Review of Positive Organizational Psychology Over Recent History Over the past decade, positive psychology has established itself as a sub-discipline of psychology due to its popularity among the common people. The founder, Martin Seligman, describes positive psychology as a science of positive experience, traits, and intuitions that promises to improve the quality of life and prevent the pathologies that occur when life is meaningless. What separates positive psychology with other disciplines of psychology is that it focuses on the positives of life such as things that offer hope, wisdom, creativity, courage, and spirituality. Seligman believes that with a solid foundation, positive psychology can make the world more perfect. One important
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They believe positive psychology provides a variety of ways that can improve the world of workplace. One particular area of studies, positive organizational behavior (POB), emerged and gathered a significant amount of attention over the past few years. Positive organization behavior (POB) is “the study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today’s workplace” (Donaldson 137). Through POB, psychologists are able to better understand some the concepts and applications of positive organizational psychology (POP). One of the key approaches of POP is strengths-based approach. According to Clifton and Harter, strength is defined as “the ability to provide consistent near-perfect performance in a given activity” (Donaldson 140). Some basic assumptions of the strength-based approach are that all people have strengths and organizations’ roles must play to these strengths. Psychologists believe that it is critical that organizations needs to focus on the employee’s strengths and foster their talents in order to help the organization …show more content…
Leadership styles in the workplace are very similar to parenting style at home. According to Baumrind, there are three core parenting styles: authoritative, authoritarian, and permissive. Authoritative styles are demanding but responsive. They are demanding but supportive as well, setting clear expectations and monitoring the conduct of the child. The goal of this parenting style is to ensure that the child is responsible, assertive, and self-regulated. Authoritarian parenting style is assertive but not responsive, expecting an obedient response at all times without any explanation. On the other hand, permissive parenting styles are not demanding but responsive. They tend to spoil the child with materials he or she want and avoid any potential confrontation by being lenient. Overall, studies show that in the long run, authoritative parenting styles produce the most well rounded children that are later more successful in life. Essentially, the same concepts can be applied to the workplace, where the supervisors and managers play the role of parents and employees play the role of children. As an authoritative manager, he or she must do the following five things: (1) set high expectation but make sure that those expectations are attainable, (2) assert discipline and constructive criticisms in a
They believe positive psychology provides a variety of ways that can improve the world of workplace. One particular area of studies, positive organizational behavior (POB), emerged and gathered a significant amount of attention over the past few years. Positive organization behavior (POB) is “the study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today’s workplace” (Donaldson 137). Through POB, psychologists are able to better understand some the concepts and applications of positive organizational psychology (POP). One of the key approaches of POP is strengths-based approach. According to Clifton and Harter, strength is defined as “the ability to provide consistent near-perfect performance in a given activity” (Donaldson 140). Some basic assumptions of the strength-based approach are that all people have strengths and organizations’ roles must play to these strengths. Psychologists believe that it is critical that organizations needs to focus on the employee’s strengths and foster their talents in order to help the organization …show more content…
Leadership styles in the workplace are very similar to parenting style at home. According to Baumrind, there are three core parenting styles: authoritative, authoritarian, and permissive. Authoritative styles are demanding but responsive. They are demanding but supportive as well, setting clear expectations and monitoring the conduct of the child. The goal of this parenting style is to ensure that the child is responsible, assertive, and self-regulated. Authoritarian parenting style is assertive but not responsive, expecting an obedient response at all times without any explanation. On the other hand, permissive parenting styles are not demanding but responsive. They tend to spoil the child with materials he or she want and avoid any potential confrontation by being lenient. Overall, studies show that in the long run, authoritative parenting styles produce the most well rounded children that are later more successful in life. Essentially, the same concepts can be applied to the workplace, where the supervisors and managers play the role of parents and employees play the role of children. As an authoritative manager, he or she must do the following five things: (1) set high expectation but make sure that those expectations are attainable, (2) assert discipline and constructive criticisms in a