4 Signs That Your Leadership Approach Is Not Working

4 Signs That Your Leadership Approach Is Not Working4 Signs That Your Leadership Approach Is Not WorkingFew things in life or business work out as planned, especially in the life of a leader. Whetherbei you are new to leading a kollektiv or simply new to leading, it pays to be on the lookout for these 4indicators that you might need to rethink your approach. 1. The Results Are Falling Short of Expectations In business, results are the ultimate measuring stick, and if your team is consistently falling short of targets, its time to admit theres a problem and start looking for a solution. However, before you rush to shake things up, it is important to look closely at your behaviors. Consider Resist the rush to judgment. Consistently subpar results are an indicator of a problem or, mora likely, a confluence of problems.Avoid blaming factors outside your control. Its tempting to point fingers at the new product your competitor just launched or the problems with suppliersor quality you r firm is having. However, you need to resist the temptation to point. Its time look at the team around you and importantly at the leader of the team staring back at you in the mirror.Explore the symptoms outlined in the balance of this article and cultivate an informed perspective on the root causes and needed changes. Remember, you are the leader of your team. When the team succeeds it is because they did their job. When they fail, its your fault. 2. The Flow of New Ideas is Weak to Non-Existent When ideas to solve problems or innovate to improve operations arent flowing, theres usually a leadership factor involved. The leader is responsible for forming and framing the working environment, and when the people in that environment go quiet on offering ideas, its time to change your approach. Consider Perhaps youve fallen into the trap of telling instead of asking. Resist the urge to issue orders and instead of describing what to do, ask people what they would like to do.Explore whether you are intimidating people or, worse yet, inciting fear in the workplace. If your behaviors in the past have involved punishing or chastising individuals who tried new things, you should expect the culture to go quiet on you. You need to model patience and showcase support for people experimenting and failing with new approaches. Position every failure as a lesson learned and encourage people to keep looking for solutions. 3. Your Team Seems Distant and Standoffish If you perceive you are getting the cold shoulder, you are probably right. This situation is particularly common for leaders new to a team. Consider You are likely navigating a trust issue with your team members, particularly if you are just getting started working with them. Often, leaders do a little dance with trust, suggesting or telegraphing by actions and words that people have to work hard to earn their trust.To strengthen the team chemistry faster, quit putting people on trust trial and instead, offe r your trust to them immediately. People will understand your positive gesture and good employees will move mountains to not let you down. If someone does let you down or betray your trust, well, thats another issue. However, it is worth the risk. Trust first 4. Your Team is Just Going Through The Motions No leader wants to admit that her team is just going through the motions, but it happens. And while it is tempting to look at the people or overall workplace factors as the root causes, you control the energy switch for your team. Consider If people are not excited about their work or, if they do not clearly see how their efforts connect to the larger corporate mission and key goals, work seems just likewell, work. It is incumbent upon you as the leader to bring a sense of mission and purpose to the challenges your team faces.Conduct regular business updates with your team. Make certain they understand the overall company or group performance and strive to tie-in the teams res ults to the bigger picture results. If your firm uses a scorecard or tracks key metrics, teach your team how to understand those tools and share the latest results with them. Invite your executive or executives from other groups to visit with the team and share insights about the firms strategies and key initiatives.Encourage your team members to identify opportunities to strengthen their support of their internal or external customers and go to bat to gain approval for new projects or initiatives. Let your team members serve as active project participants.Celebrate more. Often we are so focused on our daily firefighting that we forget to acknowledge the victories- small and large. Find opportunities to celebrate accomplishments and milestones and become your teams biggest cheerleader. 5 Key Actions to Help Strengthen Your Teams Performance Theres always an explanation for poor results. While there may be external factors, chances are, there are leadership, resource, and proces s issues at work creating the challenges. Now that youve looked at some factors under your direct control, its time to get the team involved in helping diagnose the cause and develop the cure. Be transparent with your team about the poor results. They deserve to understand that things are not working and that management is looking for improvements.Resist the rush to frame your view to the problem. Ask the team to explore the areas where performance is weak and offer their analyses. Listen more than you talk.Once the team develops a hypothesis on root causes, encourage them to detail their ideas for potential solutions. Help them prioritize the ideas.Provide ownership of the ideas for improvement to your team members. Ask them to own the implementation and on-going monitoring and tuning of their ideas. This sense of ownership for improving their overall performance will address many of the issues identified throughout this article. Celebrate the victories and place your team members in the spotlight with senior management. Remember, when things go right, it is because of them, not you. The Bottom-Line Its frustrating when things are not running right with your team. As the leader, you control many of the variables that impact morale, teamwork, innovation, problem-solving and performance. Before you rush to blame factors outside your control, pause and take a step back and look carefully at your behaviors. You will be surprised how small changes in your approach will yield significant results.

