Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
SlideShare a Scribd company logo

Applying positive psychology at work

•
•
Gabriel Benavente
Gabriel Benavente

This document discusses developing people skills, or being "people smart", in the workplace. It outlines several competencies of people who are people smart, such as understanding others, resolving conflicts, and being a team player. Developing these skills can lead to benefits like being appreciated, respected and trusted. The document then provides models for setting goals, understanding personality and needs, and resolving conflicts through a 7-step process. Overall, it emphasizes the importance of interpersonal skills for career success.

Related slideshows

Life skills - soft skills
Life skills - soft skillsLife skills - soft skills
Life skills - soft skills
 
positive thinking and EQ
positive thinking and EQpositive thinking and EQ
positive thinking and EQ
 
Emotional intelligence
Emotional intelligenceEmotional intelligence
Emotional intelligence
 
1 of 40
Applying Positive Psychology At Work“Individually, we are one drop. Together, we are an ocean” – Ryunosuke Satoro
People SmartAll professions require some sort of social interaction, it is important to be people smart.Developing core signatures and strengths help us become people smartIQ is not the only form of intelligenceIntrapersonal and interpersonal intelligences define how self-aware we are and how we connect with others effectively
Competencies Of People Who Are People SmartUnderstanding peopleExpressing Yourself ClearlyAsserting Your NeedsExchanging Feedback
Competencies Of People Who Are People Smart Cont.Influencing OthersResolving ConflictBeing a Team PlayerShifting Gears
Benefits Of Developing People Smart CompetenciesBeing appreciatedBeing UnderstoodBeing RespectedBeing EnlightenedBeing ValuedBeing TrustedBeing PrizedRenewing Relationships
Setting Desired OutcomesHave a Vision, know that you can do it and train your mind to do so.Understand your goal, do appropriate research.Research shows that people who have clear and organized goals tend to be more successful.Understand both long-term and short-term goalsKeep a journal or any place to write your goals.
PersonalityCharacteristic patterns and behaviors which include our thoughts and emotions.Generally constantGives us originality, we all have different sets of traits and quirks.One can self-evaluate themselves or introspect to figure out how they view their personality.Popular tests to determine personality include the MBTI, which groups you with other individuals who might be similar to you.http://www.youtube.com/watch?v=OyrDH5Z0tCU&feature=relatedhttp://www.youtube.com/watch?v=LBRCWAn4QKU&feature=relmfu
For your interest….This tests are a simulation of what psychologists use to evaluate personality:http://similarminds.com/jung.htmlThis test measures multiple intelligences:http://literacyworks.org/mi/assessment/findyourstrengths.html
Keeping BalanceQuestion not only how you see your personality but how others perceive you.Ask friends for feedback.Know your personality and your strengths and weaknesses.Personality can be constant, but one can adapt to different situations. Try to balance out yourself.
How Personal Needs Drive BehaviorUnderstanding your needs is another important key to behaving in ways that move you closer to achieving your goals.
David McClelland described and explained what drives people to behave in certain patterns. 3 descriptions:Affiliation: to be in social settings, connected to other peopleEx: Always needing company, being involved socially all the time with others. Need for achievementEx: Overachieving, accomplishing tasks. Striving to be the best you can be. Need for powerEx: Being in charge, being able to delegate.
Maslow’s Hierarchy of NeedsDeveloped by Abraham Maslow
It is usually depicted in the form of a pyramid. Each level presumes the lower level. Needs in the lower levels need to be satisfied before advancing upward.
Used in professional settings such as nursing to promote nurses with prioritization skills.Needs and MotivationNeeds can motivate our behaviors.Ex: Eating breakfast before an exam can increase performance.Ex: Failing to use the restroom to urinate before a presentation or an important long exam can create major distractions thus decreasing performance.
Needs and motivation cont.A person just does not become motivated, there needs to be a convincing need involved.
