Creating Happiness at Work

Creating Happiness at Work

I believe that finding what is truly important is done when external expectations, ego, fear and failure are removed.

Unrealistic expectations lead to unhappiness. Whether it is social standards, expectations from colleagues and parents, or social comparisons, these expectations cause a discrepancy between reality and perceived truths. Not all expectations are bad, as they push mediocrity, drive one forward and motivate, but that is only the case when those expectations are done inwardly and realistically. Once you look externally to compare to others, overvalue personal pride, fear failure, or fear being embarrassed, expectations are distorted in a way to create a discontent.

Young Professionals – New Employees, Same Problems

Young Professionals – New Employees, Same Problems

I am a Generation Y, Millennial, Generation We, Global Generation, Generation Next and Net Generation employee.

Young professionals are called by a variety of names, but one can be certain that the next generation of employees bring a new set of challenges and advancements to the workplace. Much research is being done to characterize and categorize the individuals born after “Generation Xers” in the early 1980’s to the early 2000’s. Investigations are being done to learn the traits and values, the wants and needs and the identity of this group. These studies are targeted to simplify and learn the similarities and differences from previous generations, how to market them, how to inspire them, how to engage them and how to relate to them. I will challenge the central issues identified, offer insight and propose solutions to answer many of the burning questions of this new workforce, the Millennials.

The HPPO Issue (Highest-Paid Person's Opinion)

The HPPO Issue (Highest-Paid Person's Opinion)

In hierarchical companies, one is used to hearing and thoughtlessly following the “highest-paid person’s opinion” or HPPO. In many instances these HPPO’s are necessary and very positive. The HPPO tends to carry weight due to experiences, vision, background, knowledge and connections. In taking one’s title off the table, shouldn't this be true of anyone’s opinion?

Steps for Accepting New Innovation

Steps for Accepting New Innovation

When advancing and testing the boundaries of innovation, one must begin by looking back at the history to avoid the same mistakes and implement the fundamental basics. In reviewing Everett Roger’s 1962 book, “Diffusion of Innovation,” I came across his five stages of accepting a new innovation: knowledge, persuasion, decision, implementation, and confirmation. Upon adoption of the innovation, communication is spread in regards to the innovation. This communication is centralized around subjective perceptions of the innovation. The final communication is through the diffusion of the social system which sets the norms, change agents and the decisions of opinion leaders. Today’s innovation seeking acceptance is natural gas engines, which are just beginning the communications stage of its journey.

Manage the Personality to Motivate the Employee

Manage the Personality to Motivate the Employee

Personalities are the sum of possibilities in which an individual reacts and interacts with others. As personality is how we react and interact, it proves to reason that it shapes one’s behavior as well. It is the job of a manager to provide the most effective workplace and productive employees, good managers align business goals to an employee’s strengths and weaknesses, skills and abilities – all of which are impacted by the employee’s personality. If aligned effectively, the product is highly effective employees and business results. According to a recently Gallup survey, 64% of all people hate their jobs. If you, as a manager, were to put the right people in the right job and gave them the right goals for their position, I can guarantee their work attitude, productivity and drive would improve.