Sense of Belonging

By: Eileen Rachman & Sylvina Savitri

In a meeting at the client company, there was tension of losses that can not be inevitable. Sue customers, while companies have to spend a lot of money when his pass. We feel no responsibility in the hands of one hundred percent personal or division, everyone was silent, did not take the initiative to take risks. No one tried to take control of what is essentially a mutual accountability.

At times like this, then felt that often there is the burden of responsibility for a larger and broader in front of the eye. We have a choice: Will it be silent when the company threatened? Does the company during the crisis, we just want to be a component or stand in front? Are the men of corruption, there appears superiors and recognized it as her fault less supervision? Is the event of the collapse of the bridge, there are officials who do not just make excuses and explanations, but imply guilt? Strength chose to enlarge the burden of responsibility and accountability to expand this coverage is often mentioned as the 'sense of belonging' or 'sense of belonging'.

Testing the sense of belonging

'The sense of belonging' can be felt and tested in many situations. Through campaigns and groups who have common sense and thinking for example, we see a gang of people supported the action: "I'm proud to be one of Indonesia". In the company, to increase efficiency and productivity, lots of loud parties in meetings and brainstorming about solutions, innovations, policy and ways for teams and companies to remain competitive. This is the expression of a sense of belonging. However, the sense of having a more distant, it is tested if the errors, losses, big risk also "owned" in a concrete individual, in the form of action.

Slogans need to be tested with the reality of how we direct sleeves to help victims of disasters without much analysis and comment. In the company's financial situation is tight, what our reaction time and facilities trimmed salary cut? We need to make sacrifices, such as budgetary units cut, trimmed facilities, sometimes out the statement: 'Why did I?'. Individuals who have good ownership, it would have spontaneously said: 'If not me, who else? "This is where the greatness of soul, courage will be reflected in the automated accountability, without thinking.

Should Blame Weather?

A company that is promoting the leadership program, complained logjam employee development programs. We discussed the root of the problem, many employees say that the leadership of a dominant firm, intelligent, observant but not much protecting the one who caused the bad situation. Flood of complaints and even a bit cynical comment-less directed to the leadership of the company, eventually an adverse impact on their own individual development. By focusing on the bad situation, the control center within the individual delayed. Individuals quickly feel helpless. As a result, the motor that moves away to feel the 'sense of urgency' and the ambition to become better, paralyzed.

We do not blame the weather, reading the 'wind' and kissed the atmosphere, but the driving force within us as individuals we need to turn on us even optimize to avoid wear. Find a scapegoat in a work situation or in a conjugal relationship, just close our chances to develop themselves in the long run.

Confessing One, rather than admit defeat

When Alan Greenspan urged the U.S. Congress and directly asked: "Are you guilty?" Of the global crisis, he replied: "Yes, some of it". We'll see how pamornya that for years admired the world because their thoughts are bright, vanished because the answer is as if trying not to allocate fault wider than kongkritnya action. Let's say a big name like that can take responsibility and assume that the crisis is largely his fault, precisely the world will have more sympathy and respect. Recognition of personal fault or negligence, not a sudden drop fame, could even be an act of chivalry that can build credibility, trust and can carry a team to take corrective action themselves together. Sense of belonging not only felt if the institution or the State are safe, but just when someone chooses to go forward and say: "It was my fault".

Plead guilty, sometimes heavy as if conceding defeat. However, plead guilty badang pairs, in fact very closely connected with the 'sense of belonging' which is often touted people. We'll see how many leaders or former leaders vying to claim the success that he made in his time, but the responsibilities throwing each other when raised about the policy mistakes or decisions that he made.

If someone can admit mistakes, he will automatically put more effort into taking action on issues that are in 'scope', more freely allocate repair and replace the direction for further success. Of course the apology is not to be expected without appreciation, without sincerity, or even as a means to avoid the opening of a deeper fault. An apology, especially those out of a leader is the practice of evidence or reasoning. Opened with a statement of recognition of their responsibilities, a leader actually easier to manage the risk, open-minded people around, opening a deeper discussion, open and honest for the sake of "corrective actions".

Translated from: http://jobs.experd.com/articles/page/157/

Other Articles :

1. Saying NO to Your Boss
2. Is it Time to Quit?
3. 5 Ways to Get Better Compensation
4. 7 Worst Career Mistakes You Can Make
5. Remembering Names and What to Do When You Forget

10 Careers to Avoid Boredom

By Rachel Zupek

No matter where you are, boredom is one of the worst things ever. But, arguably, the worst place you can be bored is at work.

Boredom at work is the result of several things. Maybe your company is scaling back on hiring and, maybe, your responsibilities. Maybe you're an entry-level worker and your boss doesn't trust you enough yet to give you actual work. Or maybe your job is just tedious and you're totally uninterested in your tasks.

Whatever the reason, it's time to make a change. When you spend 40-plus hours doing mind-numbing work, you're bound to be miserable.

If you're looking for work that is anything but dull, check out these 10 careers that are sure to keep you on your toes.

1. Airline attendant
It's hard to be bored when you're a jet-setter, don't you think? Flight attendants are constantly on the move, working around the clock, year round and on nights, weekends and holidays, traveling to various places. During their working hours, they ensure that passengers follow safety and security regulations, while doing their best to guarantee travelers a comfortable flight. It seems that the only down time they have is during takeoff, landing and on their days off -- when a little boredom might be welcome.
Salary: $63,913/year

2. Buyer
Anyone who specializes in retail therapy can tell you, shopping is not boring. In all seriousness, buyers essentially shop for living, picking out what clothes are in demand, in style, determining what will sell and figuring out the amount of product their establishments should have in stock. To be successful, buyers must be on the pulse of fashion, keeping up with latest trends, competitor pricing, sales levels and consumer buying patterns.
Salary: $58,407/year

3. Event planner
Some call it stressful, others call it energizing, but no one calls it boring. Event planners are always on the go, dealing with several people, operations and vendors at the same time. They work under strict deadlines, travel to event sites, attend endless meetings and work long days and weekends. Event planners are usually arranging more than one event at time, which means they do all of these things times two (or three, maybe four).
Salary: $76,374/year

4. Food and beverage server
I was a server for a few years in college and while I admit that there were some slow days at work, for the most part, I was constantly busy. The key to not being bored as a server is finding a popular bar or restaurant, engaging with customers and working on days when you know you'll be busy, like weekends, game days or holidays. Running food and drinks from table to table, closing out tabs, dealing with complaints, cleaning up after patrons -- it never ends.
Salary: $19,013/year