Power of advertisement. Not intended to make customers buy their product but intended to convince customers that they need the product such as TV, IPods thus making them buy.
Old TV vs. Flat screen
If we are convinced that a specific lifestyle or occupation is what we need then we will behave in ways to make it happen.CycleAwareness of our need pattern that is convincing us to make changes in our priorities. Viewing goals as necessary leads to commitmentEx: Maybe I will work out today vs. I am going to work out today!Make sure goals are realistic whether they are short term or long term goals
Overcome the obstacle
Achieve your goals and feel proud.Understanding Others Your career success hinges on you being able to understand and interact effectively with other people.Research on ratings of top performers consistently ranks interpersonal skills, emotional intelligence, and political skills as being more important than mental ability or intelligence. Which means that no matter how traditionally smart you are, it’s your people smarts that matters most when achieving excellence in your performance ratings.Awareness stands as a foundation upon which to built skills for self-management and skills for connecting effectively with the other people in your work environment.
Group GoalsJust as understanding how your own goals direct your behavior, you can gain a sense of how the goals of group members at work influences their behavior. That allows us to think and choose approaches that are more effective in dealing with that specific person. For example, in working with a person who has “dominance” as part of their personality, when making suggestions for change at work, you might make a special effort to express your suggestion in a way that doesn’t threaten that person’s perceived authority.If we work consciously at being a better observer of behavior, both verbal and non-verbal, this can help us develop expertise in “psyching” out people in our work environment.
Social and Cultural ConventionsIf we are to understand behavior exchanges we must be aware of the influences of culture, ethnicity, age, gender and other social or cultural aspects that shape our behavior and that of others.The increasing diversity of the workplace and global interdependence challenges us to expend our knowledge in this area, to the extent that we recognize the context from which a person comes, we can appreciate their differences from ourselves rather than being threatened by them.These skills and attitudes are also part of what makes us a global citizen, and promotes awareness of and empathy for others.
triggers of positive and negative behaviors in othersIdentify triggers that might annoy or tick co- workers off
Being aware of what makes others tick+contributes to their positive thoughts       +positive feelings
Using Your Strengths As You Develop In The WorkplaceClifton Hodges came up with a 3-step process on how to build strength in the workplace:Identify dominant themes of talentDiscover specific talentsRefine them with knowledge and skillOptimal Functioning:Are those who have identified their talents and have integrated them into their frames.
Synaptic ConnectionsThe brain organizes itself by strengthening connections that are used often.In contrast, it diminishes connections that do not interact over time. Harry Chugani- “roads with the most traffic get widened. The ones rarely use fall into disrepair “
How to resolve conflict-A model for conflict resolution.Acknowledge/Identify the problem or conflict to yourself.Agree on a date and a procedure.Describe your problem and your needs.Seriously consider the other party’s point of view.Explore possible solutions.Evaluate and negotiate.Enact the solution and follow-up.
A Model for Conflict Resolution Is a format designed to be used in situations such as business deals, conflicts or meditation situations.
It is important not to skip any of the steps because they could all build up one another. For example a building without a foundation, you cannot have a fourth floor without having a third.Step 1: Acknowledge/Identify the problem or conflict to yourself.Step 2: Agree on a Date and Procedure.Do not run away or avoid conflict with a premature resolution.Admit there is a problem and recognize that a conflict is unavoidable.Is important to know how to handle and recognize the problem that is causing the conflict belongs to you. (it doesn’t mean that is your fault or you are to be blamed, but to know it is your problem because it vases discontent for you.It is important to set aside a time beforehand to deal with the issues.Request a meeting time to be set up mutually agreeable.Decide appropriate place were meeting should take place.If more than two parties are involved in the dispute, agree beforehand and who can and should be included in the meeting.
