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Building Healthy Organizations for Optimal Performance > Enhancing Individuals Strengths > Flashcards

Enhancing Individuals Strengths Flashcards

1
Q

What does the positive psychologic movement attempt to correct?

A

The positive psychologic movement attempts to correct the overemphasis on weakness and pathology that has dominated psychology for the past 60 years.

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2
Q

What does positive psychology function as?

A

It functions as an umbrella terms for the study of positive states/emotions and positive character traits.

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3
Q

What does the purpose of positive psychology?

A

The purpose is to define, understand scientifically and help build fulfilling lives.

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4
Q

What does humanistic psychology?

A

Humanistic psychology almost exclusively focused on individual.

  • Basic needs must be satisfied before all else => “self-actualization”.
  • More theoretical & descriptive.
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5
Q

What does positive psychology focus on?

A

It has a strong focus on interrelationships.

  • People in impoverished situations may flourish.
  • Grounded in empirical research- more practical in nature.
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6
Q

What does negative traditional psychology?

A 
It alleviates:
1. Debilitating symptoms
2. Negative emotions (F.A.D.)
3. Maladaptive character traits
(Control & prevent)
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7
Q

What does positive psychology entail?

A 
It fosters:
1. Positive emotions 
2. Strengths/virtues
3. Optimal functioning and well-being
(Empower and facilitate)
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8
Q

What are positive beliefs?

A

It is an emphasis on strengths and potentials might prove more effective than the “fixing what is wrong” approach.

  1. Positive is NOT just the absence of the negative; they both can exist. Actually, you need the negative to determine what is the positive…and to achieve ‘balance’.
  2. Positive emotions and traits are essential in preventing problems, coping with problems, and recovery from problems; in short, the entire spectrum.
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9
Q

What was the shift of research foci?

A

The outcomes were mostly negative, outnumbering positive states 17:1.

  • Ill-health and unwell-being were frequent outcomes.
  • 92% of the work outcomes are negative.
  • 96% of the articles in the Journal of Occupational Health Psychology are on negative outcomes.
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10
Q

What is the application of positive psychology in management science: POB & POS?

A
  1. Positive Organizational Behaviour (POB): Individual-level psychological state-like characteristics and human strengths that influence employee performance- psychological capital (HORS). Application-oriented.
  2. Positive organizational scholarship (POS): Organizational-level oriented, procedural, trait-like qualities, and its promotive roles on positivity at workplace- enhancing organizational effectiveness/survival.
    Application oriented.
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11
Q

What are the visions of positive organizations?

A
  1. Prosperous/’healthy’ individuals:
    - Inner strengths and virtues
    - Energizing relationships
    - Self-development
  2. Virtuous organizations:
    - Purpose
    - Safety
    - Fairness
    - Humanity
    - Dignity
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12
Q

What are positive strengths?

A

For individuals- well-being at work:

  • Hedonic vs. eudaimonic happiness
  • Health benefits
  • Well-being at work vs. life well-being (career, social, financial, physical, and communal well-being)

For business and management- positive business values

  • Engagement
  • reduced burnout and turnover
  • Creativity
  • Business outputs
  • Public images
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13
Q

Positive organizations: A framework/classification.

A
  1. Enduring positive traits (character strengths: talent, wisdom, courage, love, inquisitiveness)
  2. State-like capacities (happiness, vitality, well-being, positive emotions)
  3. Positive behaviours (“positive deviance’: social interactions, organizational citizenship behaviours)
  4. Virtues and values of macro entities (Teams, communities, institutions, societies, countries).
    - -> Content of well-being may vary across cultures.
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14
Q

Why does positive organizations face to criticism?

A
  1. Numerous (too many) concepts
  2. Vague conceptualizations
  3. (Too) loose connections to relevant psychological or OB theories.
  4. Lousy measurements
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15
Q

What are the 2 mindsets (or approaches) of knowing ourselves?

A
  1. Strength-based mindset
    - Building capacity
    - Realising potential
    - Nurturing competence
    - Studying what is right with people.
  2. Deficit-based mindset
    - Identifying defects
    - Repairing problems
    - Healing wounds
    - Studying what is wrong with people.
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16
Q

What are virtues?