5. Futurist
Although this career is uncommon, it's perfect for anyone who likes variety, research and curiosity. What do they do exactly? Futurists examine the present for clues to changes that the future may bring. Usually, they work as consultants to companies to help them foresee possible business changes and adjust accordingly. They are constantly researching reports, statistics, trends and other predictors to help them forecast different paths the future could take.
Salary: $98,603/year (consultant)

6. Nonprofit fundraiser
Fundraisers for nonprofit organizations have the daunting task of finding money and gifts to keep an association thriving. After all, just because nonprofits don't make money doesn't mean they don't have expenses. Fundraisers look for capital contributions and endowments, and plan events to help garner donations for a cause. Raising money is the difference between the organization' s ability to start new projects and continue existing ones, so it's essential they are on top of things.
Salary: $68,145/year

7. Journalist
As a general rule, reporters and broadcasters eat, breathe and sleep the news -- and as any journalist will tell you, the news never sleeps. Whether they're following a lead, reporting breaking news or are operating under a tight deadline, journalists must be ready for anything at a moment's notice.
Salary: $48,206/year (reporter); $40,510 (news broadcaster)

8. Casino worker
Most casinos are open 24 hours, seven days a week, which means there is always work to be done. Whether you're a gaming dealer, slot key personnel, a security guard or a manager, you are constantly dealing with someone or something, which leaves minimal down time.
Salary: Various

9. Registered nurse
Health-care positions in general are always go, go, go; but nurses might take the cake. Often caring for several patients at the same time, RNs are frequently running from room to room, administering medications, answering call buttons, talking to families, making patients comfortable, updating charts and attending to the various needs of doctors, patients and families.
Salary: $66,427/year

10. Public relations manager
Public relations managers specialize in protecting and promoting their client's image or brand. Anything that is written, broadcasted or published about an organization must go through the PR team, as do any scheduled appearances or interviews. They are responsible for making sure their client's name stays reputable; putting out fires (so to speak); issuing statements when necessary; drafting press releases; pitching their client to media outlets and so much more.
Salary: $89,683/year

Make a Bad Job Good for You: Four Tips

By Kate Lorenz

If you're like most professionals, you had to go through some trial and error to get to a job that was right for you. Most of us have had at least one really rotten job in our careers and many may still be complaining about a current bad situation. But successful professionals learn how to turn lousy situations into opportunities. The following tips can help you make lemonade out of the career "lemons" you have been handed.

1. Think outside your cubicle.

Mark Mehler is one of the founders of CareerXroads, a recruiting technology and consulting firm. Mehler says that often a person with a bad job is unhappy with the position and not necessarily the company. If your work problems stem from personality conflicts or issues isolated to your position, don't throw the baby out with the bath water. Mehler suggests investigating other options within your company. "Find your niche rather than just giving up," he says. He suggests using your time at the company to network with executives, find a mentor and learn about other departments with the intent that you can transfer into a better position.

2. Take what you need.

Every job, no matter what it is, gives you something very important: experience. Don't write off the job as a situation that has nothing to offer. "Use it as a stepping stone, even if it is a bad job," Mehler says. The trick is to look at this experience in the right way. "You need to look at what skills you are learning or what's around you to enrich your job," he says. For example, you may just be answering phones and running errands all day, but this means that you are gaining valuable communication and organizational skills. You'll be able to beef up your résumé and be more valuable to a potential employer.

3. Take note of what you do not like.

One of the best things you can know when you are searching for a job is what you do not want. Yes, you might be working for the boss from hell, but the struggle will teach you what to stay away from the next time. If you're employed by a company with questionable practices, you will learn how to better choose an employer. Or, you also might learn what job descriptions to avoid. You may want to run screaming from your nightmare, but don't do it without knowing what makes the job so bad.

4. Take advantage of opportunities only available in the workplace.

Many companies offer training classes, seminars and other professional development opportunities to employees. Take advantage of these career boosters. Mehler says you should try to learn additional skills to enhance the job you're in and the job you hope to get. Sign up for company-sponsored training sessions and courses and ask for more responsibility to learn new skills. "Try to expand on the things you want to do and like to do," Mehler says. The key is to not sit around waiting for opportunities to find you. "Go get what you want," he says.

The bottom line is that every situation is what you make of it, Mehler asserts. You can choose to go to work every day and wait for a better opportunity, or you can proactively learn from the experience.

When to Disobey the Boss

By Eve Tahmincioglu

Recently, the manager of an Abercrombie & Fitch store in Virginia Beach decided to keep, what some deemed, risqué photos of models hung up on his store walls even though local police told him to take the pictures down.

Why didn’t he listen to the cops? Because the manager’s corporate bosses asked him to display the photos.

The manager ended up with a citation by the local authorities and faced possible jail time and a fine.

While the charges were eventually dropped, this event serves as a great lesson for all employees out there. You don’t have to do everything your boss tells you to, especially if it runs afoul of the law.

Clearly, breaking the law can get you in real trouble, but blindly following orders and engaging in illegal or unethical activities on the job can wreak havoc on your career and possibly hurt other people.

Take Barbara, a Denver-based senior underwriter for a major mortgage company.

Over a two year period, she was asked by her manager to sign off on home loans for individuals that she knew were not worthy of loans because of their questionable credit and employment backgrounds.

“I determined that the information these people provided wasn’t accurate, or questionable but my manager would say, ‘let it go,’” says Barbara, who declined to use her full name.

After months of doing what she felt in her gut wasn’t right, she became depressed as she began to hear about people who were losing their homes because of loan defaults.

So, this past fall, she decided to take a stand and wrote a letter to the company’s human resource department even though she thought she was jeopardizing her job. "I couldn't take it anymore," she explained, still a hint of agony in her voice.

The real estate industry, says Ralph R. Roberts, author of “Protect Yourself from Real Estate and Mortgage Fraud,” is rife with these types of scenarios that began with the housing boom and have only gotten worse as management at many of these firms become desperate to get business in a housing slump.

But it’s not just real estate.

Workers in a host of sectors are feeling pressure to compromise their ethics standards, or break the law, according to Patricia Harned, president of the Ethics Resource Center, an independent research organization. Among the top industries where this is seen are entertainment, hotel and food services, transportation, retail, and healthcare, just to name a few.

“There is no question that supervisors and management have a tremendous amount of influence on employees’ decisions on how they handle tough situations,” Harned says.

Overall, about 10 percent of employees report they feel pressured to compromise their standards in order to do their jobs, and of those 69 percent say the pressure is coming for their immediate supervisor, Harned notes.

“We have certainly seen this situation getting worse as far as the number of instances where employees are seeing misconduct happening around them and feeling pressure to compromise standards themselves. It is on the rise and very worrisome,” she explains.

