{"id":675,"date":"2011-02-19T17:38:07","date_gmt":"2011-02-19T17:38:07","guid":{"rendered":"http:\/\/www.saasoft.com\/blog\/?p=675"},"modified":"2011-02-19T17:38:07","modified_gmt":"2011-02-19T17:38:07","slug":"do-you-have-a-miserable-job","status":"publish","type":"post","link":"https:\/\/hcse.blog\/?p=675","title":{"rendered":"Do You Have A Miserable Job?"},"content":{"rendered":"

\"\"<\/a>If you feel miserable at work and do not know what to do then then take heart because you could be suffering from a treatable organisational disease called CRAP (cynically resistant arrogant pessimism).<\/p>\n

To achieve a healthier work-life then it is useful to understand the root cause of CRAP\u00a0and the rationale of\u00a0how to diagnose and treat it.<\/p>\n

Organisations\u00a0have\u00a0three interdependent dimensions of performance:\u00a0value, time and\u00a0money.\u00a0 All organisations\u00a0require both the people and the processes\u00a0to be\u00a0working in synergy\u00a0to reliably deliver\u00a0value-for-money over time.\u00a0 To create a productive system it is necessary\u00a0to understand\u00a0the\u00a0relationships between\u00a0\u00a0value,\u00a0money and time. Money is easier\u00a0because it is tangible and durable;\u00a0value is harder because it is intangible and transient. This means that the\u00a0focus of attention is usually on the money – and it is often assumed that if the money\u00a0is OK then the value must be OK too.\u00a0 This assumption is incorrect.<\/p>\n

Value and money are interdependent but have different “rates of change”\u00a0 and can operate in different “directions”.\u00a0 A common\u00a0example is when a dip in\u00a0financial performance triggers an urgent “drive” to improve the “bottom line”.\u00a0\u00a0Reactive revenue generation\u00a0and\u00a0cost cutting\u00a0results in a small, quick, and tangible\u00a0improvement on the\u00a0money\u00a0dimension\u00a0but at the same time sets off a large, slow, and intangible deterioration on the value dimension.\u00a0 Money, time and\u00a0 value are interdependent and\u00a0the inevitable outcome is a later and larger deterioration in the money – as illustrated\u00a0in the doodle. If only money\u00a0is measured the\u00a0deteriorating\u00a0value is not detected,\u00a0and by the time the money starts to falter\u00a0the\u00a0momentum\u00a0of the falling value is so great that even heroic efforts\u00a0to recover\u00a0are futile. As\u00a0the money starts to fall the value falls even further and even faster – the lose-lose-lose spiral\u00a0of organisational failure is now underway.<\/p>\n

People\u00a0who\u00a0demonstrate in their attitude and behaviour\u00a0that they are miserable at work\u00a0provide the cardinal sign of falling system value.\u00a0A\u00a0miserable,\u00a0sceptical and cynical employee\u00a0poisons the emotional atmosphere\u00a0for everyone\u00a0around them. Misery is both defective and infective.\u00a0\u00a0The primary cause of a miserable job is the behaviour exhibited by people in positions of authority – and the more the focus is\u00a0only on money\u00a0the more misery their behaviour\u00a0generates.<\/p>\n

Fortunately there is an antidote; a way to break out of the vicious tail spin –\u00a0measure both value and money, focus\u00a0on improving value and observe\u00a0the positive effect on the\u00a0money.\u00a0 The critical behaviour is to actively\u00a0test the emotional temperature and to take action to keep it moving in a positive direction.\u00a0 “The Three Signs of a Miserable Job<\/em>” by Patrick Lencioni tells a story of how\u00a0an experienced executive learns\u00a0that the three things\u00a0a successful managerial leader must do\u00a0to achieve system health are:
\n1) ensure\u00a0employees\u00a0know their unique place, role\u00a0and value in the whole system;
\n2) ensure employees can consciously connect their work with a worthwhile\u00a0system goal; and
\n3) ensure employees can objectively measure how they are doing.<\/p>\n

Miserable jobs are those where the people feel anonymous, where people feel their work is valueless, and where people feel that they\u00a0get no\u00a0feedback from their seniors, peers or juniors.\u00a0And it does not matter if it is the cleaner or the chief executive – everyone needs a role, a goal and to know all their interdependencies.<\/p>\n

We do not have to endure a\u00a0Miserable Job –\u00a0we all have the power to transform it into\u00a0Worthwhile Work.<\/p>\n","protected":false},"excerpt":{"rendered":"

If you feel miserable at work and do not know what to do then then take heart because you could be suffering from a treatable organisational disease called CRAP (cynically resistant arrogant pessimism). To achieve a healthier work-life then it is useful to understand the root cause of CRAP\u00a0and the rationale of\u00a0how to diagnose and … <\/p>\n

Continue reading “Do You Have A Miserable Job?”<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[9,10,25,34,35,41,42,43,46,47],"tags":[113,121,148,155,162,175,181,197,247,269],"class_list":["post-675","post","type-post","status-publish","format-standard","hentry","category-books","category-business","category-information","category-questions","category-reflections","category-stories","category-how","category-why","category-teach","category-transactional-analysis","tag-feedback","tag-goal","tag-job","tag-leadership","tag-management","tag-miserable","tag-motivation","tag-patrick-lencioni","tag-role","tag-system"],"_links":{"self":[{"href":"https:\/\/hcse.blog\/index.php?rest_route=\/wp\/v2\/posts\/675","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hcse.blog\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/hcse.blog\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/hcse.blog\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/hcse.blog\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=675"}],"version-history":[{"count":0,"href":"https:\/\/hcse.blog\/index.php?rest_route=\/wp\/v2\/posts\/675\/revisions"}],"wp:attachment":[{"href":"https:\/\/hcse.blog\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=675"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hcse.blog\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=675"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hcse.blog\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=675"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}