B3T3102 Managing people
Lecture 1: Kick-off
Why bother?
Companies move to redefine “new normal”
- Purpose driven organizations
- Lifelong development and growth
- Personal wellbeing
- Flat organization
- Future leadership
- Redesign workplace
Employee well-being
Health check-ups
Work-life balance
Yoga, meditation
…
Learning & development
Better me + better you = better us
Discover your talents
Empowerment
…
Big companies are contributing to this
Meaningful work
Curiosity
Fun at workplace
Love what you do
…
What is this course about?
Some terms you will hear
Learning objectives
,An introduction to positive organizational scholarship (POS)
A brief history of POS
Humanistic vs. positive psychology
Positive psychologic movement
- Attempts to correct the overemphasis on weakness and pathology that has dominated psychology for
past ½ century (the disease model)
- Purpose: to define, understand scientifically, and help build fulfilling lives
Fix what’s wrong vs. build what’s strong
- Negative states outnumber positive state by 17:1
- Ill-health and unwell-being
92% of work outcomes are negative
96% of articles in the journal of occupational health psychology are on negative outcomes
, Shift or research Foci
- Positive is NOT just the absence of the negative
- An emphasis on strengths and potentials might prove more effective that the “fixing what is wrong”
approach
- Positive emotions and traits are essential in preventing problems, coping with problems, and recovery
from problems
- Positive perspectives enrich our lives and knowledge in addition to what we know about the negatives
What is POS?
- Positive psychology is the study of the conditions and processes that contribute to the flourishing or
optimal functioning of people, groups, and institutions ~ Haidt and Gable
- Positive organizational scholarship “focusses explicitly on the positive states and processes that arise
from, and result in, life-giving dynamics, optimal functioning, or enhanced capabilities or strengths.
There are three core aspects of a POS perspective:
1. A concern with flourishing
2. A focus on the development of strengths or capabilities
3. An emphasis on the generative, life-giving dynamics of organizing
= Positive psychology in organization setting
A new approach that emphasizes positive experiences, traits, and contexts that foster positivity
A balanced perspective between both positivity and negativity
Not a new theory and not a new framework
Positive Organizational Scholarship
Two worlds
POS in action
- Challenge of integrating an acquired company with a different culture while facing $70 million losses
per year
- Inherited “saving private Ryan” – culture from previous CEO
, - Instead: implementation of POS practices:
Positive energy networks to create a change team
Developing a reciprocity network among company employees
Articulating Everest goals
Fostering positive leadership in the senior team
Reflected best-self feedback
…
- Result: successful merger, improved financial performance, customer satisfaction, employee
engagement
Framework for POS
Vision and strengths of POS
Critiques of POS
- Numerous concepts
- Vague conceptualization
- Loose connections to relevant psychological
- Lousy measurements
- … (your podcasts)
Work engagement: a POS example
Work engagement is defined as a positive, fulfilling, work-related state of mind that is characterized by
vigor, dedication, and absorption
- Vigor – high levels of energy and mental resilience at work
- Dedication - a strong involvement in one’s work and experiences of significance, enthusiasm, and
challenge
- Absorption – a pleasant state of being fully concentrated and happily engrossed in one’s work
Engagement = flourishing workforce?
- Evidence on increasing productivity, profitability and customer ratings, as well as decreased turnover,
absenteeism, and safety incidents
1. Engaged employees vs. disengaged employees
2. Higher earning per share (EPS)
3. More experience of thriving and enjoyment
4. Less experiences of work stress
An alternative solution for talent shortage and aging workforces!
Lecture 1: Kick-off
Why bother?
Companies move to redefine “new normal”
- Purpose driven organizations
- Lifelong development and growth
- Personal wellbeing
- Flat organization
- Future leadership
- Redesign workplace
Employee well-being
Health check-ups
Work-life balance
Yoga, meditation
…
Learning & development
Better me + better you = better us
Discover your talents
Empowerment
…
Big companies are contributing to this
Meaningful work
Curiosity
Fun at workplace
Love what you do
…
What is this course about?
Some terms you will hear
Learning objectives
,An introduction to positive organizational scholarship (POS)
A brief history of POS
Humanistic vs. positive psychology
Positive psychologic movement
- Attempts to correct the overemphasis on weakness and pathology that has dominated psychology for
past ½ century (the disease model)
- Purpose: to define, understand scientifically, and help build fulfilling lives
Fix what’s wrong vs. build what’s strong
- Negative states outnumber positive state by 17:1
- Ill-health and unwell-being
92% of work outcomes are negative
96% of articles in the journal of occupational health psychology are on negative outcomes
, Shift or research Foci
- Positive is NOT just the absence of the negative
- An emphasis on strengths and potentials might prove more effective that the “fixing what is wrong”
approach
- Positive emotions and traits are essential in preventing problems, coping with problems, and recovery
from problems
- Positive perspectives enrich our lives and knowledge in addition to what we know about the negatives
What is POS?
- Positive psychology is the study of the conditions and processes that contribute to the flourishing or
optimal functioning of people, groups, and institutions ~ Haidt and Gable
- Positive organizational scholarship “focusses explicitly on the positive states and processes that arise
from, and result in, life-giving dynamics, optimal functioning, or enhanced capabilities or strengths.
There are three core aspects of a POS perspective:
1. A concern with flourishing
2. A focus on the development of strengths or capabilities
3. An emphasis on the generative, life-giving dynamics of organizing
= Positive psychology in organization setting
A new approach that emphasizes positive experiences, traits, and contexts that foster positivity
A balanced perspective between both positivity and negativity
Not a new theory and not a new framework
Positive Organizational Scholarship
Two worlds
POS in action
- Challenge of integrating an acquired company with a different culture while facing $70 million losses
per year
- Inherited “saving private Ryan” – culture from previous CEO
, - Instead: implementation of POS practices:
Positive energy networks to create a change team
Developing a reciprocity network among company employees
Articulating Everest goals
Fostering positive leadership in the senior team
Reflected best-self feedback
…
- Result: successful merger, improved financial performance, customer satisfaction, employee
engagement
Framework for POS
Vision and strengths of POS
Critiques of POS
- Numerous concepts
- Vague conceptualization
- Loose connections to relevant psychological
- Lousy measurements
- … (your podcasts)
Work engagement: a POS example
Work engagement is defined as a positive, fulfilling, work-related state of mind that is characterized by
vigor, dedication, and absorption
- Vigor – high levels of energy and mental resilience at work
- Dedication - a strong involvement in one’s work and experiences of significance, enthusiasm, and
challenge
- Absorption – a pleasant state of being fully concentrated and happily engrossed in one’s work
Engagement = flourishing workforce?
- Evidence on increasing productivity, profitability and customer ratings, as well as decreased turnover,
absenteeism, and safety incidents
1. Engaged employees vs. disengaged employees
2. Higher earning per share (EPS)
3. More experience of thriving and enjoyment
4. Less experiences of work stress
An alternative solution for talent shortage and aging workforces!