Difficult economic times, she adds, are contributing to the increase. “There is a lot of pressure to increase profits, keep the company going. Workers want to bring value to the company and do well in their jobs.”

Typically, in a large organization, when serious wrongdoing occurs, at least ten to 15 people are probably involved or know what’s going on, says Richard Cellini of Integrity Interactive, a company that provides businesses with ethics policy tools.

“Someone sets it in motion, usually someone with authority, but they don’t do the work themselves. They pass it on. The people who do it are usually the staff. They do what they’re told,” he explains.

In most cases, he adds, workers are doing bad things for what they deem are good reasons – to help the company, help the team, etc. “And in the overwhelming majority of cases, they are either responding directly to a request from a boss, or what they think their boss wants them to do,” he says.

But workers who engage in illegal activity are going to have a weak leg to stand on when law enforcement comes a knocking. “My boss made me do it,” is a defense that doesn’t tend to hold up in court, legal experts say.

“It’s like the Nuremberg defense,” says Nancy Cornish, an employment lawyer with Denver-based Kissinger & Fellman, referring to the “only following orders” legal defense used by some of the Nazi officers who were tried by the Allies in Nuremberg, Germany, after World War II.

The question is, she explains, if you’re acting within the scope of your job duties but you do something illegal, who is liable, you or your employer? Unfortunately, in many cases, the employee can be liable, she says.

“When a bouncer assaults a patron on instructions from the club owner the prosecutor is going to tell the bouncer, ‘I don’t care,’’ she points out. “If a pizza delivery guy goes down a residential street at 80 miles an hour should he get a ticket,” she asks, even though his boss tells him to speed in order to expedite deliveries? “Yes,” she notes.

In one case, Cornish’s client, a trucking company, sent a delivery man to a neighborhood early in the morning to make a drop off, but the community restricted morning deliveries. The truck driver ended up with a ticket.

While the trucking firm took care of the situation for its employee, she says, the driver in this case would have ended up holding the bag if his employer hadn’t stepped in.

If you refuse to do something illegal, and you’re fired or demoted because you report it to HR or law enforcement, you’ll likely be protected under whistle blower laws. But claiming after the fact, when the authorities start rounding up the parties involved, that you were told to do it but didn’t want to probably won’t hold up in court.

“An employee can’t disagree in silence with the practice,” says Jon Meer, chair of the Employment and Labor Group for DLA Piper US in Los Angeles.

Bottom line, says Barbara Repa, author of “Your Rights in the Workplace”, “no one gets to break the law, and you don’t get to hide behind the skirts of employers.”

When you’re being asked to do something that just doesn’t feel right, Repa suggests you talk to your supervisor about it. If, however, you believe your job could be at risk by talking to your boss, go above his or her head and find someone you trust who has integrity, or go to your human resources department.

You can also go to local authorities, and under whistleblower laws have your identity remain anonymous.

Depending on what the illegal activity is, there are a variety of government agencies you can go to, Repa says. If it involves a work safety issue you should contact OSHA. If it’s an issue of discrimination you can contact the EEOC. If it’s something that could put someone in harm’s way, or involves fraud, local police, or the FBI or the SEC might be the best avenue.

Barbara, the underwriter from Colorado, went to her HR department and the company launched an investigation. The manager that asked her to sign off on bad loans was subsequently fired, and new policies were implemented to prevent similar situations.

Looking back, she says, she would have reported the problem earlier.

“We are so overwhelmed trying to meet our own financial requirements for our kids and our families, that we tend to go along with employers,” she says. “You have a right to say ‘no’. I should have pushed back right away.”

Tips on Improving Career

by La Rose from book Top Secretary

1. Personal Learning; To Improve ability. Often, low self-esteem emerged, partly because we feel inadequate or there is something missing. This is reflected in the sentence that we say or sentence in our minds, not words that can hurt the stone us. Here sentence I have ever read. However, we need to look at sentences that we speak our minds. Let us follow the sentences below. Oops something I do not call me an executive assistant, I'm just a secretary. Actually your calling as an executive assistant they give you an opportunity to increase career. You doubt it could be because of lack of confidence. For that, what you should do is to evaluate which parts you need to improve. Do not ever sell yourself alone.

The sentence has the energy. Something that constantly say will become a reality. Be the person who likes to learn, then the sentences that you say will also change. At least, not lower yourself.

Changes take place very quickly. We can not reap the success only by relying on the knowledge we have today. Therefore, university life is always in learning, who stopped him to resign.

2. Courage To Change, Do Reformation. I've filed a request to my boss to be placed in other departments as increased career. However, I hesitate because of my current job no less. My materially spoiled my family boss. I get a lot of convenience. However, I am frankly fed up with work that is routine. Meanwhile, I actually can do things better to give more opportunities to become manager, but I was a bit doubtful I will succeed?. Are you going to succeed or not, go back to your own. Indeed, easiness does not always give satisfaction. So, you have to choose. You must have the courage to change. It is a challenge because of changes characterized by uncertainty. Therefore, often a person chooses to be a coward better than change.

3. Sincerity I really wanted to go. For ten years I worked odd jobs so I do not know if I or the secretary general. My boss is very dependent on me, what it needs, up to the doctors who take care of me. His family is also very dependent on me. Indeed there is virtually no material needs unmet. However, I am frankly very tired. Instead I began to see that more enslaved. Just imagine, my boss's wife behaves as if he was also my boss and lately my health is very disturbed.

Quite a lot of talented people to become Head of Section, Managers, and other important positions. Still, the secretary for more routine work.

Phone notes, make an appointment for your boss, taking care of incoming and outgoing mail, handle the needs of employers to the level of the family shopping for the boss because they so hard-working and willing to do anything. Hence, they become very necessary.

4. Responsible For Environmental Self makes me down. Imagine how my friends would go if that discussed only the shopping; picnic; boyfriends, or men who can be a foster father, in the sense of the word, can consistently provide financial assistance as well as a date. While I really wanted to do something else. I want to work in other parts, but I do not know how to begin. My friends are satisfied with their situation, even laughed at me when I casually say about the desire to do something else.

We can not let the journey of life is determined by the environment. Environment will not change if we do not change. We must take responsibility for what happens to ourselves. When with friends, start talking about the topic you are also interested and not just the topics they are interested.

Who knows, they also actually have an interest as you to do something different. It's just that they do not entirely understand. If they do not change then you have to change. Find new friends and new environment. Because it should not, we are so sunk with the group that only makes us feel depressed. So, do not get used to looking for a scapegoat.

