When the fish in a stream are dying, biologists don’t attempt to solve the problem by yanking the fish out of the stream, throwing them into a clean fish tank for an hour a day, and then pitching them back into their original ecosystem for the rest of the day.

Instead, they search to discover the cause of the problem and identify real solutions. This includes cleaning up pollution, educating people who use the stream, and securing resources to respond to the challenge. True problem solvers use both common sense and good science.

Because they recognize that the well-being of each fish relates to the health of the total community, they do whatever is necessary to restore the condition of the creek so the fish can thrive.

Regarding workplace negativity, a “no sense, no science” approach is often used. It’s similar to a captain swerving a massive ship just a wee bit after he sights the tip of a giant iceberg straight ahead. A humorous speaker is hired to “lighten up” or motivate jaded and anxious employees. Workers who are openly hostile or disruptive are disciplined or referred to anger management and conflict resolution programs.

Today’s epidemic of negativity at work proves that workplace anger and anxiety are often justifiable responses to unjust workplace conditions. Negativity soars when the surface symptoms of a toxic work environment are attacked but the underlying causes of employee dissatisfaction (e.g., unfair policies and procedures, pay inequities, overwork, and inadequate staffing) continue to fester.

Successful managers are aware that the health, happiness, and prosperity of the entire company is inextricably linked to the well-being of each employee. Because they recognize that success is more likely to result when managers demonstrate high concern for employees as well as productivity, they treat every person with dignity and respect while challenging them to reach their full potential.

The following examples portray the effects of two dramatically different approaches.

AN EXAMPLE THAT MADE EMPLOYEES VOTE “NO” WITH THEIR FEET

Ronald Allen, CEO of Delta Airlines, reacted to financial disaster with a brutal downsizing campaign that chopped about one-third of the airline’s workforce. The deep cuts resulted in a startling decline in customer service ratings that had once been the envy of the industry. Allen was also known for humiliating employees, and a survey revealed that his workers were skeptical, frightened, and hostile. Even though Allen’s actions placed the airline in the black again, a massive exodus of talent occurred as employees resigned, and the board chose not to renew Allen’s contract.

WHAT YOU WANT TO DO NOW

On the other hand, when Gerald Grinstein took the helm of an ailing company (Western Airlines), he spent hundreds of hours in cockpits, behind check-in counters, and in the baggage-handling pits. He got to know his employees and genuinely listened to their concerns. His impressive ability to establish rapport became invaluable. He convinced employees to agree to concessions on work rules and to take pay cuts with the promise that they would eventually have a larger stake in a healthy company. His actions catapulted the airlines into a solvent position after only two years. In fact, Grinstein sold Western Airlines to Delta for $860 million.

Grinstein’s successes were repeated when he became CEO of another ailing transportation company. Burlington Northern was saddled with $3 billion of debt. To gain employee approval of cost-cutting plans, Grinstein flew a selected group of maintenance workers, administrative professionals, and train crews from all over the country to dine with him at the company’s headquarters. He also rode the railroad’s routes, working and talking with crews. Because he asked for and genuinely listened to the advice of employees, they felt respected and empowered, and both the company and individuals reached peak performance.

PREVENTION IS THE BEST CURE

Most of the causes and costs of workplace frustration, anger, and anxiety can be prevented. In an ideal workplace, employees are internally motivated and self-regulating because they are hired with care, placed in jobs that serve them as well as the company, and supported with the resources required to accomplish their jobs.

When companies treat employees with dignity and make efforts to empower them, employee self-confidence and performance grow.

The best employee motivation strategy is to correct dysfunctional aspects of corporate culture while simultaneously working with individual employees who are angry or anxious.

Successful companies understand Employee Motivation 101. They nurture their workers while achieving their missions.

Below are the key components of a training plan I use when I work with managers and organizations.

KEY FACTORS FOR OVERCOMING WORKPLACE NEGATIVITY

__ Understand that negativity is a symptom of the unmet needs of employees.
__ Identify the root causes of problems.
__ Create a respectful environment in which each individual is valued.
__ Recognize employee accomplishments and facilitate healthy social interactions.
__ Encourage the constructive expression of negative emotions.
__ Provide a safe work environment.
__ Shed one-size-fits-all routines and work hours.
__ Empower employees with change and stress reduction skills.
__ Create a workplace filled with humor, joy, and fun.