Step 3: Describe your problems and your needs.Step 4: Seriously consider the other party’s point of view.Stating your position and your needs clearly and forthrightly.Define the conflict in terms of a mutual problem to be solved, building on the notion of shared interests.Manage your emotions appropriately.Once you have presented your position, check whether the other party has understood what you said and meant.Do your best to step into the shoes of the other party so that you can see the situation or conflict from their eyes.Give the opportunity to clarify their position on issues or correct any misunderstanding you may have developed about where they stand and why.
Step 5: Explore possible solutions.Step 6: Evaluate and Negotiate.Adopt the attitude that there may be more than one solution that its mutually satisfying.Consider the ways you could soften aspects of your position that are not critical to you in order to make your proposal more portable to the other party.Practice Brainstorming.Set a reasonable deadline that is agreeable to all parties involved.Evaluate each opinion. Some will be easy to identify as unworkable or unrealistic and quickly discarded.Choose solutions that are potentially acceptable to each side.
Step 6: Evaluate and Negotiate.It is time to “present yesable” proposal which is an aspect of your position that, if stated as a direct question it would be easy for the other side to answer yes.If you sense that the other party is in an agreeable frame of mind, this is the time to present a “yesable proposal”, for the other side to answer yes.If not, then you need to negotiate and compromise.
Step 7: Enact the solution and follow-up.Develop a plan regarding what is to be done, when, where, and who is responsible for what.The information should be in written agreement.It is helpful to begin implementing the plan as soon as possible to avoid the resistance or suspicious that delays could arouse.Until you have enacted the plan and given it some time to see how is working, you cannot reasonably evaluate whether the solution has worked.After a reasonable amount of time has passed to test the viability of the solution, have another meeting and discuss the results of the follow-up evaluation. If there are difficulties just adjust or modify the plan. If it is a total disaster you may need to scrap it and start from scratch.http://goanimate.com/movie/0Ei_eUwxqnAg?utm_source=linkshare&uid=0dNEidmT6gQs
Substance AbuseAlcohol and drugsPeople depend on them to take away the stress of other thingsThey may take too much, which will then begin affecting their work and social life.
Lack of AdvancementThis generally happens when one thinks he or she’s accomplishments are not being noticed.Mentors are usually the best solution for the above problem.
Burnout/Difficult PeopleA burnout is usually caused by someone having too much pressure and not enough support. Ex. Workaholics and Perfectionists. There are many difficult people in the world, always try to keep your cool.
Sexual HarassmentUnwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when this conduct negatively affects you in your work environmentQuid pro quo – Getting something for giving somethingHostile environment – Another worker engages in negative sex based behavior to make the workplace seem intimidating or hostile
Protecting Yourself From Sexual Harassment1. Know the company’s policy2. Confront the individual3. Document such events4. If behavior persists, speak to someone in authority5. Keep records of your work6. Seek help from an attorney if your company isn’t doing enough7. Keep your spirits high
DiscriminationRace – Discrimination between distinct population groupsColor ReligionAge – usually against older employeesNearly 1-in-3 workers will be over 50 by the year 2012Disability National Origin – Ancestors, or country of originSex Reprisal – Disciplinary action for raising an allegation of discrimination.If you experience discrimination, go to human resources
EnjoymentBe aware of these problems and issuesFocus on strategies to prevent or deal with them to have a positive workplace experienceHaving positive emotions and fulfillment in our workweek is critical