In a sense, blame others or circumstances for our slump. The story of this black sheep came from Greece. In the past, if there is plague found black goats. Animals are innocent pray with a variety of spells and then sacrificed / slaughtered. There also are isolated in the woods. With the black sheep, we are not looking for origins of disease / epidemic, we are not responsible anymore.

Because if you want to be responsible means to do something. In fact required to work hard. Meanwhile, not enough people are lazy. Not to mention doing something, was tired and desperate.

5. Think Positive, Stay away from Bad Prejudice. I ask for help if he was Head of Human Resources can put me on the more the challenge, rather than just receive and answer phones, greet guests, and typing. I thought she was a woman who had experienced. He was far above me and would like to help me. Apparently, not as I expected. The answer is really painful. He said, skills are what you are doing now. This is the most suitable job for you. If you want to move to the desired place, you need to learn more.

Translated from : http://zulidamel.wordpress.com/2008/03/15/kiat-kiat-meningkatkan-karier/#comment-1781

Optimism: The Hidden Asset

By Bruna Martinuzzi

Among the topics that young people study before they enter the workforce is calculus, the mathematics of change and motion. While training in calculus is undoubtedly valuable, I believe that training in optimism is also important. Just as it is good discipline to solve problems like the velocity of a car at a certain moment in time, it is also crucial to figure out what drives people to give us the very best that they have to offer. Ironically, Leibniz, one of the inventors of calculus, is also known for his philosophy of optimism. He was considered to be an inveterate optimist, asserting that we live "in the best of all possible worlds". Optimism is an emotional competence that can help boost productivity, enhance employee morale, overcome conflict and have a positive impact on the bottom line.

In writing about optimism, you face the danger of being seen as advocating a "Pollyanna" or quixotic approach. The truth is, however, optimism has been proven to be a powerful tool that will pay dividends for your personal life and give you a competitive advantage professionally in your career. There is a lot to be gained, indeed, in cultivating an optimistic outlook.

Take leadership, for example. Nowhere is optimism more important than in leading organizations. Highly effective leaders have a transforming effect on their constituents: they have the gift of being able to convince others that they have the ability to achieve levels of performance beyond those they thought possible. They are able to paint an optimistic and attainable view of the future for their followers: They move others from being stuck with "how things are done around here" and help them see "how things could be done better". In The Leadership Advantage, an essay from the Drucker Foundation's Leader to Leader Guide, Warren Bennis tells us that optimism is one of the key things people need from their leaders in order to achieve positive results. Every "exemplary leader that I have met," writes Bennis, "has what seems to be an unwarranted degree of optimism - and that helps generate the energy and commitment necessary to achieve results."

Consider, as well, the reverse: the effect that pessimistic individuals can have on an organization's creativity and innovation. To be innovative, you need to be open to new ideas, wide open to seeing possibilities, willing to take risks and encourage others to take risks - willing to challenge the process in order to create new solutions or products or improve processes. In short, you need to have a sense of adventure and an expectation of success. Those who have a pessimistic outlook typically approach changes to the status quo with the familiar: "We tried this before", "It won't work", or "It will never fly". Such individuals often label themselves as "devil's advocate". How can someone who has a pessimistic outlook embrace change over the safety of the known?

There are other areas which are impacted positively by optimism. Take sales, for example: A study shows that new sales personnel at Metropolitan Life who scored high on a test on optimism sold 37 percent more life insurance in their first two years than pessimists (Seligman, 1990). In another study involving debt collectors in a large collection agency, the most successful collectors had significantly higher scores in the area of self-actualization, independence and optimism. (Bachman et al, 2000, cited by Cary Cherniss.)

Perhaps more significant are the countless studies that have shown that people with an optimistic outlook have healthier relationships, enjoy better mental and physical health and live longer. In The Wisdom of the Ego, Dr George E Vaillant, Professor of Psychiatry at Harvard Medical School, writes about individuals who have "both the capacity to be bent without breaking and the capacity, once bent, to spring back". Vaillant mentions that, in addition to external sources of resilience (such as good health or social supports), these individuals have important internal sources which include a healthy self-esteem and optimism.

These coping mechanisms are fully explored in Dr Valliant's subsequent book: Aging Well: Surprising Guideposts to a Happier Life, a truly fascinating study that will be particularly interesting to fellow boomers. This is a compendium of three studies involving over 800 individuals, men and women, rich and poor, who were followed for more than 50 years, from adolescence to old age. In it, we discover that one of the most powerful predictors of successful aging is habitually using mature coping mechanisms or defenses, what Vaillant calls the ability to "make lemonade out of life's lemons." Vaillant's study discovered five of these coping mechanisms: Altruism (doing for others what they need, not what we want to do for them); Sublimation (diverting energy to more constructive pursuits such as creativity, art, sports); Suppression (postponement of stressors, not repression); Humor and anticipation. Anticipation is realistic, hopeful planning for the future. This means not operating in a pessimistic crisis mode but preparing and adapting for whatever life brings.

So how do you recognize an optimist? Alan Loy McGinnis, author of The Power of Optimism, studied the biographies of over 1000 famous people, and isolated 12 characteristics of the optimistic personality. Among these is: "Optimists look for partial solutions", that is, freed from the tyranny of perfectionism and from paralysis by analysis, they are open to taking small steps towards achieving success. Another characteristic of those who have an optimistic nature is: "Optimists use their imagination to rehearse success", in other words, they play positive mental videos of preferred outcomes, much like sports figures do. Michael Jordan, for example, once stated that he never plays a game that he hasn't first visualized. Another trait is that "Optimists think that they have great capacity for stretching" - they believe that their personal best is yet to come.

Dr Martin E Seligman, the modern scholar most often associated with studying the traits of optimists, and former president of the American Psychological Association and Professor of Psychology at the University of Pennsylvania, has devoted decades to studying optimistic people and reports three traits that they have in common: They view adversity in their lives as temporary, specific and external, that is, not entirely their fault, as opposed to pessimists who view adversity as unchangeable, pervasive, and more personal. In the face of setbacks, challenges or difficult jobs, pessimist are more likely to do worse than predicted and even give up, while optimists will persevere. Optimism, therefore, is also an important component of achievement, and is especially important in times of chaos, change and turbulence. Those who have an optimistic outlook will roll with the punches, will be more proactive and persistent and will not abandon hope.

So, where does optimism come from? Is it something we are born with or is it learned? For some lucky individuals, being optimistic comes naturally. The good news is that, for those who don't have it naturally, optimism is an attitude that can be learned and practiced. Here are some strategies you can consider in your journey to becoming more optimistic or in helping someone else who suffers from pessimism:

1. Avoid negative environments. If this is not realistic, make every effort to seek the company of positive individuals in your organization. Sometimes this may mean fraternizing with peers in other departments. Stay away from the professional complainer.

