This has become a common limitation: “I’m just grateful I have a job.“
Last year it inflicted undeniable damage on the world of work. Globally, it lost hours and revenue by 2020 to 255 million full-time jobs. Closures, layoffs and a sharp rise in unemployment in the workplace are enough to make anyone who manages to keep their job feel a degree of gratitude, or at least the pressure of gratitude.
It predicted pandemic pressure. One of the most common conversations around work is that we should be grateful to hired, especially when the competition is fierce. If candidates want to hire primarily, they can even express the feeling that it is hard to imagine leaving the interview without saying how grateful they are too considered, or send a thank you email.
However, this appreciation may have been wrong everywhere. It may be appropriate to thank your employer for “letting” you work for them. While gratitude is objectively good for you – research always links appreciation of increased happiness – it also has a darker side that makes you more willing to endure a situation that makes you unhappy.
Some workers may be more appreciative of their work than others may.
Workers waiting to hired or promoted may express less appreciation than those with no systemic advantage. This is often the case for white men who are more likely to move upwards than other groups, while less prejudice prevents them from finding a job or interviewing them first. For example, several studies have shown that “white voices” resume, and studies that lower racial irony are more likely to receive answers.
Impostor syndrome can also play a role: workers, who are incompetent, even if they are eligible or qualified, may feel incompetent. Women are particularly vulnerable to imposter syndrome, and may be too grateful for their work. Moreover, in recent months, Hispanics and blacks have been more vulnerable to epidemic-related deportations than white Americans have. Those who keep their jobs may feel pressured to show gratitude, even if they have to force them to do so, even if their workplace inspires little thanks.
While this problem of compulsory appreciation can occur anywhere, Alexei Wood, head of psychology at the London School of Economics and Political Science argues that Americans in particular feel compelled. In an individualistic culture like America, the least favor can see as a great favor. Studies have shown that Americans are more “grateful” then other people in other countries, in which case others do not believe they deserve to appreciate, such as being hired.
“It seems unacceptable in America to say that a person is not a grateful person,” Wood says. “In the UK people laugh and say: “Why should we be grateful?” is a fair day’s work. If you try to make people grateful, things can go a little wrong. This should be a fair exchange.
Wood acknowledges that the economic impact of the COVID-19 pandemic has changed little. Employers should thank their employees for working longer than usual to maintain their painful business, and employees should be grateful that their bosses not abandoned when profits fell.
“If hiring you’re expensive for your employer, then yes, you’ll appreciate it,” wood said, adding that in such cases the appreciation between employers and employees is reasonable. Globally, the epidemic has created this dynamic in some workplaces.
While some appreciate is sincere and spontaneous, other expressions of gratitude, such as phrases that many workers now feel pressured to show, are not as true. This compulsive and false appreciation can be counter-productive.
“If we’re asked to think about an era of compulsive gratitude, most of us can go back to one,” said Sarah Greenberg, a California psychotherapist and corporate mental health consultant. Well, we keep doing this to ourselves as adults. This compulsive appreciation becomes a social norm and then becomes the voice of our hearts.
As adults, in social situations and at work, we start telling ourselves not to stay and appreciate what we have. Once we start forcing ourselves to be grateful, we can start using what Greenberg calls a “grateful bypass” strategy to avoid other negative emotions. For example, he says, an employee might start thinking, “I really hate my boss” and then kill that feeling of thinking, “but I’m grateful to have my job.”
If you call emotional escape “grateful,” you do not see the positive effects of gratitude and the negative effects of emotional escape.
Bypasses and avoidance, he explains, can only offer a temporary solution. Over time, negative emotions reach us and can become more intense when negative emotions appear. Instead of being upset or angry about what the manager is saying, it is best to move on and these feelings can accumulate and become whoa. However, by masking these feelings, or replacing compulsive appreciation, we also lose ourselves how these feelings can motivate us to improve our situation.
“Emotions work,” he says. “So we don’t want to cut it. If you tell yourself that when “your feelings are actually stress, fear, complete fatigue or sadness,” you can ignore emotions and remind yourself that something is wrong.
In other words, if you focus too much, on why you should be grateful for your work, you may not realize that he has been grateful. “It’s a recipe because you’re stuck at work a long time after you’re gone,” Greenberg says.
Wood added, “Improper appreciation of the premises can lead to abuse by employers who know that their workers are not complaining or leaving because of a lack of jobs.
Wood said, “In the current climate, I am concerned about gratitude. “During the Covid-19 era, people needed to demand more because they could make us more accessible,” he says. There will be many employers who will try to use this as an excuse to pay workers wrongly or “cut costs” by getting fewer workers to do more work. If people are grateful for a job, it can prevent them from defending their rights.
Greenberg argues that the pressure of being “grateful” for employment is inherently bizarre. After all, work is essentially a service a person does to help a money company.
“I think the old school thought was, “Well, I owe you a paycheck, so you owe me.” “We’ve been working for a long time. We work more remotely than ever before, so people keep working: we have done a lot with our health and well-being. However, the message we have is that we should be grateful only for continuing our work.