It's all your fault!?

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Table of Contents

• Must Watch Video💡

• Parker’s Breakdown: Extreme Ownership 🔑

• The Study 📖

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Must Watch Video💡

Stop Playing The Victim

Unhappy with your physique? Not happy with your finances or job? Not happy with your relationships?

It’s your fault. No one else’s.

This is the mindset of extreme ownership. Taking full responsibility for the areas of your life that you are unhappy with, and making a change. In this youtube short, Jocko Willink discusses how we play the victim and how we need to take extreme ownership. Here are a couple of the main points. 👇👇

• Quit blaming others for your life

• Quit playing the victim

• Replace “Its their fault i’m not where I want to be” with “How can I do better to get where I want to be, regardless of what they do”

Parker’s Breakdown: Extreme Ownership 🔑

Extreme ownership is about refusing to play the victim and taking full responsibility for every aspect of your life. If you’re not happy with your body, finances, job, relationships, or overall life situation, the blame doesn’t lie with anyone else—not your parents, spouse, boss, or upbringing. It lies with you.

This mindset means acknowledging that if you’re not where you want to be, it’s due to your own choices and lack of action. Your financial struggles aren’t your boss’s fault; they’re the result of your reluctance to pursue a side hustle or switch jobs. A strained marriage isn’t your spouse’s doing; it reflects a failure to lead, communicate, and invest in the relationship. And if you’re not hitting the gym, it’s not because of time constraints imposed by work or kids—it’s because you’re lazy and make excuses.

Extreme ownership is about accepting that your current situation is a product of your past actions (or inactions) and that it’s up to you to make the changes necessary to achieve the life you want. It’s time to take control and make a change.

The Study 📖

Psychological ownership: theoretical extensions, measurement and relation to work outcomes

This study on psychological ownership was conducted through a multi-faceted approach. The researchers began with an extensive literature review to develop a theoretical framework for psychological ownership. Based on this framework, they created a conceptual model and developed a measure to assess psychological ownership. To validate their model and measure, the researchers conducted multiple surveys across various organizational settings. These surveys involved employees from different companies and industries, allowing the researchers to test their hypotheses about the antecedents and consequences of psychological ownership in diverse work environments. The study combined theoretical analysis with empirical data collection and statistical analysis to provide a comprehensive examination of psychological ownership in the workplace.

Here is what they found:

• Psychological ownership is a distinct construct, separate from organizational commitment or job involvement

• Three main routes to developing psychological ownership were identified: controlling the target, gaining intimate knowledge about it, and investing oneself in it

• Psychological ownership is positively associated with job satisfaction, organizational commitment, and job performance

• Employees with higher levels of psychological ownership showed greater accountability for results

• Psychological ownership acts as a mediator between work environment structures and employee attitudes and behaviors