2. Celebrate your strengths. The key to high achievement and happiness is to play out your strengths, not correct your weaknesses. Focus on what you do well. (If you are not sure what your signature strengths are, consider reading Now Discover Your Strengths which includes a web-based questionnaire that helps you discover your own top-five inborn talents.)

3. Take care of your spiritual and emotional well being by reading inspirational material on a daily basis. This may be different for each person. Some may be inspired by daily quotations, others by reading biographies of successful people in their field and yet others may derive inspiration from reading about all the innovations that we are graced with. A useful website for this is the World Future Society, which keeps up with new inventions.

4. Manage or ignore what you cannot change. When faced with setbacks, identify what you can change and proactively try to find ways to do something about it. We have often heard this advice - it bears repeating. Be inspired by Benjamin Franklin's words: "While we may not be able to control all that happens to us, we can control what happens inside us."

5. Learn to reframe. This involved deliberately shifting perspective and looking for the hidden positive in a negative situation: the proverbial silver lining. Look for the gift in the adversity.

If you are serious about developing greater optimism, there is no better book than Learned Optimism: How to Change Your Mind and Your Life by Dr Martin E Seligman. Learn Dr Seligman's ABCDE model for disputing pessimistic thoughts. This is a very useful and powerful tool to help you change the way you explain events that trouble you from pessimistic to optimistic.

6. Adapt your language and outlook. Consider how a simple shift in the language you use can make a difference in your outlook: Do you frequently say: "yes, but...." in response to your constituents' suggestions? The "but" automatically negates anything you have said in the beginning part of the sentence. A simple shift to "yes, and..." might make a positive difference. Check the emails you have sent recently. Count the proportion of negative to positive words. It could be enlightening.

Become aware of your stance in business meetings. Are you known as the "devil's advocate", the one who is quick to shoot down others' ideas? Jumping in too quickly to negate an idea can derail the creative process. Often valuable ideas are the result of an initial "crazy" thought. At meetings, even when we don't have the floor, we are under a magnifying glass. Practice being more upbeat, practice speaking last, and see what happens.

7. Focus outside yourself, on important people in your life, on pursuits and projects that fire you up. Bertrand Russell once said that the quickest way to make ourselves miserable is to continually focus on ourselves. It was his love of mathematics that kept him going.

8. Nurture a culture of optimism when you are in charge of other people at work. Expect people to succeed. Even when they occasionally fail to achieve what they set out to do, encourage them so that they can tackle the next challenge. A simple: "I know you'll do better the next time" can have very positive effects.

9. Cultivate spontaneity. Consider putting aside all your plans once in a while to take a walk with your kids, play a game or catch a show. Getting out of your comfort zone by being spontaneous helps to develop your optimistic muscle, as spontaneity essentially involves an expectation of having a pleasurable experience.

10. Consider the health benefits. If you need an extra motivation for practicing optimism, consider the statistics linking optimism to greater health. As Dr Seligman explains, there is evidence to believe that immune systems among optimistic people are stronger than among pessimists.

This paper would not be balanced if we did not address the benefits of pessimism. Pessimists, as Seligman explains, may be more realistic and accurate about dangers and risks. At times, when there is a risk of serious negative consequences, a cautious, risk-avoiding evaluation is appropriate and desirable. But the positive effects of being optimistic - fighting depression, aiding in professional, academic and sports achievement, and boosting mental and physical health - outweigh the benefits of being a career pessimist. The answer then is, as Seligman explains, "flexible optimism", i.e. having the wisdom to assess situations and identify those that require a pessimistic inquisition, and those that call for optimism, for having a "can do" attitude" and taking a chance. Winston Churchill had a reason for saying: "A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty." Practice seeing the opportunity.

Copyright © 2006 Bruna Martinuzzi. All Rights Reserved.

Are You Driving Your Boss Crazy?

Eight Behaviors Bosses Dislike

By Robert Half International

In today's workplace, it goes without saying that it's a good idea to remain on the boss's good side. Your relationship with this person can be a major factor in not only your on-the-job happiness but also your career success. And your boss can be a powerful ally; having a manager who thinks highly of you may improve your job security since you'll have someone who is willing to defend your value to the firm should layoffs occur. So, the last thing you want to do is exhibit behaviors that undermine this relationship.

Unfortunately, your manager may not always tell you if your behavior is driving him or her nuts. Here are eight actions to avoid:

1. Turning down new assignments.
Your supervisor comes to you to say that you'd be the ideal person to mentor a new staff member. She wants to know if you have the time to take on this task. You do, but you're not interested in the responsibility, so you decline the offer. Bad move. It's unwise to build a reputation as someone your boss can't count on. Plus, it's a good rule of thumb to accommodate your boss's wishes, as long as you have room on your plate for the extra work. A pattern of "no's" can convince your manager to stop offering you opportunities, including ones you might be interested in.

2. Being "high-maintenance. "
Do you require constant feedback or positive reinforcement to remain productive? Must you check in with your boss every hour to ensure you're on the right track? This constant need for attention may prevent your manager from attending to important tasks or getting into a good work flow, which is enough to drive even the most patient professional up the wall.

3. Communicating poorly.
You're working on a high-profile project and just left your supervisor a voice-mail message with a quick progress update. He calls back, asking to be e-mailed the information. And, given the importance of the assignment, more detail would be nice. It's critical you understand your boss's communication preferences and adjust your style accordingly to ensure the two of you remain on the same page. In addition to preferred mode of communication, consider how much -- or how little -- information your manager would like.

4. Asking too many questions.
Everyone knows the saying "In one ear and out the other." Don't embody it when interacting with your manager. Repeatedly asking the same question ("Whom should I follow up with again?") is a sure-fire way to annoy your supervisor. To avoid this situation, always listen carefully when your boss is speaking and try to seek clarification on new projects from the get-go. If you must follow up, be sure to approach your manager with a specific list of questions and take notes so you don't need to bother him or her again.

5. Failing to follow through.
You're rushing to finish a presentation for your boss. After reviewing it, he notes a few typographical errors that you should have caught. To build your manager's confidence, you must think ahead and pay attention to details. As you tackle a project, think about the types of concerns your boss is likely to have, questions he or she may ask, and stumbling blocks that could get in your way. For example, if you're in charge of organizing an important meeting, have you tested the necessary technical equipment ahead of time? Prepared and proofread any handouts? Made arrangements to arrive early so you can set up? Even when things are hectic, keeping a keen eye on every detail is necessary to impress your supervisor.

