So, my most excellent friend Chris has loaned me his copy of Stumbling on Happiness. It is giving me interesting things to think about including this:
According to the author, there is something called an “inescapability trigger” that brings our “psychological immune system” of denial, looking to the bright side, and generally improving our experience of negative things.
Well, this “inescapability trigger” fires when we are committed to something. This leads to the odd conclusion from psychology studies that people are happier with items they can’t give back. Essentially because I already have a 1992 Jeep Cherokee, I see it as a fixed part of my life, and as it falls to pieces, I work to improve my opinion of it rather than change it. In essence, we tend to be much more critical of the things we are renting, borrowing, considering buying, than the things we actually already own.
This makes me think about the perils of temporary relationships. Now, most work relationships are temporary–people change jobs, move cities, etc. But some work relationships are more explicitly temporary than others. Take subcontracting at my old place of work. There were no fixed contracts, instead we had agreements for a small # of hours on a particular project that could be cancelled at any time. And, because of their struggles with their own pipeline, I was often on the bench there (= not working, not paid). Every time I was “on the bench” I would go through the same feelings of rejection, boredom, frustration, feeling left out, and general misery.
Each time I struggled there, I bumped into considering leaving. Many times the answer was “stay”. But, all it took was an increasing frequency of “leave” (or “LEAVE!”) and, tah dah, escape velocity increased enough to pull me out of the loose association we had. Weak links.
I am struggling with unrealistic schedules and building relationships at my new place, and I wonder if I had signed up as a subcontractor instead of an employee if I’d still be around. But, the employee thing does change the mix. Each time I think, “hmmm, maybe signing up here wasn’t a great idea” I think, “well, I have to make this work.” That’s a different answer than I had at the last place, which was “wow, I’m really tired of forcing this”.
Seems to me that a bit more inescapability goes a long way.
Comments
2 responses to “uninescapable – the uncertainty cost of subcontracting”
From the little we’ve spoken about this, I’d have to say that your current situation sounds better for your overall mental health than your last job. What you appear to be struggling with this time around is more “normal” work-related issues, whereas previously it was the nature of your tenuousness as a subcontractor. Your position itself is more solid, so you’re naturally beginning to dissect other portions of your work environment — picking it apart, piece by piece — what doesn’t work? why doesn’t it work?
It seems to me to be completely within your nature to do so. I’m not saying that you’re a negativist (if that’s even a word), just curious and oft-perplexed. It’s the nature of your relationship to work. It’s not uncommon. And it’s much healthier than MY relationship to work.
Witness: http://resk.livejournal.com/173306.html. Now that I’ve “friended” you, you should be able to read that (provided that you’re logged into LJ in this window). Check out the comments.
BTW, thanks for the loan of the books. I had already looked at that edition of “Parachute,” but am starting to really get into “Now! Discover your Strengths.”
I beg to offer another opinion on the subcontracting front. With longer term contracts, say 6 – 12 months long, the temporary nature fades away quickly as you realize that you’ll be in that place/position for up to 1 year. A sense of belonging begins to arise, as well as a true effort to build teams – after all, you’re going to be there for a while so you might as well make the best of it.
However, given my current needs in life, the temporary nature of subcontracting gives one a sense of freedom and control, beyond what I could achieve as an employee bound to a particular employer and their set of rules on time off and hours.
So, having said all this, I really mean to agree with Dunrie on the effects of the extreme tenuousness of the previous situation, which I too was a part and shared many of the same feelings about it. For me, a 6 month contract is about right – with a 12 month ok as long as the position and team are fun to be with. Those shorter contracts, done by the hour versus the month, are far too difficult to deal with.