Visit http://www.FreeJoyOnTheJobEbooks.com and GET YOUR FREE EBOOKS: “Secrets of Happiness at Work,” “Employee Engagement Made Easy,” and “Get the Respect & Appreciation You Deserve Now.” Doris Helge, Ph.D., is an executive coach & a corporate trainer for companies as large as Microsoft.

© 2008 This article was excerpted with permission from “Joy on the Job” by Doris Helge, Ph.D. Permission to reprint this article is granted if the article is in tact, with proper credit given. All reprints must state, “Reprinted with permission by Doris Helge, Ph.D. Originally published in “Joy on the Job,” http://www.MoreJoyOnTheJob.com .

©2008 More Joy on the Job. All Rights Reserved.

Do you want your life to be a fulfilling, exciting adventure that brings you success in every area—career, relationships, family, and spirituality? Look around. How many of us have great lives—truly great lives—inside and out, at home and at work? Not average, plodding lives; not yearning-for-meaning, marching-in-place lives, but vibrant, extraordinarily satisfying lives. What does this all-around great life take? What’s the secret to a really great life? How do people who live great lives do it day after day?

For over 25 years, I have studied and coached all kinds of people—some who went on to live great lives and some who did not. The difference is that the people who live great lives decide to do so—it doesn’t just happen to them. They choose it, and they re-choose it every day. They make what I call a “One Decision.”

The great search

We’re all searching for something more in life, and we try many things to get it—we try to get the “right” job, the right car, or the right relationship that will make us feel fulfilled and satisfied. We change careers, lose weight, take up art, attend seminars, begin relationships, read books, have children, buy bigger houses and fancier cars, or even get rid of it all.

Yet these things don’t often give us the greater sense of satisfaction and fulfillment we crave—or the glow of satisfaction we initially feel doesn’t last. Sure, you may land a great new job or renew a passion for painting, but in the end, you’ll lead only a partially successful or “better” life. Or, you’ll succeed in one area but fail in another—have a great job but a rocky relationship, or a great family life but your work suffers.

So what does it really take?

If you want to live a truly great life, you must decide—you must make the One Decision. A simple yet profound choice, the One Decision is so connected to who you are and what you really want that it guides your life. It’s a decision that’s so powerful that it can be a touchstone to orient toward when ever you’re not sure what to do. It is the foundation that other decisions can be checked against. It is the One Decision that brings you closer and closer to your life’s purpose, your truest intent.

Living with the One Decision

Lance Armstrong is a great celebrity example of a One Decision. After he was diagnosed with cancer, he had a decision to make. He didn’t just focus on surviving, he decided to “live strong”—the theme of his life’s campaign. By living by this One Decision, he not only lived, he transformed his whole body, his way of living, and went on to win the Tour de France seven times! Now he continues to be an inspiration and role model as he educates and empowers others through his foundation and by sharing his own story so openly.

But a great life is not reserved for the special few. A great life is waiting for you—but you must decide to live it. This is a very simple solution—but it’s anything but easy.

Discover for yourself the startlingly simple and profound power that comes from making one life-changing commitment—one that can also guide the day-to-day aspects of your life—and learn how to find and live the One Decision that works best for you. For more information about the One Decision, visit www.judithwright.com.

Judith Wright is the author of THERE MUST BE MORE THAN THIS: Finding More Life, Love, and Meaning by Overcoming Your Soft Addictions. An educator, inspirational speaker, seminar leader, trainer, and life coach, Judith founded the Wright Institute for Lifelong Learning where she helps individuals, couples, and parents with relationships, career, personal performance, management, and more. Find out more at http://www.JudithWright.com .

©2008 More Joy on the Job. All Rights Reserved.

©2008 More Joy on the Job. All Rights Reserved.

A job is not just a means to an ends; it’s not just how you make your daily bread but also a way of life. Since you’re likely to be spending most of your waking hours in an office or other occupational location, you must love your job or be miserable each day you go in to work. While your salary and job satisfaction form a major part of wanting to go in to work every day, a significant burden of your office morale rests with your colleagues, the people you interact with day in and day out during the course of your work. Human beings are a motley bunch – you get all kinds; love them or hate them, you have to put up with them. Here are some pointers in dealing with difficult coworkers and maintaining cordial relationships with everyone around you:

· Stay on friendly terms with everyone. Even if you do not like a person or agree with his philosophies and principles, just smile and go your way instead of getting into an argument.