6. Refusing to admit your mistakes.
Creating an excuse to justify poor performance is dishonest and unprofessional. Plus, chances are your ploy won't stand the test of time. If you make a mistake, step up to the plate; then go further by devising a plan for both correcting and avoiding similar incidents in the future. For example, if you included the wrong subject line in a mass e-mail, set it up with a colleague to review any memos with large distribution lists before hitting Send. Employees who accept ownership demonstrate professionalism, maturity and confidence.

7. Waving the red flag after the ship has sunk.
Your manager has asked you to compile a complicated report by the end of the week. Friday afternoon, you realize you can't finish it in time and break the news to your boss. She's furious! If you had just let her know earlier, she would have been able to provide you with extra resources to complete the project by the deadline. The lesson here: Let your supervisor know as soon as you sense a problem growing. With advanced notice, your manager can often work with you to stave off disaster.
8. Fueling the rumor mill.
Above all, supervisors seek employees with a positive outlook, especially given all of the negative news about today's economy. Enthusiasm is contagious, and these individuals are able to influence the attitudes of others. You don't want to be the one at the water cooler who spreads gossip or complains.

How to De Fang a Toxic Boss

By Richard S. Gallagher

How many people out there hate their bosses? And how many have the luxury of simply voting with their feet, and leaving? Everyone faces a toxic boss at some point in their career and must quickly learn how to de-fang.

Toxic bosses are often energy vampires who drain our morale, creativity and productivity. Ironically, they often feel they are doing the right thing in the process. So when you react to them, you get dragged into a tug-of-war that too often leads to a one-way ticket out the door. It's a lose-lose situation for everyone.

At the same time, the right communications skills can provide a great antidote to these toxic bosses. Here's how:

Learn how your boss sees the world. Does your boss go to bed every night dreaming of new ways to be mean and cruel? If he does, it's time to leave, however, the reality is that most toxic bosses simply have a warped view of managing people. What you see as criticism, they see as "holding people accountable. " What you see as politics, they see as "motivating people to perform." And what you think is pointless nastiness is, in their mind, "avoiding a country-club atmosphere where people slack off."

So how do you learn what's behind their snarkiness? Simple: You ask them. Here are some examples of questions you might use:

- "What would the ideal department look like for you?"

- "What kinds of things frustrate you about our team?"

- "What would be the single biggest thing I could do better this year?"

Validate the boss's view of the world. This part feels like sucking on a lemon for most people, but it is the key to changing your boss's toxic behavior. (When was the last time you responded positively to criticism?) Here you are not out to agree with your boss or "kiss up" to her. Your goal is to make it clear you understand her, so that she will then listen to you. Try these on for size:

Tillie Toxic: "I wish people would stop slacking off and get to work around here."

You: "Good point, it is frustrating when people don't perform like you wish they did."

Peter Picky: "You never do this task right."

You: "I don't want you to settle for less than the best. Let's discuss this."

Does it feel funny to say things like these to a boss who acts like Darth Vader? Of course it does. But when you say them, you accomplish something extremely valuable: You create a safe space to start talking about changing the boss's intimidating ways.

Offer an alternative. Here is where you close in for the kill. Offer your boss what he wants, while presenting him with a neutral, factual way to get there -- by treating you better! Here's one example:

"I want to give you everything you want in the future. At the same time, I find it difficult to do that when I am constantly criticized. It makes it harder for me to do my best. Where could we go from here?"

Now you are in productive dialogue, and can start negotiating a win-win solution as adults. Remember that you have to use facts and not feelings here. Telling your boss to "share performance expectations" or "talk to me first before you criticize my work" is OK, but asking him to "stop being a jerk" is provocative, not to mention unclear.

With the right words, you can often achieve what seems impossible: Get your toxic boss to change, using a painless conversation that never puts him or her on the defensive. In the process, you will gain interpersonal and leadership skills that will stick with you for the rest of your life.

For Better or Worse, Until Pink Slip Do Us Part

Consider your relationship and each other’s personality before teaming up

By Eve Tahmincioglu

Divorce can be hell, but it can be even more hellish if the husband and wife work together.

A perfect example of this is the drama publicly unfolding between the estranged couple that ran the Los Angeles Dodgers together, team owner Frank McCourt and his wife and former team CEO Jamie McCourt.

The husband fired the wife last month. She went to court to get her job back but lost her bid to be reinstated Thursday during a hearing in the couple's messy divorce proceedings.


It’s McCourt vs. McCourt, and it’s also a cautionary tale for all couples considering sharing a bed and a workplace.

“You’re taking career, finances and your key relationship and adding additional stress,” says Greg McCann, who teaches family business at Stetson University. “Over half of marriages end in divorce; why would you add this stress to it. Most couples probably shouldn’t do it.”

You don’t have to tell Karey Bohmer, a project manager for US Airways in Phoenix, how difficult it can be.

Bohmer met her husband Daniel, an airplane mechanic, on the job. Although they now work in different departments, they have worked together and for each other for the past 15 years.

“We’ve had supervisors try to pit us against each other, accused us of favoritism, and had lots of ugly rumors spread around about us,” she explained. “We’ve also been divorced and remarried, and a big part of our divorce was because of work.”

While they've learned how to work together, Karey Bohmer says day-to-day issues make it tough on both of them.

“Some days we hate each other. We’re carpooling together, living together,” she says. “When I get home, I want to leave work at work. He wants to talk about work, but there are a lot of people I get along with that he doesn’t get along with.”

There’s also the issue of having too many eggs in one basket. Layoffs have plagued the aviation industry, including at US Airways. “It’s constantly in the back of your mind,” she says. “If layoffs hit, we could both be unemployed.”

Firing your spouse
Andrea Sittig-Rolf, who runs a sales training company called Sittig Inc. in Redmond, Wash., ending up pink-slipping her husband Brian after a year of him working for her. “I decided I’d rather keep him as a husband than as an employee, so I had to fire him,” she says.

She asked her husband to join her team at Sittig after he was laid off from a sales job at Waste Management in 2005. But soon their divergent personalities caused friction.

“Brian is the kind of person that wants a plan in place. I’m the kind of person that leaps and waits for the net to appear,” she says. She started bossing her husband around and became “mean and controlling.”

It was starting to impact the couple’s relationship, so she made the tough decision to let her hubby go. “I said, ‘I can’t do this. I don’t like what it’s doing to our relationship.’ ”

But it’s not all doom and gloom for life partners who also want to be work partners.

