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The emerging field of positive psychology also helps to creatively manage organizational behaviors and to increase productivity in the workplace through applying positive organizational forces. [5] Recent research on job satisfaction [6] and employee retention have created a great need to focus on implementing positive psychology in the workplace.
Effective communication is an essential skill for managers and employers. Using positive language to describe your team members is a powerful tool to show your support and admiration for their ...
By integrating positive psychology to organizational setting, Fred Luthans has pioneered the positive organizational behavior research in 1999. Since then, Luthans and colleagues have been attempting to find ways of designing work settings that emphasize people's strengths, where they can be both their best selves and at their best with each other.
Positive psychology in the workplace Work engagement – extent to which members of a workplace commit to the organization and its goals Pages displaying wikidata descriptions as a fallback Work motivation – Forces that originate both within an individual's being, to initiate work-related behavior
Despite a large body of positive psychological research into the relationship between happiness and productivity, [1] [2] [3] happiness at work has traditionally been seen as a potential by-product of positive outcomes at work, rather than a pathway to business success. Happiness in the workplace is usually dependent on the work environment.
Research has linked positive affectivity with an increase in longevity, better sleep, and a decrease in stress hormones. [2] [3] People with a high positive affectivity have healthier coping styles, more positive self-qualities, and are more goal oriented. [4] [3] Positive affectivity also promotes an open-minded attitude, sociability, and ...
Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. "Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". [1] "
The track of scientific research around employee recognition and motivation was constructed on the foundation of early theories of behavioral science and psychology. [3] The earliest scientific papers on employee recognition have tended to draw upon a combination of needs-based motivation (for example, Hertzberg 1966; Maslow 1943) theories and reinforcement theory (Mainly Pavlov 1902; B.F ...