· In an argument between two coworkers, avoid taking sides as much as possible. It’s not wise to rub anyone the wrong way.

· Never shirk responsibility by pushing your work onto someone else, even if he/she’s a junior and can’t complain.

· Avoid gossip around the water cooler – even walls have ears and grapevines are pretty long. You don’t want to create enemies even unknowingly.

· Be ready to help in a pinch but don’t be too obliging or you’ll never be able to refuse a request again. Sometimes people take your concern for granted.

· Avoid people who are bent on causing trouble. If they’re pushing for a fight, be the bigger man and step aside. Don’t get drawn into an argument that you can avoid.

· If your boss is the problem, patience is your best bet. Open antagonism will only have a boomerang effect. If the harassment is too much to take, take up the issue with someone higher in the office hierarchy than your boss and ask to be transferred to another division or branch.

· Do not complain against your supervisor or boss to your colleagues.

· Offer congratulations with a smile when your coworkers are promoted or receive raises.

· Avoid racism of any kind. Be kind and polite to people of other races and cultures and do not make derogatory comments about their religion or way of life.

· While some people welcome curiosity about their family, others are reticent and unwilling to bring the home to the office with them. Assess human nature well enough to know which of your colleagues are chatterboxes and which of them are recluses. Act accordingly.

· Be respectful in dealing with members of the opposite sex and make sure that you are not charged with sexual harassment for inappropriate behavior or comments.

If you make your place of work a second home and your colleagues your second family, there’s no reason why you shouldn’t have a fulfilling and satisfying career.

This post was contributed by Heather Johnson, who writes on the subject of human resource manager. She invites your feedback at heatherjohnson2323 at gmail dot com.

©2008 More Joy on the Job. All Rights Reserved.

With the many demands on our time, it’s no wonder that we procrastinate.  Most of us procrastinate in a destructive manner.  Research shows that people spend most of their time and effort working on activities that have nothing to do with the success of their projects.  It’s the biggest reason that people fail to reach their goals.  In one survey, 40% of those surveyed said that procrastination cost them money.

There are ways to use procrastination to your advantage to feed your flow of productivity.  Let’s look at your to-do list.  Relax, and look closely.  What do you see?  Look at the things that you’ve been procrastinating on. You might see things that aren’t related to your values or intentions.  There might be a better way for you to reach your intention.  In this case, it’s time to stop and think about other ways to reach your intention.  This would be more productive than having something on your list that you are destructively procrastinating on.  Here, you’re making a conscious choice to put something off to find a more suitable goal.  Doing so contributes to your productivity.

Continuing to look at the things you’ve been putting off, you might realize that there’s something that you need clarity on, or maybe you need additional information.  Take the steps necessary to get clear about the task.  Consult the appropriate resources for the information that you need.  If it’s clarity that’s missing, do what you need to do in order to get a clear picture.  Try journaling, mind mapping or even creating a vision board.  While you’re waiting for clarity, focus on other goals and activities-there’s always plenty to do.  Doing so might still lead you to just the right solution; the right person or resource.  This is not an effortless process as it can be hard to sustain the patience and to trust yourself.

You may look at your list and realize that you aren’t ready for something that you’ve been putting off.  Maybe the opportunity is just not right. Or perhaps you’re struggling with things other than strategy, logistics, an action plan or timeline.  You might just need to wait, which is truly opposite of what we’ve been taught to do, so you may not feel comfortable doing so.  There’s the illusion that we’re doing something wrong if we don’t do it yesterday; 24/7/365 productivity.  It’s possible that you may loose an opportunity, but you have to realize that if you don’t allow time for things to take root, you can end up being frustrated, wasting time and energy.  Waiting allows our ideas to gel or become more apparent to us.  There is internal activity that we don’t realize takes place when we do this.  That activity is important to the task at hand.

Finally, we can do nothing.  Yes, do nothing.  Our tendency is to push ourselves hard.  We don’t slow down, so there’s no down time.  We need to be clear about what we want to accomplish and the strategy for doing so.  To keep that clarity, we have to have down time.  It could be a few minutes at a time, a few hours or you might need a weekend.  Whatever the length of time is, take it, and then go back to the task at hand.  There has to be balance.  Remember, in these instances, you are making a conscious choice to put something off in order to positively impact your productivity.  This is distinct from procrastinating destructively.  Be clear about what you are doing and why and this will keep you on track with your goals.