Making it work
Max Dobens works for his wife, Jacky Teplitzky, who runs one of Prudential Douglass Elliman’s top real estate businesses in New York City.

Dobens, who had worked in the hotel industry and for a dotcom but ended up getting laid off from both jobs, was asked by his wife to join her real estate team. He accepted after passing the real estate exam in 2001.

He had heard dire warnings about what might happen if he worked with his wife, but he was so sick of corporate politics that he took a chance — and is happy he did.
“I want to be a family, work together and be with my wife,” he says.

He admitted there were drawbacks, such as “a very fuzzy line between what’s personal and what’s business. It’s hard to go out to dinner and not talk about what’s going on in the office.”

And after the bottom dropped out of the New York real estate market last year, he wondered if he made the right decision.

What helps them make it work is that they’re focused on different things while on the job. “I’m off working with my own clients, doing a lot of my own thing,” he says. “If we were both chefs working in the same kitchen, there would have been a stabbing years ago.”

Dividing up responsibilities
Indeed, experts say it’s a good idea to separate responsibilities because one of the major issues husband-and- wife co-workers deal with is the power struggle, especially if one is the boss of another.

Maureen Borzacchiello, owner of Creative Display Solutions Inc. in Garden City, N.Y., discovered that in the first few months after she asked her husband to join her at her company in 2005. “Suddenly I had someone with an opinion that was happy to give me his opinion,” she says. “In the back of my mind I was thinking, ‘This is my company, mister.’ ”

The couple sat down one night and had an honest discussion, dividing up roles and responsibilities instead of trying to do everything together. “We drew a line in the sand,” she says.

They also promised never to fight in front of employees about work matters, and they make sure to give each other space on those days they need it.

Spouses never know if they’re cut out to work together until they actually try it, says Stephanie Losee, co-author of “Office Mate: Your Employee Handbook for Romance on the Job.” But a failed attempt, especially in this economy, can be costly to everyone concerned.

The worst-case scenario is when you thought there was a certain level of compatibility and friendship at the core of your marriage, and “one goes to work for the other with the thinking that you’re extending that relationship, and it backfires.”


Working with your spouse

For those thinking about working with a spouse, Losee offers some questions to consider:

• — Have you ever worked on a project together, at your kid’s school or a home improvement project, for example? How did it go?
• Who’s the boss in your family? Who pays the bills? There is always someone who is the boss. That could determine if one spouse is comfortable taking orders from another.
• Is there some other way to go? Before you make this decision, look at the situation that raised the question of working together. Did it happen because someone’s job went south? That foundation is pretty slippery. If the root of it is something you both wanted, then you’re standing on very solid ground.
  

Remembering Names and What to Do When You Forget

By Judith Bowman, author of "Don't Take the Last Donut: New Rules of Business Etiquette"

Remembering names is a challenge for many; therefore, most of us need to work a bit harder at being more proficient. Most people tend to forget names because, typically, we are thinking about what we are going to say, rather than listening and concentrating.

Try this exercise: As soon as someone makes an introduction, either a self-introduction or paving the way for another, use the person's name immediately and say, "Dr. Doyle. It is a pleasure meeting you, Dr. Doyle." Do this with each person you meet.

Next, look closely at this individual. Make an association, perhaps with another person you may know with the same name. Then, make a visual association; visualize him or her as the person with the white teeth or who wears pearls. Ask him to say or pronounce his name again, particularly if he has a challenging or unusual name. In a business situation, ask for a business card. Look at the card, then back at the individual and make another visual association with the individual and his name. Finally, say the person's name again and use it frequently in conversation, which will also make him feel special.
People like to hear the sound of their own names. Think about it -- when we hear our name, we perk up, right? You are also sending a message to this individual that you care enough to remember his name, which is a positive reflection on you, personally and professionally. The business tie-in is, what else do you take the time for, go to the trouble of, make the effort to learn about (in advance)? Bottom-line: I trust you; I want to do business with you; I want you to represent my firm.

What to do when you forget a name?

Here are seven steps to take when you forget someone's name.

1. Confess
"What's your name again?" would not be appropriate. Try something like, "I am so sorry, I have completely blanked on your name." This said, with sincerity, is appropriate and speaks volumes about you while also demonstrating your genuine interest in knowing who she is and remembering her. As always, it is not what you say, but how you say it.

2. Ask 'What is your full name?'
The person will respond saying his first and last name. At which point you might say, "Yes, I knew it was 'Bill,' but 'Bill Flynn'"; now you have both.

3. Go to a respected third party
Ask, "What is the name of the woman in the blue dress?" You may then approach her, greet her by name and be a hero, suggesting you remembered her name.

4. Ask for a business card or calling card.
Take this opportunity to make yet another visual association.

5. Ask him to spell his name.
Be careful here. He could say, "J-O-N-E-S. In other words, exactly the way it sounds." This can happen from time to time. It's OK. Others understand and appreciate your effort in trying to know their name.

6. Introduce yourself.
Approach the other person and say your name, first and last. In business, we should all be conditioned so that when we hear another person say her name, we respond by saying our name, slowly and clearly, so it can be understood and remembered.

7. The 'setup'
Sending over a trusted friend, colleague or spouse to introduce himself so the individual in question will respond by saying his name is frequently done and is effective. The person who designed this "setup" is then free to confidently approach the person, calling him by name.

Finally, knowing that most of us are challenged remembering names, it is everyone's responsibility to be aware of this situation. Recognize the opportunity to help others when it comes to remembering names and using them for introductions and in conversation, which makes others feel valued and special. Everyone's help and participation in making the name game seamless is not only appropriate, but required in order to be an active participant at any event. It will go a long way in terms of being noticed and appreciated.

Faux pas
Be sure to avoid these common faux pas when remembering someone's name.

1. Assuming the familiar
Calling someone by her first name without being invited can be detrimental. Err on the side of being more conservative and ask, "How do you prefer to be addressed?" It is an expression and a gesture -- always acceptable and appreciated and never wrong.

2. Assuming that 'Suzanne Smith' prefers to be called 'Suzie' or that 'Cristiana Jones' prefers to be called 'Christy.'
Once again, "How do you prefer to be addressed?" helps you to earn the right to advance and learn that Elizabeth Jones prefers to be called "Lizzy" or Dr. Jones.

When your boss forgets to be the boss

By anthony balderrama on Sep 29, 2009

I fully admit that I’m not the reality TV junkie that many of my friends and co-workers are. In fact, I can only think of two non-scripted shows I watch. (Well, “non-scripted” is used loosely here.) Regardless, one of those shows I’ve found myself drawn to is The Rachel Zoe Project. Go ahead, judge me. I’ll wait.

