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positive psychology
focuses on the study of human strengths, well-being, and optimal functioning
pathology
idea that you are suffering from an illness
positive emotions (PERMA)
experiencing joy, gratitude, and contentment
engagement (PERMA)
being deeply involved in activities (flow)
relationships (PERMA)
positive, meaningful social connections
meaning (PERMA)
finding purpose in life and work
accomplishment (PERMA)
pursuing success and mastery
flow theory
a state of complete immersion and engagement in activities
clear goals (flow theory)
knowing what to achieve
immediate feedback (flow theory)
knowing how well you’re doing
balance between challenge and skill (flow theory)
tasks that match abilities without causing boredom or anxiety
traditional psychology
focus is on diagnosing and treating mental illness
workplace wellbeing
positive psychology principles applied to the workplace can enhance employee satisfaction, performance, and retention
positive organizational behavior
encouraging positive traits like resilience, optimins, and self-efficacy in employees
positive organizational scholarship
study of positive outcomes, processes, and attributes of organizations
positive leadership
leaders who model optimism, gratitude, and resilience can influence the overall culture
psychological safety
employees feel safe to express themselves and take risks
autonomy
freedom to make decisions and have control over one's work
recognition
acknowledging and rewarding achievements
psychological capital
an individual's positive psychological state of development
hope
setting and achieving goals
efficacy
confidence in one’s abilities
resilience
bouncing back from adversity
optimism
expecting positive outcomes
resistance to change
employees and leaders may resist new practices
measurement of outcomes
difficulty in quantifying well-being and positive outcomes
sustainability
maintaining positive practices over time requires commitment
personality
the unique traits, behaviors, and characteristic that individuals exhibit in a work environment
openness to experience
creativity and willingness to try new things
conscientiousness
organization, dependability, and work ethic
extraversion
sociability and assertiveness
agreeableness
cooperation and kindness
neuroticism
tendency to experience negative emotions, such as anxiety, anger, fear, and sadness
motivation
the internal drive that influences behavior and performance
intrinsic motivation
driven by personal satisfaction and enjoyment of the task
extrinsic motivation
based on external reward like salary, bonuses, or promotions
maslow’s hierarchy of needs
people are motivated by the desire to satisfy certain needs based on internal factors, progressing from basic to more advanced needs
herzberg’s two factor theory
motivation comes from both hygiene factors (which prevent dissatisfaction) and motivators (which drive satisfaction)
hygiene factors
factors such as salary, company policies, working conditions, and job security that, when inadequate, cause dissatisfaction
motivators
factors like recognition, achievement, responsibility, and growth opportunities that encourage job satisfaction and higher performance
vroom’s expectancy theory
suggests that individuals are motivated when they believe their efforts will lead to desired outcomes
expectancy
belief that effort will lead to performance
instrumentality
belief that performance will lead to rewards
valence
value of the reward to the individual
equity theory
explains motivation in terms of fairness in work input and output
fairness
employees compare their input/output ratio with others (ex// efforts v rewards)
goal setting theory
posits that setting specific and challenging goals leads to better performance
smart goals
specific, measurable, achievable, relevant, time bound
emotional intelligence
the ability to recognize, understand, manage, and influence emotions in oneself and others
self awareness
knowing one’s emotions and their impact
self regulation
managing one’s emotional responses
motivation
using emotions to fuel productive actions
empathy
understanding the emotions of others
social skills
managing relationships to move people in desired directions
emotional competence inventory (ECI)
developed by Goleman and Boyatzis, assesses key EI competencies
Mayer-Salovey-Caruso Emotional Intelligence Test
measures emotional perception, understanding, and management
training programs
workshops focused on emotional self-awareness, empathy, and social skills
coaching
personalized guidance to help individuals recognize and manage their emotions effectively
feedback mechanisms
360 degree feedback to identify areas for EI growth
overconfidence bias
overestimating one’s ability to predict outcomes
anchoring bias
relying too heavily on initial information
confirmation bias
seeking information that supports pre existing beliefs
heuristics
mental shortcuts used to simplify complex decisions
nudging
subtly alter decision environments to guide choices without restricting options
intuition
subconscious recognition of patterns and cues
reflective practices
journaling and analyzing past decisions
experiential learning
gaining exposure to varied scenarios
mindfulness
staying present to detect subtle cues
ego
overconfidence in gut feelings
groupthink
social dynamics suppressing dissenting views
emotional interference
allowing personal feelings to cloud judgment