A
  1. Core characteristics valued by moral philosophy and religion.
  2. Universal
  3. Survival values
  4. Consistent and habitual
  5. All needed to be an individual of good character.
  6. Virtues lead to a good life.
17
Q

What are the 6 universal virtues?

A
  1. Wisdom and knowledge
  2. Courage
  3. Love and humanity
  4. Justice
  5. Temperance
  6. Transcendance
18
Q

What are you route to virtues?

A

Each virtue can be realized via different ways.

  1. Nature: talents, giftedness, genes (e.g. inner strengths)
  2. Nurture: character strengths, moral values, behavioural patterns, habits.
  • -> Character strengths: voluntarily acquired (cultivable) and needs efforts.
  • -> Talents: relatively automatic (inborn) and gifted.
19
Q

What are the character strengths of nurture?

A
  1. Definition: Characters strengths are positive traits reflected in thoughts, feelings, and behaviours, by which we can achieve the virtues.
  2. Function: achieve virtues and fulfilment, thrive in the midst of hardship.
  3. Possession: each individual may have only 1 or 2 strengths within a virtue. (Each individual possesses certain strengths that he/she is most assured of- SIGNATURE STRENGTHS.
  4. Expression: Rarely display them all, express to different degrees.
20
Q

What are the characteristics of character strengths?

A
  1. Each character strength is valued in almost EVERY culture and period of time.
  2. Each character strength is valued in its own right, not just as a means to other ends.
  3. Each character strength is malleable. “I can learn a particular strength and get better at it.”
21
Q

What are the signature (character) strengths?

A

Individuals always have ‘top’ strengths and ‘bottom’ strengths.

  • Top strengths that best describe you are also called “Signature strengths’.
  • Authentic happiness is increased when people their top 5 strengths in their work, love, play and in their services towards others’ LIVES.
22
Q

How do you display signature strengths?

A
  1. A sense of ownership and authenticity (this is the real me).
  2. A rapid learning curve as the strength is first practiced.
  3. A feeling of inevitability in using it (when the opportunity arises).
  4. Feeling energized rather than exhausted when using it (personal well-being).
  5. Create and pursue personal projects that revolve around it (no external pressure).
  6. Joy, zest, and enthusiasm while using it.
  7. Joyful response from others when expressing it (societal well-being).
  8. Mourn, disoriented, alienated when losing it.
23
Q

Where to apply signature strengths in business practice?

A
  1. Boost employees’ happiness at work
  2. Recruitment and promotion
  3. Leadership
  4. Handle interpersonal conflicts
  5. Teamwork
24
Q

What are the tools to diagnose character strengths?

A

In practice, there are several approaches to reveal individual strengths.

  • They differ in roots, development, emphases, and measures.
  • Values in action (VIA) inventory that stands across culture, time, and industries (Peterson & Seligman, 2004)
  • Strengths finder: strengths
  • MBTI personality: personality
25
Q

What is the tool: VALUES IN ACTION (INVENTORY OF STRENGTHS)?

A
  1. Creators: Chris Peterson, Martin Seligman
  2. Purpose & Orientation: Find inner strength(s) for self- development and self-fulfillment.
    - Universal Path to Virtues.
  3. Domains: Home, Work, Social
  4. Key questions: What is best about who you a
    . Layout: 240 statements about 24 strengths that reflect 6 virtues
  5. Sources:
     Root in Greek philosophy of character and virtues
     Gallup’s “Wellsprings” project
     Research on specific virtues in positive psychology movement (e.g., gratitude)
     Sponsored by the Mayerson Foundation
  6. Practice tool: Values In Action (VIA)
26
Q

What are THE 24 CHARACTER STRENGTHS * (SHOWN BY 6 VIRTUES)?

A 
1. Wisdom and Knowledge  Curiosity/interest
Love of learning
 Judgment
 Creativity 
 Perspective
2. Courage
Valor
 Persistence
 Integrity
 Zest/enthusiasm
3. Temperance
 Forgiveness/mercy 
 Modesty/humility 
 Prudence/caution 
 Self-regulation
  1. Justice
     Citizenship
     Fairness/equity
     Leadership
  2. Love
     Love/intimacy
     Kindness
    Social/Emotional Intelligence
6. Transcendence Appreciation of beauty 
 Gratitude
 Hope/optimism
 Playfulness/humor
 Spirituality
27
Q

What is the TOOL: CLIFTON STRENGTHS FINDER (CSF)?

