic librarians. Library Trends, 58(2), 276-290,318-319