OK, the reason I bring this up is because last night’s episode had a good lesson for workers (and employers, too). Let me summarize what’s going on in this show:

Rachel Zoe is a fashion stylist and she has two assistants. Taylor’s been there since the beginning and Brad has only been with her for a year. Taylor and Brad don’t always get along–naturally, because if they did, the show would be boring. Well, Rachel tells Brad and Taylor that their schedule is open and all three of them will be going to Paris Fashion Week, which is basically the Super Bowl of couture. Then some clients need Rachel’s services during that scheduled trip and she has to leave one of the assistants behind. Who will go to Paris? (Insert dramatic stares and camera cuts here.)

Rachel first sends an e-mail to Taylor and Brad telling them what’s going on and that the two of them should figure it out themselves. She secretly wants Brad to say, “Taylor has seniority. I’ll stay; she can go.” Taylor knows this, too. Brad doesn’t do that. Taylor tells Brad what’s going on. He gets mad at Rachel. She sends an e-mail to Taylor saying that she should decide who goes and who stays because she has seniority. Brad’s reaction is what most viewers were probably thinking: Rachel has the most seniority–she’s the boss. Throughout this entire ordeal all three players mention the fact that Rachel has issues with confrontation. She even says that her least favorite part of being the boss is doing the things that a boss has to do.

Ultimately, Taylor decides Brad should go and that she wants to deal directly with Rachel to discuss the issue. Rachel knows it’s all coming. Everyone agrees that Rachel royally messed up and should’ve made the decision and been unafraid of angering her employees. That’s what happens when you’re the boss.

Now, for me and you, the regular people who don’t have our own shows and who don’t have the luxury of worrying about who gets to go to Paris and who has to stay home and deal with celebrities, there are still some valuable work lessons here. Here are some things to do when your boss relegates a little too much responsibility to you:

* Be nice to your co-workers
If your boss wants you and your co-worker to tackle a problem, try to do it. Bickering back and forth and getting passive aggressive won’t advance the situation. It’ll just escalate tension and eventually you’ll end up running to the boss sounding like a whiny baby because the other person was mean to you.

* Think about office politics (sometimes)
I’m not saying you should get involved in the gritty side of workplace politics, but recognize that seniority, tenure and titles play a role in how (many) companies operate. In some cases, deferring to the senior member of the team shows that you respect their time at the company and that you’re cooperative.

* If you are senior, act senior
Pulling rank can often be annoying and unnecessary, but sometimes the boss looks to the second-in-command to step up and show leadership. Take the opportunity and run with it. Acknowledge that your role might be strange for everyone because you’re not the boss. It will diffuse some of the tension while telling everyone that you are embracing the role and will be the decision-maker.

* Politely confront your boss about the issue
If a boss handled a situation in a way that affected daily operations and relationships, you need to address it. Be respectful and remember that he or she is the boss–so preparing a fiery 20-minute speech isn’t the way to go. But feel free to ask to discuss the situation and then explain that the group needed a little more guidance. Use it as an opportunity to step up by saying, “I felt that I should take control because of my seniority, but I didn’t want to appear as though I was undermining your authority.” Or, if you aren’t one of the highest ranking people on the team, tell the boss that there was some confusion and that, “We wanted to be certain that we were staying on track with your goals, but we didn’t know if plans had changed and we were supposed to listen to [so-and-so] instead.” Word it however you want, but while showing respect and not whining, voice your concern. Sometimes bosses are so busy they don’t even realize there was any misunderstanding in their directions.

The whole situation was kind of bananas, to be honest. But it doesn’t have to be if you act like an adult and talk things out.

Is It Time to Quit?

Reasons you may want to search for greener pastures

By Robert Half International


With the national unemployment rate nearing double digits, most professionals who have jobs are thinking of only one thing: keeping them. But even when the employment market is extremely competitive, there are some situations in which it might make sense for those with jobs to look for new ones. If you cringe every time you pass your supervisor in the hall or dread heading to the office each day, for example, finding greener pastures could make the most sense for the long-term health of your career. Being stuck in the wrong job not only can cause you frustration and make your days feel endless, but it can also stunt your professional growth.

How do you know if it's time to start thinking about moving on? Here are some signs:

1. Your job or company is in trouble. Many companies are still struggling because of the effects of the recession. Some are on life support; others are being forced to lay off staff. If you fear for the stability of either your position or company, the time to act is now. Keep your ear to the ground to get a sense of the health of the firm or potential warning of job cuts. Just be careful you don't hit the panic button prematurely. In times of change, rumors can run rampant; judge the validity of any information you receive, and approach your manager with concerns if you are truly alarmed, before searching for a new position.

2. You and your manager don't see eye to eye. Your boss has a big impact on your professional success. After all, he or she has control over the types of projects you take on and the level of responsibility you're given. So if you find yourself constantly butting heads with your supervisor, you could be in trouble. Before looking for work elsewhere, however, ask yourself how serious the situation is. In some cases, it may be virtually impossible to work with your manager -- if he or she has unreasonable expectations, for instance, or degrades you. But other issues, such as your need for more direction on assignments, can be resolved by expressing your concerns with your manager. Remember, you don't have to be best friends with your boss to be able to work together effectively.

3. Your career is going nowhere. Maybe you've been doing the same work for several years and think you've outgrown your current duties. Or perhaps you've lost passion for what you do. If this is the case, your career is bound to slip into neutral. Start by talking to your boss about taking on assignments that are more diverse or challenging, or about altering your role to better fit your talents. If no alternatives are forthcoming, it may be time to jump ship.

4. You don't feel at home. If competition around the office seems far from friendly, it may not be the best place for you. Employees who take credit for your work or steal your ideas could be sabotaging your career. Another red flag is if mismatches crop up between your personal and professional interests. Perhaps your casual style doesn't jibe with the company's buttoned-down atmosphere. If a discrepancy involves serious matters -- ethics or values, for example -- in particular, you'll likely find it difficult to thrive over the long run.

Before leaving your employer, you might want to consider if there is an opportunity for an internal transfer, especially if you like the firm in general. Speak to colleagues in other departments or a human resources representative to learn about potential opportunities. If nothing turns up, you'll know you did all you could to find satisfaction at your current company, and that could make you feel more confident about your decision if and when you choose to move on.

If you do think it's time to find other employment opportunities, consider what you like and dislike about your current job to determine if a different type of position or industry would better suit your skills and interests. Members of your professional network could provide valuable advice as you contemplate the answer. Chances are they have faced similar dilemmas in the past, and their counsel could help you uncover your true passion.