Recruiters Youre Measuring ROI Wrong and This is How to Fix It

Recruiters Youre Measuring ROI Wrong and This is How to Fix ItRecruiters Youre Measuring ROI Wrong and This is How to Fix ItIncreasingly, Talent Acquisition professionals are being tasked with measuring the cost effectiveness of their third party talent acquisition tools. And thats a good thing. If you arent measuring results, yourelikely wasting some money on a current source that could be reallocated elsewhere and yield better results for your company in the form of more applications and more hires. The more sophisticated companies we talk to, at Simply Hired, look at measures like Cost Per Applicant (CPA), Cost Per Hire (CPH), Cost Per Offer, or other measures that look at how much volume they are getting for a source versus how much money they are investing in that source. Still, weve found that many companies that are looking at the right KPIs are still measuring ROI wrong. Its all about the data they are looking at. If you arent starting with clean and accurate data, you can lo ok at the KPI of your choice regularly, but youre still making decisions based off incorrect assumptions.We landsee two regular themes that lead to incorrect data manual drop down menus and automatic tracking that blends free and paid candidate flow together.Manual Drop Down Menus Are Incredibly InaccurateMany companies rely solely on manual drop down menus to determine where their candidates are coming from. This means that during the application process, job seekers are presented with a question asking, How did you hear about us? and the job seeker is presented with a list of sources to choose from. Manual drop down menus are notoriously inaccurate. In fact, Allretailjobs.com ran a study and found that job seekers choose the wrong source 83% of the time (source). There are a number of reasons a job seeker will choose the wrong source. Sometimes they will choose referral to get to the top of the pile. Sometimes they will choose the first or last option to get through the question. Sometimes the right source isnt even listed in the drop down menu. Whatever the reason is, the bottom line is that if you are relying on data that is 83% inaccurate to measure ROI, your numbers are way off. Improve Accuracy With Automatic Source TrackingLuckily, many companies have moved away from manual drop down menus and have moved to automatic source tracking. With automatic tracking when a job seeker clicks on your job, they are automatically tagged as coming from the correct referring source. Removing self-selection from the process is a key step towards accurate data collection. Beware of Blending Your ResultsBut there are still problems with automatic source tracking. Yes, automatic source tracking does a good job of measuring where a job seeker comes from. The issue arises when you are looking at ROI. Sources like Simply Hired, and many other job aggregators, send candidates to your open positions even when you are not sponsoring your jobs. Remember that ROI means return o n investment. If you are calculating your CPA and CPH and including your free results, you arent really measuring the return you are getting on your invested dollars. relying on blended rates, you may be misled by the data to invest in sources that arent as effective as they may appear. Think about this in general search you hear about Search Engine Optimization (SEO free results) and Search Engine Marketing (SEM paid results). They are always measured separately. The same thing should be done in recruitment advertising. The good news is that most Applicant Tracking Systems that have automatic source tracking allow for you to track sponsored and organic traffic separately. All you have to do is ask your ATS or your aggregator partners to help platzdeckchen it up. Here at Simply Hired, we do it all the time. If you are interested in learning more about how you can track results more effectively please contact me at salessimplyhired.com.Read the Full White Paper Recruitment Advertisi ng ROI

Sample Resume for Church Secretary Job Position

