Does positivity enhance work performance? Why, when, and what we don't know. Review of Article Introduction: SWB (subjective well-being) has been a burning question for the last few decades. This mainly thought to be a relationship of the positivity and work performance. SWB covers each and every aspect of human life but if needed can be studied in bits or smaller units. These units can have further subunits thus, the SWB ranges from lowest to highest rank of human life. It can measure individuals as well as community responses. The SWB favors the success of those workers who enjoy doing their jobs and love it. SWB shows that the excellence lies beneath hard work and interest. The concept is based on 7 mediators which help …show more content…
He is not distracted as he is focused. Studying 6000 adults for 15 years show that individuals with energy, contentment, and emotional stability are quite healthier than others. The healthy person is more attentive to his work and absenteeism is not something which will affect the persons work. Contentment accounts for less than 4% of variances in absenteeism. Regulation of one's own being is the use the mental and physical abilities in order to get a goal. People which are in jobs which demand creativity, more importantly, require the regulation, thus a person who can make use of his abilities for the well-being of the job is most effective in a position to get a new thing …show more content…
If the worker is at peace with the mind and is getting a handsome pay for his job and hard work, he will concentrate on his work and job more effectively. His devotion toward his job will increase ultimately and he will become more connected to his duties. He will perform more joyously. It's kind of natural phenomenon that when there is no tension about finance a person feels more comfortable and can perform well. Thus it is clear that not only the worker is responsible for the performance but also the environment of the workplace. The job must be a contented thing to do in order to get positive feedback. So in my view, this concept needs elaboration and more research to verify the needs of both employee and employer, for the society to make progress in a positive way under all
This type of article is an analysis of a professional issue in the psychology field. The article analyses the benefits of positive emotions to individual’s intellectual, social and physical health. The issue of the relationship between emotional health and the wellbeing of an individual is a psychological subject. The type of research in this research article is Correlational research. This is because it measures the relationship between two variables. In this article, the research seeks to establish the relationship between positive emotions and stable health. Positive emotions in this case are demonstrated by expressing gratitude and visualizing best possible selves.
Well-being is slowly being recognized as a subjective concept. While others may view an individual’s situation as less than ideal, that person may still be perfectly satisfied with their situation. Taking this into account, researchers focusing on subjective well-being realize that any circumstance may be interpreted differently, depending upon one’s own goals and current life stage (Encyclopedia of Applied Psychology, 2004). Goals and life stages are interwoven in that the current position one stands will have a dramatic effect on current or upcoming goals and aspirations. Happiness has been linked to having purpose and goals in life, along with healthy social relationships, feelings of security, and a lack of major stressors (Diener & Tov, 2012). These factors were found to be among some of the most important in subjective well-being across different countries and are closely aligned with what one may see on Maslow’s hierarchy of needs model. The stages in this model may be paralleled with the factors influencing the biopsychosocial model, which incorporates the impact of biology, one’s psychological frame of mind, and the social surroundings. Both Maslow’s hierarchical needs model and the biopsychosocial model act as an easy-to-understand framework for the health psychology field, as demonstrated through the factors most closely associated with happiness.
The Ryff Psychological Well-being scales focuses on self-acceptance, establishment of quality ties to others, a sense of autonomy in action and thought, the ability to manage complex environments to suit personal needs and values, the pursuit of meaningful goals and sense of purpose in life, and continued growth and development as a person (Seifert, 2005). The assessment consists of either 84 or 53 questions that reflect the six areas of psychological well-being (stated in previous sentence) (Seifert, 2005). The newest version has 42 questions or statements (Abbott, Ploubidis, Huppert, Kuh, Wadsworth, & Croudance, 2006). The statements are rated on a scale of 1 (strongly disagree) to 6 (strongly agree). The assessment is scored by comparing high scores to low scores on each subscale The assessment is valid and reliable due to the truth of the results. The assessment has been seen to show high internal consistency and test-retest reliability and convergent and discriminant validity (Ryff & Keyes, 1995). There are positive correlations with this study and their results. This means that their results are similar to other well-being scales. A limitation of the assessment is that it is a self-reported assessment and students may respond in ways that are socially desirable rather than honestly (Seifert,
Books, books, and more books have analyzed human misery. During its first century, psychology focused far more on negative emotions, such as depression and anxiety, than positive emotions, such as happiness and satisfaction. Even today, our texts say more about suffering than about joy. That is now changing. During the 1980sm the number of Psychological Abstract citations of "well-being," "happiness," and "life satisfaction" quintupled, to 780 articles annually. Social scientists, policy makers and laypeople express increasing interest in the conditions, traits, and attitudes that define quality of life.
Making employees happier is a good way to motivate them. But sometimes, high satisfaction do not related to high performance. When the satisfaction is too high which make people think what they get are not relate to their work, they will think they do not need to work hard.
Overall there is a need for well-being and this is not just to create long-lasting happiness, but also to strengthen one’s ability to cope through times of hardship. Although, researchers need to understand that it is important to realize the need for, more empiricism in well-being intervention studies. For instance, the methods used to measure well-being instruments like the SWBS is better for certain groups of people, compared to the SAI which needs more work on before it can be used in health care services (Brown, Johnson & Parrish, 2007).
