Diseases are often due to gratuity crises. This could place from a wrong meaning result. In workplace health promotion are to ask two questions: what makes staff sick (pathogentischer approach) and what keeps employees healthy (salutogenetscher approach). There are different models to the former. The model developed by Johannes Siegrist of the bonus crisis is quite accepted. It explains the sick are of a people that he is himself exhausted and for not adequately compensated.
If so the own use at commitment, knowledge, time, personality, etc. not accordingly, rewarded about by job security, career, salary, etc., so the man is sick. (See Wikipedia:) In my work as a consultant, trainer and coach, I often encounter this phenomenon and it is appalling how long employees and managers take this upon themselves. Like, I want to open a new perspective here. Brain research and publications among others Prof. Dr.
Gerald Huther, we know that meaning is a significant motivator that keeps healthy. A certain work must make sense, participation in a particular undertaking must make sense, a particular commitment must make sense, so the person motivated and stay healthy. This I ask however after positioning the meaning: you can be on the item itself or on the career opportunity such as directed. In both cases, the commitment would make sense. In the first case, the task is stiftend sense is. The point is in itself. She’s fun, she lets me do things with others together, it is interesting, I can fulfill me, introduce, shape, me prove, show my competence or what makes this sense whatever. Here, it is important that the task itself creates this sense. In the second case, the task makes sense, but only as a vehicle. I am so engaged for a task and hope as a result of engagement such as a positive career or salary history.