Unhappiness in the workplace is something everyone tries to avoid. Management likes to avoid it as it makes the worker unproductive and adds a negative influence to the work force. Similarly, workers tend to dislike it for obvious reasons, like wanting to enjoy their jobs and lead a more satisfied life. Two similar sources offer two different solutions to workplace unhappiness, both looking from a management perspective.
The first article is Meredith Falb’s “7 Warning Signs of an Unhappy Employee,” aimed at the management side of the workplace. This article is written entirely from the opinion and observations of the author, so her credentials are the most important aspect when looking at validity. Currently, Falb holds a steady career, but at the time she wrote this article she had just started college. She did have a short part time job in college as hostess, but her profile gives no indication of her getting any sort of promotion to a higher level. Thus, she is most definitely not writing this article from her years of experience. Rather, Falb is likely writing this article from the perspective of a student, her mindset framed by minimum-wage work experiences, and her schooling in management simply helps her to look the issue with theories of management in mind.
The second article that was looked into was from an interview of Chris Edmonds, CEO of Purposeful Culture Group. Again, the most important aspect of this article to consider is the interviewee, as the entire article is build on his opinion and experiences. Edmonds’ main claim to fame is that he is the CEO of a company that has the sole purpose of improving workplace culture. He wrote two Amazon best sellers about the same purpose, as well as five other books. Finally, he has experience, with 15 years in leadership and management positions. Edmonds’ mindset is very different than Falb’s: while they started in the same spot, Chris waited until he had made management his career passion to write about the topic. This addition of experience is what makes Edmonds’ article much more credible and trustworthy then Falb's.
With all this information of the authors and sources, it is probably important to actually look at the articles to see what sort of information they provide. However, that is where it gets interesting — the two articles are almost exactly the same. Sure, Edmonds’ interview has 10 points instead of seven, so he may have the edge in that regard. But the articles themselves, both in terms of formatting and advice, are incredibly similar. Both articles are formatted in the typical blogger list format, with numbered points and short, paragraph long explanations. Many of these points hit the same ideas: being secretive, hostility, lack of participation, and gossip. In fact, the first point of both lists is almost word for word identical: doing the bare minimum.
The biggest question here is why are these articles so similar? The biggest factor when looking at these articles should easily be the author’s credentials. After all, these are just their opinions. And while it may just be that there is only so much one can say about worker unhappiness, I believe there to be another underlying factor for the similarity. The most likely cause, at least in my opinion, is that Edmonds had to simplify his knowledge to a less complicated level so that the common person can understand. The likeness is not necessarily a negative, however, I do believe that Edmonds could be producing deeper articles from his levels of vast experience.
7 Warning Signs of an Unhappy Employee. (-0001, November 30). Retrieved from https://www.success.com/7-warning-signs-of-an-unhappy-employee/
Jr., B. M., & Jr, B. M. (2016, April 04). 10 Things Unhappy Workers Eventually End Up Doing. Retrieved from https://www.inc.com/bill-murphy-jr/10-things-unhappy-workers-always-wind-up-doing.html
Meredith Falb. (n.d.). Retrieved from https://www.linkedin.com/in/meredith-falb
S. Chris Edmonds. (n.d.). Retrieved from https://www.drivingresultsthroughculture.com/