It’s no secret that a decent percentage of affairs happen at the work place or at a person’s job. After all, most of us spend as much time at our desks or at our jobs than we do at home with our spouse. And, in today’s economy under the pressure to perform well and to get a long with others, people can become very close with and attached to their coworkers. It’s not at all uncommon to hear people describe their coworkers “like family” even though they’re anything but related.

This can become a real problem when your husband has an affair (emotional or physical) with one of those coworkers and then has so much time and status invested in his job (where that same woman works) that he doesn’t want to leave or quit the job once the affair is discovered.

I recently heard from a wife who could not understand why (and was furious that) her husband would not leave his job after he had an affair with a coworker. She said, in part: “I knew something was up with my husband and his colleague when I saw them together at an office party. I confronted him when we got home, he confessed everything, and begged my forgiveness. Part of me does want to save my marriage and move past this. And he’s shown that he’s willing to work with me to rebuild with the exception of one thing. He won’t leave his job. Although he says he understands that I’m uncomfortable with him continuing to work with a woman that he cheated on me with, he insists that leaving his job would devastate us financially and would force him to turn his back on a career that he’s worked his whole life to achieve. I told him that I don’t care about the money and would eat peanut butter and jelly sandwiches for the rest of our lives if it meant getting this woman away from us. I simply can’t stand the thought of him laying his eyes on her every day or eating lunch with her or even interacting with her in a business setting. It just turns my stomach to even think about it. I’ve considered giving him an ultimatum or leaving him until he quits his job, but then I worry that these things are the same as giving up. What are my options because at this point I’m fresh out of ideas.”

Understanding A Husband’s Refusal To Quit His Job After An Affair: Before I go any further, I want to stress that in no way am I defending or even sympathizing with husbands who have affairs. I’ve dealt with an affair in my own marriage, so I would never defend this behavior. However, I also occasionally dialog with men on this topic and I think it’s important that you at least partially understand their thought process.

Wives often believe that their husbands won’t leave his job after the affair because he wants to secretly keep seeing the other woman or can’t bear to be apart from her. I can’t say that this is never the case, because it sometimes is. But, there are many other valid reasons for him to be reluctant to leave his job.

One well known contributing factor to a man having an affair is low self esteem. Often, a man who cheats or has an affair is greatly struggling with this issue. It’s important to understand that a man’s self esteem can be greatly tied into his job or into his professional accomplishments. So, asking him to walk away from the same job that is often tied intimately with his own identity may seem like quite a lot to ask at the time.

Many men will become upset that you don’t trust them enough to allow them to keep their job, but this is only part of the story. Many are embarrassed at their behavior and fear further embarrassment for having to alter their lives and their career paths due to the whims and the wishes of someone else. This can be seen as behavior that is not very masculine (although it really should not matter what anyone else thinks.)

Finally, many men are being honest when they tell you that they are worried about the financial implications of quitting their job. In today’s economy, being unemployed (even if you chose this path yourself) is an extremely scary and risky place to be. It’s not always easy (or even possible) to find a comparable job with a comparable salary. Many men in this situation will tell you that they have already lost so much because of the affair so that they don’t want to lose one important constant in their lives right now. They don’t want to add financial problems on top the considerable problems that they already have.

Finding Some Compromise Until Your Husband Can Quit Or Adjust His Job: Sometimes, when it’s clear that he’s unwilling to leave his job for right now and it’s also clear that this is exactly what you need from him, it’s advisable to look for compromises so that both people feel like they’re at least getting part of their needs met and are being heard, at least until a resolution is reached.

Because it’s important that you know that your husband’s contact with the other woman is stopped completely (or at least drastically cut back,) your husband might ask for a transfer, request a new partner, or adjust his duties. He might encourage you to have lunch with him every day so that you don’t have to worry about them being together outside of work hours. He might call you frequently to check in so that you know that you’re still on his mind. And, the two of you might work together to set a deadline for him to find another job while you both actively pursue resumes to other companies.

It’s important to feel as though you are working together to find a resolution and that, although you may not have the exact resolution that you want at the time that you want it, at least you are willing to meet each other half way so that you both feel validated.

In order to begin to heal from affair, both people have to feel as if their spouse is willing to work with them to give them what they want and need. The wife needed to know that her husband took her feelings and concerns seriously enough to make some adjustments and to take some action, while the husband needed to know that his wife wasn’t determined to see that he lost everything because he had an affair.

Danger has a broad definition. Every person sees danger in a different way, so defining a dangerous job is difficult, and will not be totally accurate.

Dangerous jobs are considered by many people and organizations to be jobs that have high fatality rates. This is a good and simple rule of thumb, and is good as a basic method of defining a dangerous job.