Sample Resume for Church Secretary Job PositionSample Resume for Church Secretary Job PositionA professional resume plays a critical role in landing any job and is an excellent way to make a positive first impression with an employer. Churches are always in need of secretaries, and detailing similar job experiences can give you a significant edge over other applicants.List skills such as being well-organized and being proficient in computer applications, as they are critical for secretarial tasks. Highlighting any prior experience working in a church environment or other secretarial jobs can help distinguish your resume from others. High school is typically the minimum educational requirement, but any additional training or a college degree could capture an employers attention.Check out the church secretary resume template below for more ideas for crafting a highly effective document. Create this Resume Audrey Egbert3494 Goldleaf LaneNewark, NJ 7102(123)-135-5362a.egbertsmail.comObj ectiveTo obtain a position in an institution as Church Secretary to render assistance and service with improvements in the services tendered.Summary of QualificationsProficient in computer applicationsKnowledge in handling the operations of the churchSkills in motivating staff and employeesAbility to organize appointments of the churchProfessional ExperienceChurch Secretary, January 2007 Present Our Father Catholic Church, Los Angeles, California ResponsibilitiesAccomplished plans and policies of the church.Ensured the churchs objectives are achieved.Coordinated with the priests of the schedules of meetings and events.Assigned tasks and duties to the church staff and employees.Accounted all incomes of the church.Church Secretary, March 2004 December 2006 St Mary Christian Church, Kansas City, Missouri ResponsibilitiesAssisted the priests in composing their sermons for the mass offering.Scheduled all the wedding ceremonies of the church.Organized the priests and nuns during the ge neral assembly of the church.Managed the schedules of the church for bookings of events like wedding, baptismal, etc.Handled the objectives of the church to ensure compliance.EducationMasters Degree in Commerce, 2004University of ArizonaBachelor of Science in Commerce, 2001 University of Arizona Customize ResumeMore Sample ResumesCheerleading Coach Resume Chief Marketing Officer Resume Choreographer Resume Church Musician Resume Church Secretary Resume Church Volunteer Resume

Dental Assistant Skills Overview

Dental Assistant Skills OverviewDental Assistant Skills OverviewDental assistants are an important part of a dental practice and perform a variety of tasks, from assisting directly in patient care to office work. Dental assistants differ from dental hygienists in that the latter do much more unsupervised work with patients. What Kind of Skills Do You Need to Be a Dental Assistant? Some states require that dental assistants obtain certification, usually through two- or three-semester-long training programs. Other states do not require certification, and dental assistants may train on the job. Some dental assistants go on to receive further training, to become dental hygienists, or even dentists, but it is possible to spend a career as an assistant. Job prospects are generally strong, and pay can be good. Top Skills Dental Assistants Need Assistants sometimes perform polishing or explain proper dental hygiene to patients, but fruchtwein of their patient contact occurs working b eside the dentist during procedures that require an extra pair of hands. Dental assistants also prep examination areas, clean up after procedures, sterilize equipment, and order supplies. Administrative Skills Dental assistants may have a great deal of office work. Tasks include interviewing patients and conducting intake, scheduling appointments, creating and maintaining records, and ordering supplies. This aspect of the job is similar to other office staff positions and ?requires most of the same skills, such as attention to detail, excellent oral and written communication, and basic computer skills. Advanced IT skills can help, as can the ability to speak multiple languages.Unlike other office workers, dental assistants need at least a basic understanding of dental medicine to understand the content of documents and forms and familiarity with dental software such asEaglesoft orDentrix. Technical Skills Although dental assistants seldom work with patients unsupervised, the y still must be knowledgeable about dental medicine, to be able to anticipate the sequence of tasks in complex dental procedures. Dental assistants also must be able to take X-rays, blood pressure readings, and dental impressions, prepare dental materials, maintain equipment, and disinfect rooms and tools. All of these tasks require attention to detail, the ability to follow strict protocols, critical thinking skills, and good judgment. All dental assistants must also be able to recognize the signs of a dental emergency and are legally required to have current CPR certification. Physical Abilities While being a dental assistant is not known as a physically demanding job, it does require the stamina to remain on task for hours at a time and