Sublime

Herzberg notes the common assumption that job satisfaction is one big continuous spectrum—starting with very happy on one end and reaching all the way down to absolutely miserable on the other—is not actually the way the mind works. Instead, satisfaction and dissatisfaction are separate, independent measures. This means, for example, that it’s

In practice, I prefer Clayton Alderfer’s version of Maslow’s hierarchy, which he called “ERG theory”: people seek existence, relatedness, and growth, in that order.

On the company’s intranet is a file where colleagues can “rate” every role they currently fill, using a scale of -3 to +3: If they find the role energizing (+) or draining (-) If they find their talents aligned (+) or not (-) with this role If they find their current skills and knowledge conducive to (+) or limiting in (-) this role

Level 1: Baseline needs are met, including food and shelter. Level 2: All baseline needs are exceeded, and modest pleasures become accessible. This includes meals at restaurants, simple vacations, and spending on education. Level 3: Baseline needs are no longer top of mind, and the focus is on saving, investing, and compounding wealth. More

To decide what to focus on, start with your vision, then rate yourself in the seven areas of life balance (i.e., spiritual, spouse/partner, family, community, physical, personal, and business). I like to use a scale from 1 to 10 to rate my level of satisfaction. A score of 10 is the best that I can be in an area—in other words 10 is “great,” by my

Create a survey that consists of desired outcome statements as the main items. Pair each statement with two scales: one for importance and one for satisfaction. Figure 4.2 illustrates the basic arrangement for each questionnaire item based on the example job, file taxes.