More Related Content

Applying positive psychology at work

  • 1. Applying Positive Psychology At Work“Individually, we are one drop. Together, we are an ocean” – Ryunosuke Satoro
  • 2. People SmartAll professions require some sort of social interaction, it is important to be people smart.Developing core signatures and strengths help us become people smartIQ is not the only form of intelligenceIntrapersonal and interpersonal intelligences define how self-aware we are and how we connect with others effectively
  • 3. Competencies Of People Who Are People SmartUnderstanding peopleExpressing Yourself ClearlyAsserting Your NeedsExchanging Feedback
  • 4. Competencies Of People Who Are People Smart Cont.Influencing OthersResolving ConflictBeing a Team PlayerShifting Gears
  • 5. Benefits Of Developing People Smart CompetenciesBeing appreciatedBeing UnderstoodBeing RespectedBeing EnlightenedBeing ValuedBeing TrustedBeing PrizedRenewing Relationships
  • 6. Setting Desired OutcomesHave a Vision, know that you can do it and train your mind to do so.Understand your goal, do appropriate research.Research shows that people who have clear and organized goals tend to be more successful.Understand both long-term and short-term goalsKeep a journal or any place to write your goals.
  • 7. PersonalityCharacteristic patterns and behaviors which include our thoughts and emotions.Generally constantGives us originality, we all have different sets of traits and quirks.One can self-evaluate themselves or introspect to figure out how they view their personality.Popular tests to determine personality include the MBTI, which groups you with other individuals who might be similar to you.http://www.youtube.com/watch?v=OyrDH5Z0tCU&feature=relatedhttp://www.youtube.com/watch?v=LBRCWAn4QKU&feature=relmfu
  • 8. For your interest….This tests are a simulation of what psychologists use to evaluate personality:http://similarminds.com/jung.htmlThis test measures multiple intelligences:http://literacyworks.org/mi/assessment/findyourstrengths.html
  • 9. Keeping BalanceQuestion not only how you see your personality but how others perceive you.Ask friends for feedback.Know your personality and your strengths and weaknesses.Personality can be constant, but one can adapt to different situations. Try to balance out yourself.
  • 10. How Personal Needs Drive BehaviorUnderstanding your needs is another important key to behaving in ways that move you closer to achieving your goals.
  • 11. David McClelland described and explained what drives people to behave in certain patterns. 3 descriptions:Affiliation: to be in social settings, connected to other peopleEx: Always needing company, being involved socially all the time with others. Need for achievementEx: Overachieving, accomplishing tasks. Striving to be the best you can be. Need for powerEx: Being in charge, being able to delegate.
  • 12. Maslow’s Hierarchy of NeedsDeveloped by Abraham Maslow
  • 13. It is usually depicted in the form of a pyramid. Each level presumes the lower level. Needs in the lower levels need to be satisfied before advancing upward.
  • 14. Used in professional settings such as nursing to promote nurses with prioritization skills.Needs and MotivationNeeds can motivate our behaviors.Ex: Eating breakfast before an exam can increase performance.Ex: Failing to use the restroom to urinate before a presentation or an important long exam can create major distractions thus decreasing performance.
  • 15. Needs and motivation cont.A person just does not become motivated, there needs to be a convincing need involved.
  • 16. Power of advertisement. Not intended to make customers buy their product but intended to convince customers that they need the product such as TV, IPods thus making them buy.
  • 17. Old TV vs. Flat screen
  • 18. If we are convinced that a specific lifestyle or occupation is what we need then we will behave in ways to make it happen.CycleAwareness of our need pattern that is convincing us to make changes in our priorities. Viewing goals as necessary leads to commitmentEx: Maybe I will work out today vs. I am going to work out today!Make sure goals are realistic whether they are short term or long term goals
  • 20. Achieve your goals and feel proud.Understanding Others Your career success hinges on you being able to understand and interact effectively with other people.Research on ratings of top performers consistently ranks interpersonal skills, emotional intelligence, and political skills as being more important than mental ability or intelligence. Which means that no matter how traditionally smart you are, it’s your people smarts that matters most when achieving excellence in your performance ratings.Awareness stands as a foundation upon which to built skills for self-management and skills for connecting effectively with the other people in your work environment.