The wellbeing of employees is now being ensured at workplaces. Performance evaluations and commitment of the employeescontribute to the larger chunk of responsible management at workplaces, which are both byproducts of wellbeing. Happiness and wellbeing are the key ingredients ensuring growth, productivity and positivity at a workplace. It is a fact that a happy employees performs better. More or less, it becomes essential to trace the contextual factors as to what contributes towards the happiness quotient of employees. The culture, diversity, hierarchy, leadership, pay, and appraisal etc.at the workplace are some of the factors contributing to wellbeing of the employees which have been linked and explored over the years globally. On the contrary, numerous researches have shown that interpersonal relationships play an equally important role in the affective component. Some of the key highlights of what the organizations are currently practicing to ensure at the wellbeing at workplace
Various meanings lapse over the word, conflicting and distorting the already, generalisation. For a large majority of individuals the definition of this sense of feeling is defined as a satisfying almost serenity-filled feeling. Though there is no determinant of social phenomenon that could claim the state of a person 's happiness, the possibilities mentioned correlate to one another. The mutual relationship between the three social phenomenon contributes to the influence of another’s happiness. There were significant characteristics to each of the conceptions in relation with happiness, however among the connection between these theories it is evident that psychological predetermined traits hold a greater percentage to the decisive emotional happiness state an individual would be “set-back” to. These ideas about the source of happiness coincide one another. Each determinant and theory plays a roll within the contribution to an individuals happiness. Consequently it is to be also acknowledged the extent to which social structure influences another persons actions and through that the extent at which the persons action would impact the social structure made up within that community. Contrasts between all three notions are striking. But while these contrasts are explainable to be the bonds within a development it seems discernible the differences being the significant binder. One theory predetermining psychological traits that contributes to an approximate 50%. On the other hand structural factors and human agency completely objectifying one
If part or all of the one’s salary is contingent on how well you actually perform your job, one will go the extra mile. The individual will attack his/her work with vigor and revel in the rewards. And...
Psychological or subjective well-being may be defined as one's emotional and cognitive evaluations of his or her life (Diener, Oishi, & Lucas, 2003). These evaluations include one's moods, emotional reactions to events, judgments about fulfillment and life satisfaction, and satisfaction with specific life domains. It also includes what lay people might refer to as happiness (Diener, Oishi, & Lucas, 2003). While people's reactions, judgments, and moods vary it is believed that subjective well-being is stable over time and that it is influenced by life events, personality characteristics (Diener, Oishi, & Lucas, 2003), personal goals and cultural values.
...n organisations of lack of job satisfaction and productivity amongst unmotivated employees, and related the problem to the risk of turnover. Conflict, absenteeism and stress were identified as major causes of loss of job satisfaction and productivity, potentially increasing the the loss of staff. The solution proposed was to implement additional training and performance pay. It was argued that training in the workplace improves an employee’s sense of worth and self-esteem, by increasing their skills and thus contribution to work efforts. This raises productivity, and in addition improves job satisfaction. Performance pay was advocated as a means of developing the organisation to support motivated and capable employees. Self-disciplined workers would receive recognition for output, improving job satisfaction; as well as financial incentive, keeping productivity high.
In this regard, Ahmad et al (2013) states that job satisfaction could result in improved productivity, innovation anddedication to maintaining quality of service given to clients. Employees are more likely tooperate most effectively when their needs are satisfied (Bekele and Darshan, 2011). Theproductivity of employees is likely to increase, which in turn result in effective achievement ofgoals of an organization (Stone & Pattern, 2005 in Bekele &Darshan, 2011). Moreover,satisfied employees are more likely to absent less, stay at work longer, and show less job stress.Arzi&Farahbod (2014) added by saying that satisfied employees are more likely to feel senseof accountability, be committed and stay long in an organization. Job satisfaction leads to goalachievement. It also helps employees tackle obstacles that may be faced while working in anorganization(Goffee & Jones, 2007). Organizations want their employees to become satisfied in order for theemployees to become productive (Sattar, Nawaz & Khan, 2012). Furthermore, job satisfactionimposes much impact on general life of an individual employee. As being happy is the right ofhuman being, employees must be happy. Thus, “highly satisfied worker has better physical andmentalwellbeing” (Chahal, Chahal, Chowdhary, &Chahal, 2013; Rajasekar&Bhuvaneswari,2014; Garg & Kaushik, 2013; Latif, Ahmad, Qasim, Mushtaq, Ferdoos&Naeem, 2013; Singh& Jain, 2013; Naseem, Ejaz&
It is important that employees do not fear for their jobs, are stressed of their tasks and their deadlines, etc. Employee happiness should be one of the most important topics for any organizations. If they are happy, they are more likely to focus on their own tasks, work hard, and create a good environment. If they are stressed they are more likely to make mistakes and influence the environment
This study aims to increase understanding of factors that influence employees’ reactions in the workplace. The relationship between conflict among employees, the perception of organizational politics, conflict or ambiguity of workplace roles and several other work outcomes was explored by studying 11 research articles to investigate individual and organizational effects of workplace attitudes and behaviors. Employees need to work together toward common goals in order for an organization to function well but there are many roadblocks hindering the process. Results demonstrated a clear relationship between stressors and behaviors.
Performance is defined as a role of individual ability, skills and effort in a given situation. Performance depends on an individual’s perception, values and attitudes. Job performance is an accomplishment of the specific work related tasks or skills by an employee. Besides, employee behaviour is also necessary for an organization to be smooth, cooperate and communicate well in the organization to achieve gaols. There is some reciprocal relationship between job satisfaction and job performance. Satisfaction can cause performance, performance can cause satisfaction and rewards affect both performance and satisfaction. If employees are satisfied and committed to their job, they are more willing to take additional responsibilities without increasing their salaries. Then, their levels of commitments are high and they are more enjoyable in their work place. When employees are happy, they are more probably to have a positive attitude on life and more enthusiastic and productive. Otherwise, if employees are dissatisfied on their job, they are demotivated and they are not participating in any organizational activities, means lack of commitment.