the strength to help move disabled patients into and out of the examination chair. Excellent hand-eye coordination is required, which means not only good (or well-corrected) vision, but also excellent fine-motor control in both hands. A denta l assistant may not be color-blind, because fine differences in color can be important clinical signs. Good (or well-corrected) hearing in at least one ear is also important, again because some clinical signs are auditory. Interpersonal Skills Dental assistants must maintain a professional appearance and demeanor at all times. They must work well on a team with the other members of the dental practice and must be sensitive to the needs of patients including the fact that many patients are terrified of dentists. Customer service skills are an important dimension of being a dental assistant. Honest and ethical behavior is critical, including the ability to maintain proper confidentiality. More Dental Assistant Skills A - C Administering FluorideAnticipating Sequence of Dental ProceduresApplying Bleaching AgentsApplying SealantsAttention to DetailBasic ComputerBuilding RapportCollaboratingComplying with Protocols and StandardsConducting Patients IntakeConservingDental Materials CPRCustomer Service D - I DentrixDeveloping and Mounting Dental RadiographsDisinfecting Rooms and EquipmentDocumentingEaglesoftEmpathyEnsuring Accuracy of ChartsFilingFlexibleForeign LanguageHand-Eye CoordinationHandling Equipment with CareInstructing PatientsInterpersonalInterviewing Patients L - P ListeningMaintaining ConfidentialityMaintaining EquipmentMaintaining Infection Control BarriersManual DexterityMonitoring and Ordering SuppliesMotivating PatientsMultitaskingOrganizationalPlacing Temporary CrownsPreparing Dental Materials According to SpecificationsPrioritizing R - V Reassuring Nervous PatientsRecognizing Signs of Dental EmergencyReliabilityScheduling AppointmentsSetting Up and Breaking Down OperatoryTaking Dental ImpressionsTaking Dental RadiographsTaking Blood PressureTeamworkVerbal Dental Hygienist Skills List While many conflate dental assistants with dental hygienists, the main difference is that a dental assistant helps with a number of tasks to make the Dentis ts workday a bit easier, while the dental hygienist will most often have a lot of direct contact with the patients themselves. Dental hygienists clean teeth, check patients for signs of oral diseases and provide preventive dental care. Hygienist also educate patients on ways to improve and maintain good dental health. Below are some of the skills dental hygienists need. A - C AdaptableAdministering Local AnesthesiaAdministering SealantsAdvising Patients about the Impact of Nutrition on Dental HealthApplying Fluoride TreatmentsBasic Life Support for Healthcare ProfessionalsChartingCheerfulCleaning and Polishing TeethCoding Procedures for Dental ClaimsCollaborating with Dental Co-WorkersComfort Working with Patient Blood, Saliva, and OdorsCommitment to Continuing EducationCommunicating Patient Information to the DentistCompassionComplying with Government Safety Standards and Regulations Composing Notes about Procedures and Patient StatusConducting Preliminary Dental AssessmentsConvers ing Comfortably with PatientsConveying the Benefits of Accepting TreatmentsCustomer Service D - M Demonstrating Appropriate Ways to Floss and BrushDependableDetail OrientationEaglesoftEducating Patients about Preventative PracticesEmpathyEstablishing Rapport with Diverse ClienteleFinesse with Distressed PatientsFinger DexterityFollowing Instructions/Commands from DentistsHandling InstrumentsMaintaining Infection ControlsMaintaining Patient ConfidentialityMultitasking N - R Obtaining Patient Medical HistoryOrganizationalOutgoingPatient RelationsPlace Locally Applied AntimicrobialsPositive AttitudePrecisionPreparing Patients for Examination by the DentistPrioritizingProcessing X-Ray FilmsRecommending Dental Products to PatientsRoot Planing S - Z ScalingSchedulingScreening for Oral CancerSterilizing Dental InstrumentsStress ManagementSubtlety Promoting Cosmetic ProceduresSupervising Dental Assistants and other Support StaffTaking Blood PressureTeamworkTesting and Recommending New Denta l Hygiene ProductsTraining Dental Assistants and other Support StaffUsing Digital RadiographyWorking Quickly How to Use Skills Lists The following list of skills is not exhaustive but should give you an idea of what employers expect from incoming dental assistants and hygienists. If your state does not require certification or specialized training, you can use the list to help organize your application materials and to help prepare for your interview, although you should also speak to people who work in dental offices to get a first-hand description of what the job entails.Whether your state allows direct entry into the field or not, you can use this list to help determine whether a job as a dental assistant is a good match for you. Again, it is best to talk to someone with experience in the field before making a final decision.