  • 21. Group GoalsJust as understanding how your own goals direct your behavior, you can gain a sense of how the goals of group members at work influences their behavior. That allows us to think and choose approaches that are more effective in dealing with that specific person. For example, in working with a person who has “dominance” as part of their personality, when making suggestions for change at work, you might make a special effort to express your suggestion in a way that doesn’t threaten that person’s perceived authority.If we work consciously at being a better observer of behavior, both verbal and non-verbal, this can help us develop expertise in “psyching” out people in our work environment.
  • 22. Social and Cultural ConventionsIf we are to understand behavior exchanges we must be aware of the influences of culture, ethnicity, age, gender and other social or cultural aspects that shape our behavior and that of others.The increasing diversity of the workplace and global interdependence challenges us to expend our knowledge in this area, to the extent that we recognize the context from which a person comes, we can appreciate their differences from ourselves rather than being threatened by them.These skills and attitudes are also part of what makes us a global citizen, and promotes awareness of and empathy for others.
  • 23. triggers of positive and negative behaviors in othersIdentify triggers that might annoy or tick co- workers off
  • 24. Being aware of what makes others tick+contributes to their positive thoughts       +positive feelings
  • 25. Using Your Strengths As You Develop In The WorkplaceClifton Hodges came up with a 3-step process on how to build strength in the workplace:Identify dominant themes of talentDiscover specific talentsRefine them with knowledge and skillOptimal Functioning:Are those who have identified their talents and have integrated them into their frames.
  • 26. Synaptic ConnectionsThe brain organizes itself by strengthening connections that are used often.In contrast, it diminishes connections that do not interact over time. Harry Chugani- “roads with the most traffic get widened. The ones rarely use fall into disrepair “
  • 27. How to resolve conflict-A model for conflict resolution.Acknowledge/Identify the problem or conflict to yourself.Agree on a date and a procedure.Describe your problem and your needs.Seriously consider the other party’s point of view.Explore possible solutions.Evaluate and negotiate.Enact the solution and follow-up.
  • 28. A Model for Conflict Resolution Is a format designed to be used in situations such as business deals, conflicts or meditation situations.
  • 29. It is important not to skip any of the steps because they could all build up one another. For example a building without a foundation, you cannot have a fourth floor without having a third.Step 1: Acknowledge/Identify the problem or conflict to yourself.Step 2: Agree on a Date and Procedure.Do not run away or avoid conflict with a premature resolution.Admit there is a problem and recognize that a conflict is unavoidable.Is important to know how to handle and recognize the problem that is causing the conflict belongs to you. (it doesn’t mean that is your fault or you are to be blamed, but to know it is your problem because it vases discontent for you.It is important to set aside a time beforehand to deal with the issues.Request a meeting time to be set up mutually agreeable.Decide appropriate place were meeting should take place.If more than two parties are involved in the dispute, agree beforehand and who can and should be included in the meeting.
  • 30. Step 3: Describe your problems and your needs.Step 4: Seriously consider the other party’s point of view.Stating your position and your needs clearly and forthrightly.Define the conflict in terms of a mutual problem to be solved, building on the notion of shared interests.Manage your emotions appropriately.Once you have presented your position, check whether the other party has understood what you said and meant.Do your best to step into the shoes of the other party so that you can see the situation or conflict from their eyes.Give the opportunity to clarify their position on issues or correct any misunderstanding you may have developed about where they stand and why.
  • 31. Step 5: Explore possible solutions.Step 6: Evaluate and Negotiate.Adopt the attitude that there may be more than one solution that its mutually satisfying.Consider the ways you could soften aspects of your position that are not critical to you in order to make your proposal more portable to the other party.Practice Brainstorming.Set a reasonable deadline that is agreeable to all parties involved.Evaluate each opinion. Some will be easy to identify as unworkable or unrealistic and quickly discarded.Choose solutions that are potentially acceptable to each side.
