POSITIVE ORGANIZATIONAL BEHAVIOUR

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POSITIVE ORGANIZATIONAL BEHAVIOUR

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  • 1. An evidence based approach, Organizational Behaviour by Fred Luthans2. Luthans, F. (2002a). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executive, 16(1): 57-72
  • 3. Luthans, F. (2002b). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23: 695-706.4. Luthans, F., & Youssef, C. M. in 2007a. Emerging positive organizational behavior. Journal of Management, 33:321-349.
  • A positive motivational state that is based on an interactively derived sense of successful (a) agency (goal directed energy) and (b) pathways (planning to meet goals)

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  • 1. POSITIVE ORGANIZATIONAL BEHAVIOUR Section1 GROUP 2Implications for Individual Growth and FT 12113 Anuja DashDevelopment in Organizations FT 12102 Abhay Bohra FT 12189 Pramod Ravishankar FT 12127 Harendra Singh FT 12168 Tushar Arora FT 12104 Abhilash Mohapatra 4/8/2012 S1_2_PAAATH 1
  • 2. Positive Organizational Behaviour• Objectives – Positive Psychology – Self Efficacy / Confidence – Optimism – Hope – Resiliency – Psychological Capital (PSYCAP) – Organizational Culture – Organizational Behaviour (Individual Level)4/8/2012 S1_2_PAAATH 2
  • 3. Positive Organizational Behaviour• Study and application of positive human resource strengths and psychological capacities that can be measured, developed and managed for performance improvement in today’s work place.• POB was initiated by Martin Seligman in 1998.• Positive psychology wants to shifts the focus from mental illness to mental health• Thus focussing on building human strength.• Fred Luthans in 1999 integrated positive psychology to organization and started the positive organizational behaviour research work.4/8/2012 S1_2_PAAATH 3
  • 4. Positive Psychology• Psychologist Martin Seligman wanted psychology to be thought of as study of best things in life .• Aim of positive psychology – Use scientific methodology to discover factors that allow individuals, groups, organizations and communities to thrive.• Three levels of positive psychology – Valued subjective experiences – Positive individual traits – Civic virtues4/8/2012 S1_2_PAAATH 4
  • 5. Central Concerns of Positive Psychology• Valued subjective experiences (positive emotions) Entails the study of contentment with the past, happiness in the present, and hope for the future.• Positive individual traits The study of the strengths and virtues, such as the capacity for love and work, courage, compassion, resilience, creativity, curiosity, integrity, self- knowledge, moderation, self-control, and wisdom.• Positive institutions (mindset) Understanding positive institutions entails the study of the strengths that foster better communities, such as justice, responsibility, civility, parenting, nurturance, work ethic, leadership, teamwork, purpose, and tolerance.4/8/2012 S1_2_PAAATH 5
  • 6. H-R-W Model •Work performance from Psychological capital •Effective Positive Intentions Open to one’s control and development •Relationships •Health -Social networks -Physical - Friends / Life partner - Mental4/8/2012 S1_2_PAAATH 6
  • 7. Self Efficacy / Confidence• Has proven effectiveness in work place. Human• Theory – People reflect on their past Resource successes with some specific events which makes them believe that they Self can successfully accomplish the task in efficacy future. Other• Self efficacy affects- application Training and Development – Choice behaviours – Motivational effort – Perseverance Stress Free Guided Cognitive – Facilitative thought patterns Mastery Mastery – Vulnerability to stress 4/8/2012 S1_2_PAAATH 7
  • 8. Optimism• Optimism as human nature – Many people have positive bias about themselves• Optimism as an individual difference – Dogs and animals after being subjected to failures and punishments get helpless and give up. However, a 2/3rd don’t give up.• Optimism in work place is valuable. E.g. half empty or half full glass.• Not always good to be optimistic. E.g. Optimistic managers may not make necessary actions plans and get distracted. – Pessimists : internal, stable and global attributions – Optimists : external, unstable and specific attributions 4/8/2012 S1_2_PAAATH 8
  • 9. Hope• Hope consists of will power and way power.• Positive impact on academic achievement, athletic accomplishment, emotional health, ability to cope with illness and other hardships.• Provides determination to achieve goals• Snyder developed ‘ State Hope scale’ and conducted many studies using this scale.• It shows positive link between hope scores and work related goal expectancies. 4/8/2012 S1_2_PAAATH 9
  • 10. Resiliency• Phenomena characterized by patterns of positive adaptation in the context of significant adversity of risk.• Capacity to bounce back from adversity.• Lifelong journey where competency is developed over time.• Resiliency can be developed by enhancing assets that a person has through education, training and nurturing social relationships.• Risk factors should be managed and adaptation process should be enhanced.4/8/2012 S1_2_PAAATH 10