A
  1. Inventors: Gallup Strengths Center
  2. Source: years of experience using strengths- oriented interviews to match people to jobs
  3. Layouts: paired questions on 34 “strengths”
  4. Charged
  5. Items asked in pairs
28
Q

What is the TOOL: THE MYERS BRIGGS MBTI?

A
  1. Pioneering test in positive psychology
  2. Suddenly became popular (tipped) in the 1970’s
  3. Norms available by category for proportion of people in different jobs (but not their happiness in the job).
  4. Variant free versions on web.
    - Attitudes, functions, lifestyle preference.
29
Q

What are the things that are not strength?

A
  1. Not based on a “deficit mindset”
  2. Not a static portrait to stroke your ego.
  3. Not an invitation to ignore your weaknesses.
  4. Not an abstract catalog of strengths
  5. Not a purely individual phenomenon.
  6. Not the same for everyone.
30
Q

What is feedback?

A
  • -> Valence of feedback:
  • Strength-only (appreciative)
  • Strength and improvement-oriented (challenging)
  • -> Source(s) of feedback (360-degree feedback)
  • Professional (e.g. teachers, coaches, bosses)
  • Personal (e.g. teachers and family)
  • Self (self-reflection)
31
Q

Why are feedbacks important?

A
  1. Ubiquitous social environment; social phenomenon.
  2. Inaccurate and incomprehensive self-judgement
  3. Social environment retains and alters our self-understanding.
    - -> Can also create jolt (developmental) experiences that lead to self-improvement.
32
Q

What is jolt?

A
  • Jolt: discrepant events that cause one to pause the daily routines (automatic processing model) and reflect about self.
  • -> Jolts entail developmental experiences.
  • -> Might be in either negative or positive tone.
33
Q

What are DEVELOPMENTAL EXPERIENCES?

A

–> Developmental experiences:
- Practices of self-reflection over strengths.
- Feedbacks from others
- Plus applying personal strength.
–> Create developmental resources that could potentially promote self- improvement/-construction.
(See the model on slide 49, 50)

34
Q

What are the developmental resources?

A

Psychological resources are generative for self-development (Spreitzer, et al., 2009):
1. Emotional
 WHAT: Psychological affective states, such as joy, interest, hope, and gratitude (Hobfoll, 1989)
 WHY: Facilitate openness to new ideas and new courses of action that are adaptive in times of change
(Fredrickson, 2001)
2. Agentic
 WHAT: Beliefs about one’s capacity to exercise control over events that affect one’s life (Bandura, 1982)
 WHY: Determinate motivation and action to grow and develop (Bandura, 1997; Bass, 1990)

  1. Relational
     WHAT: Qualities of interpersonal relationships that connects one with others (Baumeister & Leary, 1995)
     WHY: Embody trust and psychological safety that facilitate risk-taking and self-development.
35
Q

HOW TO APPLY DEVELOPMENTAL RESOURCES IN HR PRACTICE?

A
  1. Encourage self-reflection among employees (agentic resources)
  2. Performance appraisal:
     How to evaluate 360-feedback.
     Necessity to focus on both strengths and improvements.
  3. Feedbacks that evoke self-reflection
     Reflected-best self-exercise.
  4. Regular check on visions and progress
36
Q

What are the main messages?

A
  1. 6 virtues and 24 strengths are universal, cross-cultural.
  2. Each individual has signature strengths that characterize him or her from others.
  3. Three tools can be used to diagnose character strengths: MBTI offers general understanding, VIA and Strength finders provide more human-oriented and work-related understandings.
  4. Social environment and feedbacks shape our self-understandings
  5. We all nurture from feedbacks from social environment, and can flourish from jolts that
  6. Multi-source feedback does bring more developmental resources from emotion, agentic, to relational. 360-feedback should be encouraged.
  7. Constructive (suggesting on improvement) does not necessary work better than affirmative (commenting on strengths).
  8. The key in leverage feedbacks is to your own self-reflection.
    evoke self-reflections and direct self-development

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