How can you use work adjustment theory to adapt to changing work environments?

1 Work adjustment process

The work adjustment process is how people and work environments interact and influence each other over time. The process involves two phases: correspondence and adjustment. Correspondence is the degree of match or fit between the person and the work environment. When there is a high correspondence, both the person and the work environment are satisfied and productive. When there is a low correspondence, either the person or the work environment or both are dissatisfied and unproductive. Adjustment is the action taken by the person or the work environment to improve the correspondence. The person can change their values or abilities to meet the work environment's reinforcers or requirements. The work environment can change its reinforcers or requirements to meet the person's values or abilities.

2 Work adjustment styles

The work adjustment theory identifies four styles of work adjustment based on how people respond to changes in their work environments. These styles are: active, reactive, flexible, and inert. Active style is when the person initiates the change and adapts their values or abilities to the new situation. Reactive style is when the person reacts to the change and resists or complains about the new situation. Flexible style is when the person adjusts to the change and accepts or accommodates the new situation. Inert style is when the person ignores the change and maintains or withdraws from the old situation.

3 Work adjustment outcomes

The work adjustment theory predicts four outcomes of work adjustment based on the level of correspondence and the style of adjustment. These outcomes are: satisfaction, tenure, performance, and mental health. Satisfaction is the degree of fulfillment or happiness that the person feels from their work. Tenure is the length of time that the person stays in their work. Performance is the quality and quantity of work that the person produces. Mental health is the state of well-being or distress that the person experiences from their work. The theory suggests that the best outcome is achieved when there is a high correspondence and an active or flexible style of adjustment.

4 Work adjustment strategies

The work adjustment theory provides some strategies for adapting to changing work environments and improving your work adjustment outcomes. These strategies are: assess, communicate, negotiate, and learn. Assess is the process of evaluating your values and abilities and comparing them with the work environment's reinforcers and requirements. Communicate is the process of expressing your needs and preferences and listening to the work environment's expectations and feedback. Negotiate is the process of finding a mutually beneficial solution that balances your values and abilities with the work environment's reinforcers and requirements. Learn is the process of acquiring new values or abilities or enhancing existing ones to match the work environment's reinforcers or requirements.

5 Work adjustment benefits

The work adjustment theory offers some benefits for your career path planning and development. These benefits are: awareness, alignment, adaptation, and advancement. Awareness is the benefit of knowing yourself and your work environment better and understanding how they fit or conflict with each other. Alignment is the benefit of achieving a high correspondence and a positive work adjustment outcome that meets your goals and needs. Adaptation is the benefit of coping with changes and challenges in your work environment and maintaining or improving your work adjustment outcome. Advancement is the benefit of growing and progressing in your career and pursuing new opportunities and experiences that match your values and abilities.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?