In a ROWE, there are no mandatory meetings or fixed schedules. They have proven that ROWE not only makes employees happier but also delivers better results. And now the authors are helping companies implement ROWE nationwide. Infused with passion and common sense, Why Work Sucks and How to Fix It will change the way you think about your job, your company, and your quality of life.
Read it and join the revolution! Life's too short to be unhappy at work "I'm working harder than I ever have, and I don't know if it's worth it anymore. So many of us are feeling fed up, burned out, and unhappy at work: the constant pressure and stress, the unending changes, the politics--people feel as though they can't give much more, and performance is suffering.
But it's work, after all, right? Should we even expect to be fulfilled and happy at work? In her new transformative book, she makes the most compelling case yet that happiness--and the full engagement that comes with it--is more important than ever in today's workplace, and she sheds new light on the powerful relationship of happiness to individual, team, and organizational success.
Based on extensive research and decades of experience with leaders, this book reveals that people must have three essential elements in order to be happy at work: A sense of purpose and the chance to contribute to something bigger than themselves A vision that is powerful and personal, creating a real sense of hope Resonant, friendly relationships With vivid and moving real-life stories, the book shows how leaders can use these powerful pillars to create and sustain happiness even when they're under pressure.
By emphasizing purpose, hope, and friendships they can also ensure a healthy, positive climate for their teams and throughout the organization. How to Be Happy at Work deepens our understanding of what it means to be truly fulfilled and effective at work and provides clear, practical advice and instruction for how to get there--no matter what job you have.
Author : Jeffrey J. Vision, persistence, integrity, and respect for everyone in the workplace--these are all qualities of successful leaders. But Jeffrey J. Fox, the founder of a marketing consulting company, also gives these tips: never write a nasty memo, skip all office parties, and overpay your people. These are a few of his key ways to climb the corporate ladder.
Thankfully, Green does—and in this incredibly helpful book, she tackles the tough discussions you may need to have during your career.
Ideal for anyone new to the job market or new to management, or anyone hoping to improve their work experience. This book is even better. It teaches us how to deal with many of the most vexing big and little problems in our workplaces—and to do so with grace, confidence, and a sense of humor. Author : Francisco X. Stork Publisher : Scholastic Inc. Marcelo Sandoval, a seventeen-year-old boy on the high-functioning end of the autistic spectrum, faces new challenges, including romance and injustice, when he goes to work for his father in the mailroom of a corporate law firm.
The New York Times bestselling work of undercover reportage from our sharpest and most original social critic, with a new foreword by Matthew Desmond, author of Evicted Millions of Americans work full time, year round, for poverty-level wages. In , Barbara Ehrenreich decided to join them. It covers the benefits of managing for job fulfillment within organizations -- increased productivity, greater retention, and competitive advantage -- and offers examples of how managers can use the applications in the book to deal with specific jobs and situations.
As a consultant and keynote speaker, he has worked with thousands of senior executives and executive teams in organizations ranging from Fortune companies to high-tech startups to universities and nonprofits. Military Academy at West Point.
Lencioni is the author of six bestselling books, including The Five Dysfunctions of a Team. Previews available in: English. Add another edition? Copy and paste this code into your Wikipedia page.
Need help? The three signs of a miserable job Patrick Lencioni. Donate this book to the Internet Archive library. If you own this book, you can mail it to our address below.
Not in Library. People need to be able to home from work every night, or every week, or every month and know where they stand. This is why sales people are generally very satisfied in their jobs, because they have very clear evidence of their performance. But in fact, what a quota is to a salesperson is nothing more than a wonderful scoreboard for them evaluating themselves.
And all people need that. Sometimes it requires a manager to be very creative in how they come up with that. In my book, this one guy works at the drive-through window at a fast food restaurant and the manager helps him realize that the best he can measure the impact of his success is to find how many times he can make somebody smile or laugh that come through his line.
And so he just writes down and records for himself how often he can do that. And we have to give people that sense so they have some sense of control. Again, you cite three causes of job misery, anonymity, irrelevance, and immeasurement. It sounds like addressing these individually or in total is going to take a fair amount of personal time by managers in organizations. How do we measure the cost of miserable workers?
But if someone were a stickler, I would say getting a precise measurement on the cost of job mystery is a difficult thing to do because there are so many variables and it affects so many aspects of life in a company. And when people say, well how much productivity can we save? Having to re-recruit, rehire, and retrain, and wait for a new employee to get up to speed is devastating in terms of cost.
And so companies are desperate to retain their people. And what the most commonly cited reason for people leaving their jobs is the relationship they have with their manager, their direct supervisor. The other thing is, aside from people deciding to leave, just the whole issue of productivity and morale. Employees that feel known and they feel like they know why their job matters and they have a sense of measuring it stay later, do extra work, and are committed to the organization above the requirements that they have.
These things are massive. And all we have to do is look at companies that we know have high degrees of employee fulfillment. They practice these principles from the top down. By continuing, you agree to Monster's privacy policy , terms of use and use of cookies. Search Career Advice. Three signs of a miserable job Do you feel frustrated and demoralized at work? Here are three indications of a miserable job—and three remedies to improve your job satisfaction.
Tom Musbach, Monster contributor.
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