Who Else Wants to Learn About Resume Interests Section?

Who Else Wants to Learn About Resume Interests Section? The Basic Facts of Resume Interests Section Your own personal interest is in reading and youre applying for work at a library. By the conclusion of this article you are going to know whether you need to include them on your resume and the way to include them effectively. No interests section usually means no interview. The response to this question, nevertheless, is not as easy as it seems to be. Its important to select the appropriate resume schablone to concentrate on each one of your attributes. In the event the template wont be in an appropriate format theres no worth of utilizing it. You will be able to pick the template for the position you desire to apply. See the above mentioned example for a great idea on how best to format the resume summary. The Honest to Goodness Truth on Resume Interests Section Even if youre not job hunting now, its always wise to update your resume with the latest info, just in case . No matter your degree of job practical understanding, your resume structure is essential to making your application stick out. Youve got a personal interest in cars and youre asking for work at a car dealership. Youve got a personal interest in home cooking and youre applying for employment in a restaurant. Resume Interests Section for Dummies Knowing your interviewers individual interests provides you with a pocket full of icebreaker topics. Things to Avoid While you need your resume to be noticed, you would like it to be for good factors. Mentioning an extensive collection of hobbies and individual interests on resume might be an issue as the individual may come out to be very distributive. Possessing quirky and distinctive hobbies and individual interests on resume is an incredible way to collect attention Click the squares beside the activities which you like to do. Or perhaps you want to reinforce a merchandise included in your resume skills section since you are aware that it is crucial to the function. There are many places the place you may acquire good resume examples. At the exact same time, do try to decide on a selection of activities. Random interests also permit me to gauge how good the man or woman is at coherently earning a point, which is an important skill for a lawyer that lots of lack. It should take under a second to discover your name on your resume. Finding the Best Resume Interests Section Resumes are intended to show you have what is necessary to do exceptional work in a specific position. But not all resumes are made equal. New Step by Step choreografie for Resume Interests Section While employed as a welders helper may not need formal training, taking basic welding classes at the local community college or technical school might raise your probability of landing work. Its simple to offer general advice about ways to make your law school resume the best it can be. Being a high school baseball coach, for insta nce, may prove to an employer that youve got leadership abilities and the capacity to organize a group of men and women in order to accomplish a frequent objective. If you prefer to shoot skeet or hunt, you might be qualified to go into the police academy. Sometimes you need to speculate regarding what an employer might value. An interest assessment provides you with a wide collection of career choices that match your interests. You always ought to start by researching the business. You are able to also operate to tailor your resume by researching the enterprise to learn mora regarding your possible employer. Resume Interests Section and Resume Interests Section - The Perfect Combination Volunteering abroad may prove to an organization youre in a position to work with people who might be different than you, and that youre comfortable in uncertain conditions. A well written resume is one thats not overly overwhelming within the opinion of employers. If you have problems co ming up with supporting interests or activities, follow the hints above and you ought to be in a position to think of a few. People today struggle with resumes for quite a few factors. The Ugly Side of Resume Interests Section If you have a certain language ability that might be relevant to