©2008 Sheila Hawkins

Sheila Hawkins is President and CEO of Third Eye Group based in Detroit, Michigan.  The company provides customized professional organizing services for individuals, businesses, non-profit, faith and community based clientele, transforming environments and initiatives.  Services are tailored to the needs and personality of the client helping them transform environments and behaviors to create order and peace in their lives.

Services include home and office organizing, time management, productivity training and coaching, event planning and project management.  Additionally, the company provides workshops for individuals, business owners and company work teams.  Learn more about Third Eye Group by visiting www.thirdeyegroup.org or contact them via email at info@thirdeyegrup.org.

©2008 More Joy on the Job. All Rights Reserved.

Last month we looked at ways to use procrastination to our advantage.  Now we’re going to look at the opposite end of the spectrum; the destructive side of procrastination.

We all procrastinate from time to time for some reason or another and it’s usually with the small things we don’t want to do, but eventually get around to doing.  Or it may be that you procrastinate on a regular basis.  There can come a point when it takes a toll on our lives and keeps us from doing what we really want to.

People procrastinate for various reasons: poor work habits, various types of fear, overwhelm, think they perform better under pressure or rather be doing something else.  Doing so for any of these reasons impacts you and others and over time it can be devastating.

Procrastination is one of the biggest reasons people fail to reach their goals and is the number one cause of stress.  Stress is caused by leaving too many things undone.  Continually putting things off creates considerable stress that eventually shows up as fatigue.  But it doesn’t stop there.

When we look at the things we put off, we can see how much of our energy is being drained by the stress associated with putting those things off.  The time, energy and emotion that is spent agonizing over feeling guilty about putting something off can escalate to the point of having physical symptoms.  Research has shown that this prolonged stress can contribute to anxiety attacks, ulcers and can get as serious as high blood pressure and even heart conditions.

Procrastination can impact your life in other ways.  Something as simple as putting off opening the mail can have many negative results; missing events, due dates and deadlines can impact your household and your business in greater ways.  For example, we all know that not opening utility bills can result in service fees and even disconnection and reconnection fees, so then it impacts our finances negatively.  Missing a deadline on an important project can impact your business bottom line.

Additionally, it can impact those around you.  Your procrastination may keep your coworkers from completing projects on time or from doing their job.  It may even keep the company you work for from delivering on a project on time or at all, depending upon the role that you play.  The price that one pays personally is that of a bruised reputation.  Coworkers come to see the procrastinator as someone who doesn’t deliver on time or as someone who doesn’t have good work ethics.  This will, no doubt, have a negative impact. 

One can clearly see that procrastination can impact our health, home and work lives, coworkers and our families.  No matter how severe the procrastination, it can be remedied.  To eliminate procrastination, begin by looking for the indicators, then get to the type of procrastination and the reasons you’re doing so.  Having the understanding of the type of procrastination you’re doing and seeing the impact on your life opens the door for you.  Getting to the reasons you’re doing it is the key to resolving it once and for all. 

Are you ready to take action but you’re not sure what to look for or the reasons why you’re procrastinating?  Click here to gain access to a free report on the indicators, types of procrastination and reasons why people procrastinate.  Remember, it’s about managing yourself; realizing the undesirable habits and replacing them with habits that support you.

©2008 Sheila Hawkins

Sheila Hawkins is President and CEO of Third Eye Group based in Detroit, Michigan.  The company provides customized professional organizing and productivity services for individuals, businesses, non-profit, faith and community based clientele, transforming environments and initiatives.  Services are tailored to the needs and personality of the client helping them transform environments and behaviors to create order and peace in their lives.

Services include home and office organizing, time management, productivity training and coaching, event planning and project management.  Additionally, the company provides workshops for individuals, business owners and company work teams.  Learn more about Third Eye Group by visiting www.thirdeyegroup.org or contact them via email at info@thirdeyegrup.org.

©2008 More Joy on the Job. All Rights Reserved.

©2008 More Joy on the Job. All Rights Reserved.

by Doris Helge, Ph.D.

I’m not woofing you. Dogs can be a terrific addition to the workforce, not just for people who are blind and not only on “Take Your Dog to Work Day.”

Dogs at the office contribute surprising benefits that translate to increased productivity and joy on the job. During the National Happiness at Work Studies, managers, employees, and entrepreneurs told me that pets at work can even decrease healthcare costs.

