Job Satisfaction -Toxic Work EnvironmentsLet's face it, toxic work environments are often the end result of competition and greed. Companies are faced with many difficult challenges within what has become a highly competitive global economy. Most businesses seek to establish those competitive advantages that will endure over time. Since nearly everything can be imitated, it is essential for businesses to be out in front of the competition as the first, the best, and as the original, with the original being better than the imitation. What every business has that its competitor does not is the unique intellectual capital of its employees. Toxic work environments often result from management paranoia (real or imagined). This happens because employees are both the source and keepers of information that is critical to the competitive advantage of the company; they have an intimate functional knowledge. Thus, managing secrecy becomes an important component of competitive advantage as well because important information that is leaked to a competitor may threaten the stronghold.
Breaches in secrecy may compromise a company’s competitive advantage when employees leave their company to work for a competitor; or through deviant behaviors such as sabotage and revenge. Unfortunately, the result of leaks, breaches, sabotage, and revenge contribute to the formation of toxic work environments. 
Toxic work environments are dysfunctional and negatively impact us physically and emotionally. If you are currently in a toxic work environment, it is in your best interest to seriously consider a change of jobs or a complete career change.
Toxic work environments often evolve over time in subtle increments. A few indicators of this evolution include increased workloads while management seems insensitive to workers' being overtired and overwhelmed, increased intolerance of employee requests for time off, administrative bullying of workers, increased secrecy and hoarding of information and/or power, and threats to job security for non-compliance of company rules. No wonder workplace stress costs our nation more than $3000 billion each year.
The Continuum Of Decision
It has been said that "people change bosses rather than jobs". While this may be true, there are other reasons. Each person falls somewhere on the continuum of need to maintain their employment in a dysfunctional environment or make a change. Often leaving is the only clear option to maintain one's sanity and health. On the other hand, some people are better able to take action to disassociate themselves from the grip of a psychopathic boss. There are several contributors that impact one’s decision to stay or leave their dysfunctional environment:
• Perceived need to overcome the situation rather than be labeled “a quitter”.
• Fear of leaving the known for the unknown. Many people prefer to remain in a dysfunctional environment than venture into the unknown of working for another company.
• Belief that if they work harder the boss will eventually become pleased with their performance; or, that everything will eventually improve.
• Disbelief. They fail to trust their own observations; they may even form a mental block against belief that what is happening is real.
• Self-esteem. For some individuals, their self-esteem is directly connected to the company for whom they work. Much of their life may have been given to the company; therefore, to leave would be especially traumatic.
• Health benefits. Some people feel they are unable to leave because the health benefits are assisting with their medical needs or the needs of family members.
• Salary. Many people are not in a financial position to risk being unemployed for an unknown period of time. Financial fears are powerful drivers in one’s decision to stay or leave their environment.
• Power, wealth, and greed. Some people have a belief that if they closely align themselves to the beliefs and actions of the psychopathic boss they will be in line for promotion, an increase in pay, and additional authority over others.
Having grown up in the midwest I watched cows walk to the barn and back day after day in single file. Even though they have the entire pasture at their disposal, they always seem to take the same grass-worn path to their destination. The following bovine analogy may be useful in helping you analyze your own workplace dysfunction: HOW THE LEAD MOO COW RUINED HIS VERTEBRAE
Don’t think. Don’t speak. Just follow me. For I am the lead moo cow as you can see.
Just stay on the path; I don’t want you to be a wandering cow. Get back behind me.
So the cows all followed in a line tight and straight. When the lead cow stopped ‘twas entirely too late.
Each cow kissed the ass of the cow by his nose.
But that was just fine, for the line they did close. The cow in the back said, “Oh, do it again!” The lead cow moo’d, “Say when! "What fun! What fun! We’re such a great team!” (A long line of ass-kissers is a lead cows dream.) So the joy and pleasure of taking no risks Had a long-term impact on the lead cow’s discs. “Don’t challenge the system - just get back in line! Do it my way; things will be fine.” Some of the cows merely want to be free. They think and they speak, but it cannot be. “It’s Hamburger Highway for you!” they insist. In dysfunctional systems truth cannot exist.
