The Dominance Of Workplace Procrastination

Have you heard the term dominance of workplace procrastination? It is considered very common; suggested by studies that it is continually based over a quarter of various people’s workdays, and evidence of it has appeared in a broader range of jobs among all levels of employees from junior to management and executives. Unsurprisingly, procrastination is not uncommon generally; about 25% of adults say procrastination is a defining personality trait for them.  According to half of the college students, they procrastinate in a problematic and consistent manner.

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Who Is Involved In Procrastination

Therefore, the dominance of workplace procrastination is everywhere, its dominance and severity depend on the different factors like the kind of job involved. For instance, the white-collar workers seem to procrastinate more than the blue-collar employees. Simultaneously, according to the study in with more than 22000 employees were assessed, divided several jobs based on the rate of the dominance of procrastination people who worked in those professions tended to report and shared the following rates:

  • Computer system administrators, sales representatives, legal secretaries, food servers, and library assistants are considered the type of high procrastination job.
  • Lawyers, general operation managers, and creative writers are considered the type of moderate procrastination job.
  • Librarians, economists, loan officers, and chief executives are considered the type of low procrastination job.

This discrepancy can be recognized inside part to the diverse types of persons who are chosen for dissimilar jobs. This means, for case in point, some jobs may want people who like to procrastinate more while others choose only those who do not like to procrastinate much.

Read the related blog: Workplace Procrastination: Why People Procrastinate at Work and How to Stop It

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Structure Of The Job Matters

On the other hand, the composition of the job and the work surroundings play an important role in both allowing people to keep away from procrastination or in causing people to procrastinate, despite their tendencies. As one study notes:

“… If a job is well structured and goals are set and monitored by others and rewarded, conscientious behavior is encouraged. Even those who may be unlikely to act conscientiously in other situations when left to their own devices are encouraged to such a degree that the differences between high and low conscientious individuals may disappear; due to the situational strength, all display the desired behavior.”

— From “Procrastination and well-being at work” (van Eerde, 2016)

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Levels Of Procrastination

Keep in mind that workplace procrastination can vary either at the within-person level or person. This means the following:

The same job performed by different people might present levels of procrastination. This can be due both to internal factors like people’s own ability to self-regulate their behavior and to outsider factors like the amount of support that people get from their managers and colleagues.

The job performed by the same person may have different degrees of the dominance of procrastination at different times. This may be attributed to both internal and external factors. Internal factors include how much sleep that person got the last night and external factors include how helpful the boss is on the current day.

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Conclusion

Generally, the dominance of workplace procrastination is referred to with a broad range of issues. When we see from the employee perspective, such problems include worse career prospects, worse job performance, and worse physical and mental health. And from the employer’s perspective, these issues include decreased productivity and low quality work also as lower job satisfaction between employees, which results in the decreased employee retention

 

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