Could our quest to balance work and family do harm instead of good? Perhaps for some of us, argues a team of experts who have just studied workaholism in its various forms. Pressure to take on more family duties or outside interests can actually add stress to people who may be truly better off doing the work they enjoy, says the report. “People are always told to find a balance between work and non-work roles, but that may not be healthy for everyone,” says study author Marcia Miceli, a management and human resources professor at Ohio State University’s business school. “It may be more beneficial to help achievement-oriented workaholics find ways to spend time doing what they enjoy — working.”
Working with Kimberly Scott, a consultant with Lincolnshire benefits firm Hewitt Associates, and Keirsten Moore, an assistant management professor at Capital University in Ohio, Miceli analyzed workaholism research and found three common characteristics. First, workaholics give up important family, social and recreational activities because of work. They also work beyond what is reasonably expected and they frequently and persistently think of work.
Now for the good news: Those things aren’t necessarily bad. The authors found that while excessive work can lead to compulsive behavior or a negative work experience, for others it can be a plus. These “achievement-oriented” workaholics aren’t obsessed with work, but are hard-driving, peak performers with a clear sense of urgency and high standards, and probably don’t suffer from the stress that other workaholics do.
Amen, say many hard-chargers who’ve grown anxious themselves about all the talk of life balance. A few years ago, Susan Lipman’s accumulated vacation time exceeded one year, and the executive director of Performing Arts Chicago worked for the organization seven years before taking a week off. Being passionate about what one does makes it worth the effort, even despite a few lost relationships
along the way because of work demands, Lipman says. Still, “I would never recommend trying to do what I did (with young children), because somebody will pay the price,” she says.
To be sure, not all workaholics are healthy ones. Miceli describes compulsive-dependent workaholics who are unable to control the amount they work and who feel upset when not at work. These workers may have more health complaints and lower job performance than other workers, the study found. Perfectionists, meanwhile, have a need for power and control that can ruin people’s relationships at work. On the other hand, achievement-oriented workaholics apparently don’t work to overcome a personal shortcoming, but because they actually thrive on the work itself.
With the title of general manager for Tenneco Inc.’s $3.6 billion packaging operation in Evanston, Ilene Gordon admits to passing the test for a workaholic. She says the study is welcome news and labels herself an achievement-oriented workaholic. “I am competitive, I’m constantly focused on improving profitability and I have that sense of urgency. I have very high standards for myself and those around me,” she says. Sound like a tough boss? She’ll admit to that, too, but says she knows when to step back and let employees have a reasonable life. And she says she surrounds herself with hard-drivers anyway. “Staying late here is not an every night thing but. . .I set the standard. They aspire to it or leave the company.”
But what about those who are working all the time and not so happy about it? First, says Miceli, they may not be workaholics; they may simply be overworked. She suggests comparing your current work situation to previous ones. Is there a pattern of frustration, or is it just in the last six months? Also, look at the outcome of your hard work. If you get a strong sense of accomplishment and enjoyment, don’t fret so much about skipping those vacations, she says.
A word of caution: The authors stress that more detailed study is needed to assess the impact of workaholism and to develop ways to help people overcome the negative forms. That could be tricky. Miceli notes that employers view overwork as a “very sensitive topic” and are often reluctant to give researchers access. But she clearly sees the need: “We have a conflict in our society where we heap praise on high achievers, and yet we’re critical of people who are so focused on their work.”