Others may consider a job involving high risk as dangerous, even if it has a low fatality rate – because the risk, and potential of getting injured is high.

However, dangerous jobs are dangerous due to several factors, and a high fatality rate or risky occupation doesn’t cover all of the dangerous and extreme jobs out there.

Some of the factors that can determine if a job is dangerous can be overlooked, and not be taken into consideration.So, we will view several factors that relate to dangerous jobs, in order to establish a more fitting definition.

Dangerous jobs will usually have some or all of these factors:

1. Fatalities: The higher the fatality rate, the more dangerous the job. A good example are fisherman. According to the Bureau of Labor statistics, this job is the most dangerous in America, as it has the highest fatality rate.

2. Risk: Some jobs are very risky, but proper safety measures, strict regulations or highly trained and skilled employees keep the fatality rate low – although the risk is still high. Air craft carrier operations personnel are a good example, as they operate in probably the most dangerous work environment on earth, but suffer low fatality rates due to the high amount of training each sailor receives, and strict safety regulations.

3. Safety: Some jobs are dangerous because they lack proper safety procedures. Proper safety procedures, and implementation of these procedures and practices could lower the fatality and injury rate.

4. Medical assistance is far away: Close medical assistance can determine life or death. Some work environments are far from any medical assistance, and injuries can turn into fatalities simply because help is to far away.

5. Extreme conditions: Extreme weather, machinery, environment or even an extreme responsibility can turn any normal job into a dangerous undertaking. Air traffic controllers a responsible fro thousands of lives a day, and skyscraper window cleaners clean windows – but dozens or hundreds of meters in the air.

So, after observing all those points,a proper definition for a dangerous job is: “A job / profession that has an above average potential to cause harm to the person practicing it”

This definition covers all aspects, taking into consideration aspects and factors that some may not consider, but do effect the danger levels of jobs.

Attempting to understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe the relation of job satisfaction and performance, keeping in mind the value this relation has for organizations.

Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. “Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative.” In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement.

The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view, associated with the early human relation’s approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisfaction and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the worker’s satisfaction level.

Individual performance is generally determined by three factors. Motivation, the desire to do the job, ability, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote higher performance. But if motivation is the problem, the manager’s task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.

The Law of Attraction can be used for a number of things apart from the obvious money, which everyone wants to attract more of. If you’re working for a company and there is a job promotion, you can apply the law of attraction to attract that job promotion for yourself. Here are the steps.

1. Do Whatever Is Necessary To Get The Promotion

As soon as you know about the possible promotion, start to concentrate on doing whatever is necessary to make yourself stand out from others. Take your job even more seriously and try to make a perfect job of it. If possible, try to over-deliver on the outcome with whatever you’re doing.

When you’re doing some particular work in the company, say to yourself that your superior or the main boss, will be very pleased when they see the end-result. This is self affirmation and one technique that you need to use to apply the law of attraction.

Believe that whatever you’re doing is useful and meaningful for the company. With this self affirmation and belief, you’ll find yourself very motivated to do the job well. You’ll feel the energy flowing out of your body.

This is how you give off your vibrations. These are positive vibrations that you are releasing and the Universe will receive your instructions and act on it.

2. Visualize The Gratitude Of Your Superiors

When you’re visualizing, imagine your superiors looking at your work which you just handed to them and imagine them talking amongst themselves. Look at their smiling faces as they feel relieved that they can actually trust an employee to the work completely.

Imagine your superiors speaking to themselves that they’ve got no other option but to promote you since you’re producing work that is miles ahead in quality compared to the others.

Visualize them writing down your name to confirm that you’re going to get the promotion.

3. Imagine Getting The Promotion On The Day

Before you go to sleep every night, imagine yourself going to the company with all your colleagues congratulating you on getting the promotion and that you need to buy them dinner.

See yourself going inside your superior’s room and listen to them telling you how much they appreciate your hard work in the company. Listen to their voices as they tell you about the promotion and see yourself thanking them and shaking their hands.

4. Visualize You Already Got The Promotion

Throughout the day, when you’re working, believe and act as though you already got the promotion. See yourself doing the extra work and see yourself sitting on the new desk and speaking to your staff who now reports to you.

Imagine yourself with a new business card with your new title on it. Start paying attention to the projects or work which the new job requires.

Remember that you need to act as if you already got the promotion. The Law of Attraction works the quickest when you actually believe you already have what you desire.

Using the above steps, you can practice regularly with faith and know that without a shadow of a doubt, the promotion is all yours. Believe and do what is necessary to manifest your desire and get the promotion.

Did anyone ever ask you about openings in your company? It’s painful to say “sorry” to these people, and it’s humiliating for them to ask. Networking for openings doesn’t work.