Many of us cheerfully work overtime hours if a pet is present. Most owners love their dogs dearly. They don’t want to leave them home alone when they come to work, especially if they work long hours. This is particularly true if the person works a job they don’t like and when coworkers don’t reinforce them at least as much as their dog does. Rover is always glad to see us, but our colleagues are not always reinforcing.

Humans are hardwired to be nurturers. We love taking care of pets, including at work. We know we’re needed, valued, and appreciated even if the boss forgets to tell us.

Walking a dog gives us an opportunity to escape a difficult task for a few minutes and breathe some fresh air. During the National Happiness at Work Studies, I heard many comments like, “I couldn’t get the idea I needed until I got out of the office to walk my dog. I forgot all about my worries while watching him sniff around. All of a sudden, what I needed to do to solve a problem was crystal clear.” Taking a minibreak elevates our brainpower and makes us more creative. Some of us don’t take the time to take the break we need until Rover reminds us.

Scientists have proven that people have lower blood pressure and less stress when they’re petting an animal. Even fish in an aquarium calm and soothe most people, but dogs are one of the most reinforcing pets that exist. Unless they’ve been repeatedly abused, they’re cheerful, loyal, and very happy to see their caretakers. In fact, they essentially live to please their owners.

The dog’s emotional brain (the limbic system) resembles ours. This is why we bond so closely with dogs. Their hardwired empathy helps us through tough times.

Employees and managers I interviewed who have pets at work said they have happier, more loyal customers. This seemed to be especially true when the organization demonstrated it was a socially conscious company, such as by having a bowl on the counter where people could contribute to the local Humane Society or an animal rescue fund. The managers of Mail Plus in Chehalis, Washington, for example, were convinced their dog kept their customers happy while they waited in line for service.

Employees usually take turns regarding who bring their pets to work. Some offices have adopted an office pet that employees take turns caring for at night. Employees aren’t just more cheerful because dogs make most people feel special and happy. According to neuroscientific research, when Rover is happy, since his emotional brain is so similar to ours, we instinctively work through our gloomy moods more quickly. We unconsciously want to respond to our dog with a smile.

Canines can be especially helpful in businesses that specialize in helping people with health and emotional issues. Progressive hospitals warmly embrace dog visitation programs because Man’s Best Friend helps cancer patients get through painful days.

One therapist I interviewed uses a dog as his official greeter. Most people become less anxious when a friendly dog shows how pleased he is to see them.
Dogs almost always accept us just as we are. In fact, for some people, nothing makes them feel as worthy and totally acceptable as a dog. Of course, the therapist I just mentioned uses common sense. He makes sure to keep his dog separate from clients who may be dog phobic.

PREVENT THE DOWN SIDE OF DOG DAYS AT WORK

Of course, there are potential problems with dogs at work. Many pet owners think their dogs are more well-behaved than they really are. Dog training is essential before Rover shows up at work with his food dish and blanket.

In the National Happiness at Work Studies, employees reported becoming closer together when they planned a care program for an animal they enjoyed. They set clear boundaries and guidelines and made sure animals were trained, neutered, and their needs were met.

With a little planning, pets can add creativity, productivity, and fun to the workplace. This is only one of over 400 secrets of happiness at work we discovered during the National Happiness at Work Studies. We now know so many creative ways to design work experiences that employees love, from innovative professional development programs to proven conflict resolution approaches, office redesign, and total career makeovers. There’s no excuse not to enjoy your job today as much as a dog loves a juicy bone.

Visit http://MoreJoyOnTheJob.com and get your FREE Special Report,”25 Ways YOU Can Claim More Happiness at Work” and sign up for your FREE “Joy On the Job Ezine.” Doris Helge, Ph.D., is an executive coach & a corporate trainer for companies as large as Microsoft. Download sample chapters from Dr. Helge’s book, “Joy on the Job” at http://MoreJoyOnTheJob.com”

© 2008. Permission to reprint this article is granted if the article is in tact, with proper credit given. All reprints must state, “Reprinted with permission by Doris Helge, Ph.D. Originally published in “Joy on the Job.” © 2008.

©2008 More Joy on the Job. All Rights Reserved.

©2008 More Joy on the Job. All Rights Reserved.

©2008 More Joy on the Job. All Rights Reserved.