an employer, you may include an abilities or languages section with that info. Its wise to use these web sites to acquire the necessary templates for an increased work. The work experience section will likely take up the majority of the space on your resume. For instance, the helper may example a bookworm example loves to find out more about the nuances of a specific weld. Dont add resume categories in case you cant list at the very least a few things in every single section. For all those with more industry experience, but the section might just be a few lines long and would appear much lower on the webpage. This section may be a superb approach to demonstrate the employer youre a grea t fit outside the expert abilities and abilities section. It is possible to maintain the sections related to you and edit the rest of the sections. That is perfect if you just happen to do not really intend on altering fields. Prioritize the unique resume sections you opt to add. But there are lots more unique resume sections you may utilize to boost your resume.

When Bad Jobs Are Not Really Bad

When Bad Jobs Are elendlage Really Bad Mona, 18, is griping about her miserable summer car wash jobs low pay and high spray. Software salesman Barry is moping about how schwimmbad his sales are compared to the other guys and hates his job for thatthinks its awful. Factory workers in Guangzhou grumble about their harsh working conditions. The problem is, they all think, bad jobs. But, not so fastwhat makes them so sure their jobs are bad? Some would disagree. Bosses and academics may argue that any job that is accepted and turns out as the employee expected or expects to turn out on average can never be a bad job, just so long as it is actually a voluntarily accepted paying job and not work on a chain gang or some other fasson of literally involuntary servitude.Yet, viscerally and intellectually, many of us recoil from what seems to be such an absurd idea, especially given how horrific or crazy som e kinds of work can seem to observers and to those doing it, once they start the job.On Average, Not Bad? Then Not Bad, PeriodOther bad-job skeptics argue that if, on average, the typical worker in a given job category comes out ahead, those who dont cant complain about the jobs being a bad job. To whine about their specific job outcomes, as Barry does, is, the critics maintain, as unreasonable as Las Vegas losers complaining about poker decks or roulette wheels (actually maybe even more unreasonable, since the house on average wins at the expense of the gambler, unlike the average boss).These bad-job skeptics are invoking the mathematical concept of expected gain, which measures the average expected payoff of choices in terms of a combination (actually the multiplication of) their risk and reward. For example, tossing a coin and betting $1 each time has an expected gain of zero, because, after many tosses by one or many individuals, the average payoff will be zeroreflecting the fac t that heads are just as likely to come up as tails. On average, a bet on heads (or tails) will lose as often as it wins. You cant complain because you lost, betting on your last or only coin toss or the job you want to toss, if, on average, the payoff to workers or players is zero (fair, but only break-even) or greater than zero (net gain).When Bad Jobs Are Really Not BadOf course, a job that exacts more than was bargained for, because of unforeseen developments like a tsunami or employer fraud, can become a bad job. But what about the voluntarily accepted job (actually a redundant phrase, since job should, by definition, be voluntarily accepted employment) that turns out exactly as expected? Can it really deserve to be called a bad job by the worker who has it?Here are more details about the possible arguments that would appeal to both heartless sweatshop bosses and well-intentioned dads encouraging their kids to take that summer job at the car washIf the expected gain from the jo b for an individual or on average for all workers in that job category is greater than zero, then,by definition, the job cannot be bad. This summarizes the point made above. If the job someone has accepted involves exactly as much labor, time, risk and resources (LTRR) and sacrifices of whatever available alternative uses of his LTRR as he rationally expected and agreed to, and it results either personally or on average for all workers in that category in the net gain expected, the job cant be bad.The worst job may not be a bad job Obviously, since some jobs pay more cash (goods, perks or resources) per unit of labor, time or resources, some jobs will, of course, be