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mother concerning one of the new sewing tools we were launching. She
blamed me for creating something that wasn't good for the end-user or
the business, and said that I had to live with myself hurting a business she
had put so much time and effort into creating. She, in essence, threw a
temper tantrum. It turns out she is extremely jealous of her daughter and
her accomplishments. Because she could see how successful the new pro-
ducts would be, all that jealousy surfaced and I was in the firing line.
Often the success of a business leads to jealousies and pettiness that
I'm never aware of until it surfaces. We somehow have the illusion that
families who work together support each other but, quite often, that's
not the case. I find that people often torpedo my best efforts even when
it leads to successful business ventures because I haven't understood that,
all along, they often have deep resentment toward me because their fail-
ure becomes my success. That's one of the biggest stressors in my work.
I still replay in my mind the mother accusing me of ruining the business
and now I have second thoughts about new situations and wonder
whether there is something going on that I'm not aware of that will end
up in a stressful and hurtful confrontation or, an attempt to undermine
everything I've done to help the business.
When job stress becomes increasingly difficult to control, it often leads to
job dissatisfaction. The most commonly used definition of job satisfaction
is given by Locke (1975) who defined it as “ ... a pleasurable or positive
emotional state resulting from the appraisal of one's job or job experi-
ences” (p. 1304). This definition implies that not only do we evaluate sat-
isfaction as an emotional state but that we think about those aspects of
the job that make us satisfied and dissatisfied.
Morale refers to how a worker appraises the work experience in the
future. It's possible for a worker to have good job satisfaction with a cur-
rent position but to have their morale affected because of future percep-
tions of the job. A worker may feel that they've learned as much as they
can about a job and that to continue doing it will result in boredom or to
feel that future salary increases or promotional opportunities are limited.
Early studies of job satisfaction and productivity resulted in very lim-
ited evidence to support a relationship between the two. Iaffaldano &
Muchinsky (1985) concluded that the relationship was at best trivial, illu-
sory, and nothing more than a management fad. However, more recent
research has found these conclusions to be incorrect.
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