Personality And Happiness: Seligman's Theory Of Balanced Life

Dora Scholarios; Abigail Marks (2004) examined the impact of employer flexibility to work life issues and impact of negative spillover from work to personal life on attitude of software developers. Data was collected from two Scotland software companies- Beta and Omega with 245 sample size. Employer flexibility was identified in three forms- supervisor support, time flexibility and organizational support for career progression. Other variables were organizational commitment, extrinsic satisfaction and intention to remain with the organization. Results showed that all three aspects of employer flexibility and negative work life spillover were associated with trust in the organization. Study results suggest that even within this industry, where …show more content…
Joseph (2007) examined the theory of authentic happiness propounded by Seligman in 2002 that argued that authentic happiness is derived from three major sets of experiences in life mainly the pleasant life, engagement life and meaning life. The pleasant life means happiness comes from body pleasures. Engaged life means people get happiness when experience desire fulfilment through engagement. Meaningful life means people gets happiness of a human life when achievers certain thing i.e. career growth, friendship, freedom from disease or pain, material comfort etc. This study argued that Seligman’s theory of authentic happiness missed another important aspect of happiness that is “Balanced life” along with above three. This study developed the foundation for a theory of ‘balanced life’. Because according to researcher, balance in life contributes to authentic happiness, subjective well- being and life …show more content…
It can be defined as ability to do work at any location other them conventional workplace aided by computers and other devices. Studies in U.S.A and E.U have been shown that percentage of teleworkers is rapidly increasing in all developed countries and gaining popularity across the world. Further author has told us about classification of teleworking as individual & collective from and advantage about-positive quality of work life, cost savings, productivity improvement, organisation flexibility, employee retention, better customer service etc., and challinges that is faced by teleworkers and management both. Implementation of WLB, require support from top management, careful intimal planning, clearly defined roles & responsibilities. Factors should be considered while selecting the teleworkers are- enthusiasm, self-motivation familiarity with content & producers of job and ability to do work independently. With rapid increase in number of teleworkers , reflecting its widespread acceptability. It must be understood that teleworking is an alternative and not a substitute for work carried out in traditional business