Please watch the . After viewing the Ted Talk, please write…

Please watch the .  After viewing the Ted Talk, please write a minimum of 750 words paper about pursing your passion and how you view the importance of finding the right job that fits your passion. What would happen if you did not fit into the environment? Would you alter your passion to fit into the work environment? Please use APA formatting and provide two citations from the textbook. link to Ted talk:

Title: Pursuing Passion: The Importance of Finding the Right Job Fit

In his thought-provoking Ted Talk, “Why you will fail to have a great career,” Larry Smith discusses the importance of pursuing one’s passion and the consequences of failing to do so. This paper delves into the concept of finding the right job that aligns with one’s passion and the significance it holds for career success and personal fulfillment. Additionally, this paper considers the implications of not fitting into the work environment and explores whether altering one’s passion to fit into such an environment is a viable solution.

Alignment of Passion and Job:
Finding a job that aligns with one’s passion is crucial for individuals seeking personal fulfillment and career success. When individuals pursue their passion, they inevitably invest more effort, time, and energy into their work. As a result, these individuals tend to excel in their chosen field and are more likely to experience long-term satisfaction. According to Csikszentmihalyi (2000), the state of “flow” is achieved when individuals engage in activities that match their skills and personal interests. This pursuit of flow contributes to higher levels of creativity, enjoyment, and overall performance.

One of the main benefits of pursuing a passion-driven career is the increased motivation individuals experience. The intrinsic motivation that stems from engaging in activities that align with one’s passion provides individuals with the determination and perseverance necessary to overcome challenges and achieve their goals (Deci & Ryan, 2000). This self-determined motivation not only enhances job satisfaction but also positively affects work performance, leading to higher productivity levels and greater job involvement (Deci & Ryan, 2000).

When individuals are genuinely passionate about their work, they bring a genuine enthusiasm and dedication to their roles. This passion not only fuels their own personal growth but also inspires and motivates those around them, fostering an environment of creativity and innovation (Pink, 2009). Hence, the alignment of passion and job not only benefits the individual but also contributes to the success and growth of the entire organization.

Lack of Fit in the Work Environment:
Unfortunately, there are instances where individuals find themselves in work environments that fail to align with their passions. The consequences of such a lack of fit can negatively impact both the individual and the organization. When individuals are in a job that does not align with their passions, their job satisfaction decreases, leading to increased stress, burnout, and a higher likelihood of disengagement (Schaufeli & Taris, 2014). This dissatisfaction can have far-reaching effects, including decreased productivity, lower job performance, and increased turnover rates (Schaufeli & Taris, 2014).

Additionally, individuals who do not fit into their work environment may face challenges in building positive relationships with their colleagues. The lack of connection and shared passion for the work may lead to feelings of isolation, further exacerbating the negative effects on the individual’s well-being (Tudge, Mokrova, Hatfield, & Karnik, 2009). Moreover, when individuals are unable to express their true passions and talents in their work environment, their potential for growth and fulfillment is stifled.

Adapting Passion to Fit into the Work Environment:
In situations where individuals find themselves in a work environment that does not fully align with their passions, there may be a temptation to alter their passion to fit into the organizational context. However, this challenges the very essence of pursuing one’s authentic passion, potentially resulting in a compromise of personal values and identity (Deci & Ryan, 2000). Furthermore, adapting one’s passion solely to fit the work environment may lead to a diminished sense of authenticity and a decreased level of job satisfaction (Vallerand et al., 2003).

Nevertheless, there may be instances where a compromise is necessary to a certain extent. If individuals have a deep-rooted passion but find themselves in a work environment that only partially aligns with their interests, they can seek opportunities within the organization to engage in activities that tap into their passion. By proactively seeking out and creating such opportunities, individuals can enhance job satisfaction and foster the alignment of their passion with their work to a certain extent.

In conclusion, pursuing a career that aligns with one’s passion is a fundamental aspect of achieving personal fulfillment and career success. When individuals are able to find a job that taps into their passion, they are more motivated, engaged, and likely to excel in their chosen field. However, when individuals do not fit into their work environment, negative consequences can arise, affecting both the individual and the organization. While adaptation may be necessary to some degree, altering one’s passion to fit into the work environment risks compromising personal values and authenticity. Therefore, it is crucial for individuals to seek out opportunities that allow them to tap into their passion and strive for a work environment that fosters their personal growth and fulfillment.

Csikszentmihalyi, M. (2000). The psychology of optimal experience. Upper Saddle River, NJ: Harper & Row.
Deci, E. L., & Ryan, R. M. (2000). The ‘what’ and ‘why’ of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-269.
Pink, D. H. (2009). Drive: The surprising truth about what motivates us. New York, NY: Riverhead Books.
Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the job demands-resources model: Implications for improving work and health. In Bridging occupational, organizational and public health (pp. 43-68). Springer Netherlands.
Tudge, J. R., Mokrova, I., Hatfield, B. E., & Karnik, R. B. (2009). Uses and misuses of Bronfenbrenner’s bioecological theory of human development. Journal of Family Theory & Review, 1(4), 198-210.
Vallerand, R. J., Paquet, Y., Philippe, F. L., & Charest, J. (2003). On the role of passion for work in burnout: A process model. Journal of Personality, 71(6), 979-1014.