  • 32. Step 6: Evaluate and Negotiate.It is time to “present yesable” proposal which is an aspect of your position that, if stated as a direct question it would be easy for the other side to answer yes.If you sense that the other party is in an agreeable frame of mind, this is the time to present a “yesable proposal”, for the other side to answer yes.If not, then you need to negotiate and compromise.
  • 33. Step 7: Enact the solution and follow-up.Develop a plan regarding what is to be done, when, where, and who is responsible for what.The information should be in written agreement.It is helpful to begin implementing the plan as soon as possible to avoid the resistance or suspicious that delays could arouse.Until you have enacted the plan and given it some time to see how is working, you cannot reasonably evaluate whether the solution has worked.After a reasonable amount of time has passed to test the viability of the solution, have another meeting and discuss the results of the follow-up evaluation. If there are difficulties just adjust or modify the plan. If it is a total disaster you may need to scrap it and start from scratch.http://goanimate.com/movie/0Ei_eUwxqnAg?utm_source=linkshare&uid=0dNEidmT6gQs
  • 34. Substance AbuseAlcohol and drugsPeople depend on them to take away the stress of other thingsThey may take too much, which will then begin affecting their work and social life.
  • 35. Lack of AdvancementThis generally happens when one thinks he or she’s accomplishments are not being noticed.Mentors are usually the best solution for the above problem.
  • 36. Burnout/Difficult PeopleA burnout is usually caused by someone having too much pressure and not enough support. Ex. Workaholics and Perfectionists. There are many difficult people in the world, always try to keep your cool.
  • 37. Sexual HarassmentUnwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when this conduct negatively affects you in your work environmentQuid pro quo – Getting something for giving somethingHostile environment – Another worker engages in negative sex based behavior to make the workplace seem intimidating or hostile
  • 38. Protecting Yourself From Sexual Harassment1. Know the company’s policy2. Confront the individual3. Document such events4. If behavior persists, speak to someone in authority5. Keep records of your work6. Seek help from an attorney if your company isn’t doing enough7. Keep your spirits high
  • 39. DiscriminationRace – Discrimination between distinct population groupsColor ReligionAge – usually against older employeesNearly 1-in-3 workers will be over 50 by the year 2012Disability National Origin – Ancestors, or country of originSex Reprisal – Disciplinary action for raising an allegation of discrimination.If you experience discrimination, go to human resources
  • 40. EnjoymentBe aware of these problems and issuesFocus on strategies to prevent or deal with them to have a positive workplace experienceHaving positive emotions and fulfillment in our workweek is critical
  • 41. Making Work FunGeorge: every morning when he wakes up he hits the snooze button on the alarm and dozes off for a few minutes, when the alarm sounds again he thinks.. “Oh darn is it Monday already?” And drags through his whole day.. This is an example of someone who is lazy and has no motivation or enthusiasm to make his life or work place fun! Harry: every morning he wakes up and does the complete opposite from George , he turns off his alarm and hops right out of bed to stretch. He immediately thinks “what a sleep!” and continues on with his day happy, and eager. This is an example of someone who enjoys his time and is excited about his work place and what he has to do with his life!
  • 42. Intrinsic and Extrinsic MotivationIntrinsic:Extrinsic:comes from within.Incites passion.Makes you feel good.Rewards you while you work.Comes from external world.Helps set goals.Heightens expectations.Rewards you outside of work, afterward.We tend to experience this with both our lives interactions between our parents, friends, teachers and bosses.
  • 43. Making the work place fun video!http://youtu.be/2KWY5Oqq1PU
  • 44. Problems in the fishing industryThe fish Industry has been decreasing while the human population grows. Around 90% of the large predatory fish has declined. Ex: Marlin, tuna, and codfish. Fishing Industry has increased their technology, which leads fish to have no escape from nets, radars, and satellites.
  • 45. Polluting the OceanThe level of pollution in the ocean is increasing drastically. Oil spills, cadmium, and mercury are highly toxic to fishes and other living things. Close to 80% of the ocean pollution comes from human actions in land.
  • 46. AquacultureThis industry is related to fresh water and marine water fishes. The organisms in these ponds are safe from other predators, so they can reproduce much faster. While Aquaculture has augmented, wild catch have leveled off.In United States the main types of seafood grown by aquaculture are tilapia, catfish, salmon, and shrimp.