It should be noted that in dysfunctional work environments, the person who sees and speaks the problem becomes the problem. It is always easier to remove the problem-seer than resolve the actual problem. Conversely, the health of a company and nature of the culture is exemplified by the degree of honesty displayed through the communication among and between employees and managers. Is there a free exchange of truth and a sense of justice in your workplace? If not, to what degree is truth allowed? If there is little or no truth and justice in your current place of employment, it is probably a toxic work environment! It may be time to plan for change. Job Satisfaction - Basic Job StressThe National Institute for Occupational safety and Health (NIOSH), a division of the U.S. Department of Health and Human Services, is the key agency responsible for research and recommendations pertaining to the prevention of work-related illness and injury. NIOSH is directed by Congress research and analyze workplace stress.NIOSH has established a model of job stress that describes the relationship between an employee’s work and personal life, support networks of friends and colleagues, and the impact of a positive attitude. Given this model as a premise for understanding, NIOSH identified conditions within the workplace may lead to stress: The Design of Tasks: Heavy workload, infrequent rest breaks, long work hours and shift work; hectic and routine tasks that have little inherent meaning, do not utilize workers’ skills, and provide little sense of control. Management Style: Lack of participation by workers in decision-making, poor communication in the organization, lack of family-friendly policies.
Interpersonal Relationships: Poor social environment and lack of support or help from coworkers and supervisors.
Work Roles: Conflicting or uncertain job expectations, too much responsibility, too many “hats to wear.”
Career Concerns: Job insecurity and lack of opportunity for growth, advancement or promotion; rapid changes for which workers are unprepared.
Environmental Conditions: Unpleasant or dangerous physical conditions such as crowding, noise, air pollution, or ergonomic problems.
Job Satisfaction - Achieving Financial Goals
What are your financial goals? Do you need money now or do you have time for a more cautious approach to making a career change? Our needs and wants often drive our financial goals but this can be tricky as our needs and wants change over the course of our lifetime. Someone who is unemployed has an immediate financial goal of making money. Yet someone whose family, marriage, or relationship is falling apart due to work-related issues may find their financial goals secondary to their need for work-life balance. Regardless of the reason for career change, our unique fiancial goals should be given careful consideration.
For some, financial freedom may a catalyst for career change. We may seek financial freedom as a way to achieve our life purpose. We are positioning ourself for change. For others, career change isn't about the money at all. For these folks, financial goals are low on the list of priorities compared to priorities relating to life purpose, work-life balance, and job satisfaction.
One day my good friend shared with me that her secret desire for employment is to assign names to new colors of crayons. Even though this is probably not a real employment option, she was expressing a desire to use her creative imagination regardless of the income it would generate. Secret desires like this one cut to the very core of who we are as unique individuals. Often it is our secret desires that hold clear truths about our strengths and talents.
Job Satisfaction - Desire To Make A DifferenceDo you want to do something meaningful with your skills and abilities? There are lots of ways to make a difference in our world but to do so you have to find the job openings.Take a look at the job openings on some of the following websites of interest to you. Determine if your skillset is sufficient to bridge to the employers needs or if you need to boost your marketability by additional training and education.
Society for Conservation Biology
One organization that is a particular favorite of mine is the Association of Zoos and Aquariums. This organization is highly respected and the members are held rigorous standards of excellence in the care of captive living creatures. Jobs posted are interesting and often specialized but your skills may be just what they need. Association of Zoos and Aquariums
Maybe you want to make a difference but you want to work where it's sunny and warm. Or maybe you prefer to telecommute (meaning that you work from your computer).
There are several job boards for Florida but this is one of my favorites.
If you want to spend more time on the golf course and don't need to make a lot of money (but still want to make a difference) there are non-profit telecommuting and part-time jobs available.
Check out the job listings on this site: Nonprofit & Philanthropy Telecommuting & Part-Time Jobs
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It is important to know when we need to change directions which may include career change. If we are not satisfied with our job or our job does not fultil our life purpose, we should develop a plan for change. Job satisfaction is an individual decision; it is often determined by our personal tolerance of workplace dysfunction.