Well, it was OK when you were just beginning your career. Jack got his high school stock boy job by having a friend’s dad pull strings, and Steve got a job waiting tables by walking in and asking if they needed people. But that works only at entry-level jobs. Once you’ve got a career in mind, it’s unlikely that your friends and acquaintances know the right people to talk to.

Don’t get us wrong. Person-to-person job searching is the hands-down preferred method! It’s just that most people think networking works all by itself. They’ll go to association meetings (usually made up of 90 percent job-hunters and wannabes and only 10 percent doers) and ask about vacancies or openings. They’ll pass out their resumes on the street like flyers. They’ll collect business cards like baseball cards, hoard them, and wish they had some realistic good reason to talk to those people. They hope they’ll be remembered when a vacancy or opening turns up.

Then there’s networking among “primary” contacts. Friends and relatives and acquain­tances don’t like being imposed on; besides, it’s just hit or miss when you ask everyone you know about jobs. You can quickly burn up your network instead of cultivating it.

To avoid this random, billiard-ball-style networking, you need a written and researched plan of whom you want to talk to, how you can make or save them a bundle, what’s going on in their industry that you can key into, and a thought-out rationale and method to get in to see them face to face. You need a clear agenda for each meeting. You must know how to milk the meeting for further contacts by knowing-at least by key information point if not by name-who else you want to talk to.

Remember, your resume is not likely to entice anyone to see you. To generate networking interviews, you need good telephone techniques (including knowing the three ways to reach impossible-to-reach people), a brief and powerful personal profile to sell your future, and you’ll need to avoid the common mistakes that kill job campaigns. These include being “open” to any kind of job; an unplanned, unfocused search; and doing it alone. You’re going to need support and cheerleading from friends and family to get you through the discouraging times-and don’t be afraid to get professional help to assist you in getting beyond your limiting beliefs.

Poor networking is worse than no networking. Meeting people is one thing, making the correct impression is another. Just meeting a lot of people and talking with them doesn’t necessarily mean you’re getting closer to a new job. If people aren’t impressed, if they think you’re too arrogant, too pushy, too meek, too timid, too uninformed, not committed enough, too confused, too anything, all that a hundred networking contacts will do is generate a hundred poor impressions-you’ll burn bridges that you’ll have to rebuild later once you get your head on straight.

One client was very excited about how he “knew everybody” in his industry. When we did a candid reference check, we found out he was well known, all right. But he wasn’t famous, he was infamous! He had to shape up in a number of areas, including going back to everyone he knew and revising the impression he’d made.

In some cases, you may not be able to repair the damage. You never get a second chance to make a first impression. Poorly conducted or ill-prepared networking will only make things worse every time.

Job analysis is a process for collecting information that describes in detail the criteria for successful job performance.

Typically, it focuses on tasks, responsibilities, knowledge and skill requirements, and any other abilities for successful job performance.

These are top 10 methods of job analysis as follows:

1. Job element method

This method is same the critical incident technique. It focuses on work behaviors and the results of this behavior rather than more abstract characteristics. Job element method developed by Ernest Primoff.

2. Checklists and rating scales

Checklist is job analysis method base on an inventory of job elements. You can ask question about purose of position; key responsibility areas; organization; relationships; decision making; authority; Skills, knowledge, experience; working conditions.

3. Competency profiling

Competency modeling is the activity of determining the specific competencies that are characteristic of high performance and success in a given job. Contents of competency modeling include skills, knowledge, abilities, values, interests, personalities.

4. Direct observation

Direct Observation is a method to observe and record behavior / events / activities / tasks / duties while something is happening.

5. Work methods analysis

Work methods analysis is used to describe manual and repetitive production jobs, such as factory or assembly-line jobs. Work methods analysis includes time and motion study and micro-motion analysis.

6. Critical incident technique

Critical incident technique is a method used to identify work behaviors that classify in good and poor performance.

7. Position Analysis Questionnaire

PAQ model is a questionnaire technique. It developed by McCormick, Jeanneret, and Mecham (1972), is a structured instrument of job analysis to measure job characteristics and relate them to human characteristics. It consists of 195 job elements that describe generic human work behaviors.

8. Functional job analysis

FJA model is a technique that was developed by the Employment and Training Administration of the United States Department of Labor. It includes 7 scales (numbers) that measure: 3 worker-function scales: measure % of time spent with: data, people, things; 1 worker-instruction scale; 3 scales that measure reasoning, mathematics, language.

9. Work Profiling System

WPS model is a questionnaire technique of job analysis, is a computer-administered system for job analysis, developed by Saville & Holdsworth, Ltd.

