If Perception is Reality, then Change Your Perception to Change Your Reality
Applying Discrepancy Theory to Your Advantage
Discrepancy Theory relates to job satisfaction in an organization. It describes that job satisfaction, or dissatisfaction (amongst other non-productive emotions) can arise when the job or task you are doing (or the outcomes) is different from what you want to do (achieve).
There is a difference — a discrepancy — between what you are ‘assigned’ to do and what you want to do. The greater the discrepancy the higher the level of dissatisfaction.
The truth is that every job has an aspect that you will have to do but do not want to do. This is common early in a career. There are jobs where the majority of the work is not what you want to do, but have to do.
This is a difficult situation to accept early in your career. Your preference is to start applying what you’ve learned and do things that interest you. Also, at this stage in your work experience, you have not yet realized or become accustomed to this norm (reality).
Yes, the people (friends) that work with you, the type of office, the pay you receive and the company itself can help offset this difference.
But when you’re sitting at your desk, staring at your computer screen, finding everything else you prefer to do instead of what you should/need to do, that is when you need to change your perception.
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Changing your perception is not easy to do. It requires a conscious mental effort before it can become an ‘organic’ part of your behaviour.
However, it is an effective strategy to reduce the discrepancy and the accompanying dissatisfaction that can be expected in any job.
Changing your perception can change your emotions, mood, behaviour, stress and performance on the job. It can also change how others see (perceive) you.
Is it a gap, or an opportunity? Is it a mistake or a learning? Is it reality or perception?
