This is about the Adam Grant interview on Task Significance.Adam Grant says task significance is “having an opportunity to...
This is about the Adam Grant interview on Task Significance.Adam Grant says task significance is “having an opportunity to have a good impact on others. Grant explains that anytime employers are helping others it is high in task significance. He also stresses that people in high task significance are usually more motivated and are happier at work. The facts about task significance say that employees should know about how their work makes a difference to others, and that organizations should introduce their employees to those that benefit from their work. Some of the things organizations should do to have high task significance is to share stories that impacted others, and managers should create forums where employees share when they made a difference. If companies want to be high in task significance they must be innovative. Many successful companies understand their customer’s needs, technological specialist are up to date with new developments, and members from all parts of the company cooperate when making new products or services. It is important that when making a product or service to listen to customers, partners, and other outsiders. People in high task significance jobs are happier and more satisfied at work. This means that they listen to their customers and are aware of how employees help their customers. This is possible through change and innovation within a company. High task significance is possible through Organizational Development; organizations cope with the changing environment through improved internal relationships with behavioral science techniques. Adam Grant mentions that managers should form teams, give raises, or highlight how their work will help others. This is part of the refreezing OD step, where changes are made to the organization, and employees see it as normal. An important thing to keep in mind is that organizations should keep in mind when they should make the change to improve. This concept, performance gap, lets organizations know where their performance level is and where they want to be.