10. Task Inventory

A task inventory is a list of the discrete activities that make up a specific job in a specific organization

This book can be seen as a road map of skill sets you need to learn in order to go from Employee to Entrepreneur. Several of these classic skills are outlined in the BI triangle which we will discuss in more detail.

Why is this important to me? This really comes down to if you are happy where you are at. Most people do NOT want the responsibility in running their own business. I can understand that because it is a real concern. If you have seen any of my other video summaries then you know I am a big fan of Inversion. Basically this means that you need to look at both sides of the coin. For people who have never been in business for themselves, there is a rosy picture that you get unlimited freedom, you can pick your own hours, you don’t have to answer to anyone. I can tell you that this is all crap. Now let’s cut to the chase. Why is it that most people don’t want to own their own business? In my humble opinion it comes down to the myth of security in their existing job. This is a myth because your job could be cut tomorrow and then you would not have any security. If this is the only reason you are staying in your job then you are trading hours for money. Worse than that, if you hate what you do then you are building up a reserve of angst which will only get worse over time and spill into your personal life. Another reason why people don’t go into business is because it is too risky. I am not sure what this really means. I think keeping the job you hate for money is more risky than going into business and bringing real value to the market place. Regardless this is a real factor so in your business planning you should mitigate this risk. One way to do that is to get educated at each end of the BI triangle.

The BI triangle is an excellent pictorial start of being successful in business. Let’s discuss this now:

1. Mission – This is at the base because it is most important. This is your passion for the business. What are you passionate about? You need to have a real mission that solves a serious problem in a unique way. Mission is critical for true business success. Without mission you can still have a profitable business but then you are on the S side of the Cash Flow Quadrant. This means you basically bought yourself a job.

2. Leadership – For great information on true leadership you can study any of John C. Maxwell’s books. He is the authority on true leadership. In a nutshell, with the right mission and a strong leader, you will be able to attract the right stakeholders. These include employees, customers, partners, vendors and financing. Jim Collins in Good to Great talked about Level 5 leadership. That is the holy grail. You can check out that summary for more detail. Here are two examples of Level 5 Leaders: Nucor Steel’s Ken Iverson (Plain Talk – another summary) Kimberly Clark’s Darwin Smith.

3. Team – The team members are critical to the success of the enterprise. You need to have the right people in the right seats on your bus. Without this then you are doomed to mediocrity.

4. Cash Flow – This is at the inside based because without blood the body dies so goes it with the business – without flowing money, it dies.

5. Communications – This is paramount because if you cannot describe and articulate your value then you are doomed. You need to know how to sell. You sell to customers, employees, bankers and other stakeholders. You need to refine this if you are going into business.

6. Systems – this has to do with infrastructure. You can sell customers all day but if you cannot deliver, install, train, bill and collect the money then the whole process crumbles. Good systems are better than hard assets. This is where you can gain a durable competitive advantage over your competitors. Focus here for continuous improvement and your business will grow.

7. Legal – I can write tons of dry pages about legal stuff that even the best insurance salesmen will HATE. Bottom line is that your business must be the right entity for protection and tax purposes. You must protect yourself from trade secret theft and non-competes from employees. You have to understand HR issues. Thus your legal advisers need to be good and educated.

8. Product – Notice how product is last. It is important but for your business to have any staying power than the product will change. IBM is a great business but if they put the product first then they would be out of business because punch card computers disappeared in the 60’s.

Let’s move to 10 tips before you quit your job. The three most important are listed on the slide but I will review all 10.

1. Check your attitude

2. Get as much experience you can on the B-I triangle

3. Always remember that Sales = Income

4. Be optimistic as well as brutally honest with yourself.

5. How are you spending your money?

6. Start a business to practice on

7. Be willing to ask for help

8. Find a mentor

9. Join an entrepreneur’s network 10. Be faithful to the process

The power of associations is powerful. It is said that you can average the income of the top 5 people you associate with and you will fall into that category. To that end, find a mentor and leverage OPE – other people’s expertise.

Remember that you can do all of this stuff while you are still working. The key is to get yourself educated and into the right habits so you understand what it is you are getting yourself into.

I hope you have found this short summary useful. The key to any new idea is to work it into your daily routine until it becomes habit. Habits form in as little as 21 days.

One thing you can take away from this book is ATTITUDE. Please open your eyes and spend a few minutes per day on programming your attitude. I know this sounds esoteric but it needs to be done. Most people will try to talk you out of going into business. Quick story: My father worked for GM in the 60’s. He found out that he was offered several different jobs / promotions that his boss never told him about. Needless to say he walked out. (I still have the typed resignation letter!). Anyway my grandfather went ballistic because back then GM was the security, must have job of the century. My father was a business man ever since. That was absolutely the gutsiest move ever because he had two kids and one more on the way when he did it.