better than othersa lot better. But, when making comparisons with better paying, safer, cleaner, etc., jobs, those comparisons are purely academic if the alternative jobs are unavailable, representing not even opportunity costs. However, if those jobs not only exist, but are also truly available to him, the rational work er will accordingly take one of those better jobs which still only makes the job he previously voluntarily accepted relatively worse rather than necessarily and absolutely bad, in terms of the conditions and rewards it specified and which were agreed to.The point here is that the worst of the jobs is not automatically a bad job. It just means that its not as good as the alternatives. Hence, it is, as a minimum, conceivable that among a complete listing of all jobs, one of them is the worst, without being at all bad. If this sounds strange, rather than obvious, stop thinking about jobs. Think about movies instead Titanic, you say, was better than Avatar, but neither was as good as Terminator. Hence, you believe that Avatar was the worst of the three. But that doesnt mean Avatar was bad.It judging whether a job is bad or not, it must always be borne in mind that every job represents a voluntary exchange by two partiesthe worker and the employer (including a private customer or client ). In exchange for payment in cash, goods, services or other rewards, someone does something for someone else, often using up personal resources, such as paint or bandwidth, to finish the job.In the end, if the money or other rewards received are, as expected (or at least on average among all workers in that job category), worth more to the rational and ingestalted worker than is the labor, time and resources used up and risks taken to do the job and the rewards are offered in exchange for the cash, goods or services, the job is a good deal, not a bad one. In every such case, the work (on average, at least) represents a net gain. The individual worker or the group comes out ahead, or on average stands to come out ahead. How can that be bad?This line of argumentation is perhaps best used on Mona, the teenager on Barry, the software salesman and on the factory workers, if their jobs are, in fact, exactly (on average among them) what they expected them to be when they accepted themincl uding the conditions and salary as net gain.On the other hand, to Chinese factory workers who have had horrible surprises, e.g., in the form of unexpectedly dangerous working conditions and/or broken promises, thrown at them, this analysis does not apply. Nonetheless, mathematically speaking, if the calculated and resulting expected positive payoff, a.k.a. expected gain, is greater than zero and approximately equal, the job is, on this argument, never badeven if for a particular worker the outcome is not as good as it is for the average worker doing the same job in the same company or industry.A job that is truly bad will be one in which the reward received is worth less than the initial or eventual costs and risks accepted by the worker (i.e., a job that has gone bad or one taken on through bad judgment in the form of initial miscalculation of the payoffs and associated odds, or an irrational debt-wish). In the same mathematical terms, bad job means a job in which the expected gain is less than zero at the outset or is revised to less than zero once the job commences.If the job turns out exactly as expected, it cant be called bad, unless the worker was crazy enough to knowingly accept a losing proposition. If there is no net gain (i.e., a break-even situation) expected or there is a net loss to the worker expected at the outset, the job-takers judgment deserves to be called bad, as well as the job itself.Learning from Jack NicholsonTo understand this point about average payoffs and jobs, think of failed wannabe and A-List Hollywood actors If on average their expected earnings are greater than zero and with attractive calculated risk-to-reward ratios that allow for spectacular success, being an actor, for them, would not fall into the category of bad job, even though it may turn out badly for many, indeed, most, actors. For every 100 struggling actors among the 150,000 members of the Screen Actors Guild (recently merged with AFTRA), serving upscale lunches in L.A., there may be as few as one Jack Nicholson eating that lunch, but eating and buying anything else his heart desires, and enjoying a colossal income that evens things out, job-wise.Thats Hollywood.That makes acting probably fair..and probably not a bad job.In Part II How a bad job is like a snoring husband, and other unexpected insights into jobs we hate.