Challenging work dysfunctions

  The term ‘work dysfunction’ refers to a significant impairment in the capacity to work caused by a dysfunctional relationship between the individual and their job. Two main types of dysfunctional relationships between an individual and their job have been identified. These are over-commitment and under-commitment to work. Some common patterns of over-commitment include perfectionism and workaholism. Common patterns of under-commitment include underachievement and procrastination. The cognitive techniques described earlier in this chapter can be used to help the employee change the way they relate to their job and develop a healthier and more functional attitude towards it. The application of these techniques to some of the most common work dysfunctions is outlined below.

Challenging patterns of over-commitment Modifying perfectionism

  Perfectionism involves the setting of extremely high and unrelenting standards of performance. Two types of perfectionism have been reported. These are healthy perfectionism, where the attitude is positively reinforced by the rewards and goals attained, and unhealthy perfectionism, where an individual is striving to prevent an unwanted outcome such as failure or disapproval by others. Unlike those with ‘normal’ high standards, people with unhealthy perfectionism are unable to accept even a minor flaw in their work. However, perfectionists are not necessarily efficient people, since their excessive focus on getting things just right reduces their productivity. Perfectionists believe that no less than 100 per cent is good enough (the ‘all or nothing’ thinking style mentioned earlier) and strive to avoid making mistakes at all costs. They adopt these unrealistic expectations not only for themselves but also for others and become irritated when others fail to meet the standards set. However, because being perfect is an unachievable ideal, the perfectionist is constantly giving themself the message that they have failed and others have let them down. In the work context this can create high levels of stress for the individual concerned and also for those around them.

Cognitive interventions for modifying perfectionism involve identifying and challenging the dysfunctional attitudes associated with it. The advantages and disadvantages of perfectionist thinking can be explored. In particular, the disadvantages are highlighted, in that while striving for perfectionism can produce some high quality work, generally it leads to constant feelings of tension and anxiety. It can also on occasions result in the employee becoming paralysed with the fear of failure, constant self-flagellation and lead to poor relationships with others who are unable or do not wish to live up to their unrelenting standards. Alternative ways of thinking are introduced, such as ‘It is all right to make mistakes sometimes’, ‘Everyone makes mistakes’, ‘No one is perfect’, ‘We can learn from our mistakes’ and ‘It’s all right to achieve less than 100 per cent on most occasions’. These new rules for living can then be tested out using behavioural experiments. The outcomes monitored by the individual can be used as evidence that in most situations less than perfect performance does not result in the catastrophic consequences feared. Also, the individual needs to challenge their ‘all or nothing’ dichotomous thinking style and rather than seeing situations as ‘win-lose’, ‘good-bad’ or ‘success-failure’, see more of the middle ground and rate their achievements on a continuum. For example, they may start to rate their performance as 70 per cent successful on a continuum rather than in one of two categories. They are also encouraged to try out new activities, which previously they may have avoided because of their fear of failure. Overall, the aim of these interventions is to help the individual learn that it is acceptable to accomplish less and accomplish it less perfectly, that it is acceptable to be average at some things, and that the feared catastrophic consequences of dropping their unrelenting standards do not materialize. This should also help them to realize that the benefits both socially and occupationally of adopting a more relaxed and easygoing attitude to life are well worth it.