  • 11. Psychological Capital (PSYCAP)• An individual’s positive psychological Distal Outcomes Proximal Developmental Outcomes dimension development is characterized by self efficacy, optimism, hope and resiliency to attain success. GOALS & PATHWAYS HOPE• Evidence based facets of PSYCAP :- IMPLEMENTING OBSTACLE PLANNING Building • PSYCAP was found to be positively related to asset/Avoid risk RESILENCY desired organizational behaviour and Affecting the Sustainable negatively to undesired organizational cynicism. Veritable influence process • PSYCAP holds across cultures. E.g. – Chinese Performance impact confidence factories OPTIMISM • PSYCAP combats stress Developing positive expectancy • PSYCAP has a role in authentic leadership. Experiencing success EFFICACY Persuasion arousal 4/8/2012 S1_2_PAAATH 11
  • 12. Positive Organizational Behavior Flow Positive Psychology Positive Behavior Healthy Teamwork Great Culture Excellent Business Processes Huge Bottom Line4/8/2012 S1_2_PAAATH 12
  • 13. Organizational Culture Swim upstream Appreciate everything your associates do for the business Believe in your business - more than anybody else Dedication to every client’s success. Innovation that matters – for our company and for the world. Trust and personal responsibility in all relationships. You can make money without doing evil. You can be serious without a suit. It’s best to do one thing really, really well. Our people are our greatest asset – we say it often and with good reason. Our assets walk in and out of our doors everyday.4/8/2012 S1_2_PAAATH 13
  • 14. The Art of Building a Positive Organizational Behavior (Individual Level)• Keep the employees engaged• Make them feel important• Cater to the professional and personal needs of the employees• Recognize effort (Stock options, Bonus)• Treat employees equally across divisions (Eg: Same food court for all employees including the management)• Make the employee see the bigger picture (Entry level employee should know how he/she is making an impact)• Build the culture by emphasizing on things such as the humble beginning of the company and its founders.4/8/2012 S1_2_PAAATH 14
  • 15. Why is it EXTREMELY IMPORTANT for companies to have employees with a positive psychology • Think about an organization full of Psychologically upset people ‘THE LAW OF THE GARBAGE TRUCK’4/8/2012 S1_2_PAAATH 15
  • 16. Initiatives to build Positive Psychology in an Organizational Setup Celebrate Festivals, Sport Tournaments Team OutingsBirthdays, Ethnic days4/8/2012 S1_2_PAAATH 17
  • 17. Initiatives to build Positive Psychology in an Organizational Setup Grandparents Day 25 Year Club Bring your child to work day4/8/2012 S1_2_PAAATH 18
  • 18. Initiatives to build Positive Psychology in an Organizational Setup Accommodative To Diverse ViewsFriendly to differently abled Equal Rights Women’s Rights 4/8/2012 S1_2_PAAATH 19
  • 19. Initiatives to build Positive Psychology in an Organizational Setup Employee Pride Job SecurityFacilitate Higher Studies Work Culture4/8/2012 S1_2_PAAATH 20
  • 20. Benefits of Positive Psychology Self Judgments Perception Of Others Good Energy Memories Levels Positive Behavior High Social Performing Interaction Creativity Negotiation4/8/2012 S1_2_PAAATH 21
  • 21. World’s Best Places to Work1. SAS2. Boston Consulting Group3. Wegmans Food market4. Google5. NetApp6. Zappos.com7. Camden property trust8. Nugget Market9. Recreational Equipment10. Dream works animation SKG In all these places, there is positive organizational behaviour.4/8/2012 S1_2_PAAATH S1_2_PAAATH 22
  • 22. References1. An evidence based approach, Organizational Behaviour by Fred Luthans2. Luthans, F. (2002a). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executive,3. Luthans, F. (2002b). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23: 695-706.4. Luthans, F., & Youssef, C. M. in 2007a. Emerging positive organizational behavior. Journal of Management, 33:321-349.5. Seligman, MD., & Csikszentmihalyi, M. (2000). Positive psychology. American Psychologist, 55, 5–14.6. Positive organizational behavior By Debra L. Nelson, Cary L. Cooper7. The need for and meaning of positive organizational behavior Fred Luthans8. Positive pyschological capital: Beyond human and social capital by Fred Luthans, Kyle W.Luthans and Brett C.Luthans.9. Positive pyschological capital:Measurement and relationship with performance and satisfaction by Fred Luthans10. Self-efficacy mechanism in human agency.Bandura, Albert American Psychologist, Vol 37(2), Feb 1982, 122-14711. Perceived Self-Efficacy in Cognitive Development and Functioning, Albert Bandura12. International Journal of Sociology and Social Policy by J.M Barbalet13. Positive organizational behavior By Debra L. Nelson, Cary L. Cooper14. The “point” of positive organizational behavior Fred Luthans1,*, Bruce J. Avolio15. Motivation and Work Behavior (7th Ed.) Auteurs : STEERS Richard, PORTER Lyman, BIGLEY Gregory A.16. Positive affect as a factor in organizational behavior by A M Isen, R A Baron17. Positive organizational behavior: engaged employees in flourishing organizations Arnold B. Bakker1,*, Wilmar B. Schaufeli18. Positive Organizational Scholarship Foundations of a New Discipline By Kim S. Cameron, Jane E. Dutton, and Robert E. Quinn, editor19. Positive organizational behaviour Edited by: Debra L. Nelson and Cary Cooper 2007, Sage Publications Ltd., New Delhi XII+226 pp20. The mediating role of psychological capital in the supportive organizational climate—employee performance relationship Fred Luthans14/8/2012 S1_2_PAAATH S1_2_PAAATH 24
  • 23. THANK YOU4/8/2012 S1_2_PAAATH S1_2_PAAATH 25