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Applied Positive Potential
- 1. Applied Positive Potential Positive PsychologyDevelopment Program to drive Creativity, Productivity, Motivation and Eudemonia By: Dustin Raymer MBA 592 Dr. Edmonds
- 2. Agenda • Positive PsychologyOverview • Company Culture and Employee Relationship • Are we a product of our thoughts? • Psychological Capital (PsyCap) • Critical Thinking • Self-Affirmation • PsyCap, Critical Thinking and Self-Affirmation: Basis for Improvement • Let’s Try It!
- 3. Positive Psychology Traits, Constructs, andInterventions Inputs Happiness Output • Hope • Self-efficacy • Luck • Gratitude • Grit • Positive Affect • Savouring • Resilience • Optimism • Motivation • Positive Emotion • Engagement • Relationships • Meaningfulness • Achievement -Martin Seligman
- 4. How does PositivePsychology Study this?
- 5. Current Perception If Iwork hard I will be successful, If I am successful I will be happy New Perception If I am Happy, I will work harder, then I will be successful
- 6. Organizational Culture &Happiness • Human Capital (employees) are incredibly expensive • Factors effecting employees: • Stress • Emotion • Motivation • Skill • Etc. • People spend a substantial amount of time working, yet 69% are dissatisfied at work Dissatisfaction Stress Decreased Performance Problem!!! Satisfaction Engagement Achievement Remember Seligman? (i.e. PERMA)
- 7. Organizations Effects onEmployees Leadership Focus on Employees Organizational Virtues Employee Performance & Happiness • Sunil Ramlall (2008) • Strong correlation between Positive Organizational Behavior and Employee Performance • Tangible Financial Implications! • Toor & Ofiri (2010) • Leadership with high levels of Positivity energize their teams • More creative and effective solutions • Less absenteeism • Increased Engagement
- 8. A Change inPerspective • Money et al. (2009) • Elevated positivity correlates with Organizational Commitment • Organizational commitment has major implications on employee motivation • A simple shift in perception leads to drastic changes in engagement, meaning, and motivation • Shawn Achor (2010) • Perception is everything! • We are a product of our perception, not our environment • Better yet, we have the ability to change our lens • Daniel Gilbert, Harvard Psychologist (2009) likewise shares this view
- 9. Happiness and Perceptionare not Fixed! • What makes some people: • Happier • More Successful • Resilient • Lucky • Better at coping with Stress 90% of our happiness is based on our perception! (Achor, S., 2010) • We have the ability to alter our perception (Neuroplasticity) • Functions of positivity: • Increased synapses firing • Attention • Engagement • Retention • Productivity
- 10. Broaden and Build Positive Perception Openness to Experience Increased Exposure NewSkills Validation & Expansion Barbara Fredrickson (2001) • Similar to Daniel Gilbert and Shawn Achor: • Happiness is not a product of our success, but a byproduct • We synthesize our own happiness, and in turn success • Furthermore, All agree we can change our perception regardless of age and current state
- 11. Individuals & OrganizationalDevelopment • Positive Organizational Scholarship • Jane Dutton and Mary Glynn (2007) – PsyCap leads to Collective Improvement • Individual Flourishing leads to Organizational Resilience, Innovation and Growth • Alignment of individual virtues with organizational virtues • Build capabilities, life focus, capacity building through cultivating strengths • How to do so? Psychological Capital Development • Creates an atmosphere conducive to learning and continuous improvement
- 12. Psychological Capital (PsyCap) •Luthans et al. (2007) • Composite Construct (HERO) • Hope • Self-Efficacy • Resilience • Optimism • Synergistic Effect “Whole is better than the sum of its parts” • PsyCap development has a ROI • Tangible benefits • Soft Benefits • In particular, Organizational Resilience which strongly correlates with Bottom Line Performance • Dutton and Glynn – Realignment top down and bottom up
- 13. Cross Cultural PsyCap •Organizations are becoming more and more diverse • Maren Dollwet and Rebecca Reichard (2014) – Across the world and cultures, PsyCap is a valid predictor and effective! • Better yet, cross culturally High PsyCap with Diversity leads to improved problem solving and innovation • Cox & Blake (1991) PsyCap correlates with Metacognition • Metacognition leads to reduced: • Ethnocentrism • Sociocentricism • Reduced Biases • Correlates with Hope and Psychological Wellbeing (Kiaei & Reio, 2014)
- 14. Critical Thinking (Metacognition) What purposedoes it serve in Organizations? • Improved Creativity • Metacognition • Reception to Training • Improved Retention • Reduced Biases • Improved Decision Making Critical thinking is that mode of thinking — about any subject, content, or problem — in which the thinker improves the quality of his or her thinking by skillfully analyzing, assessing, and reconstructing it. Critical thinking is self- directed, self-disciplined, self-monitored, and self-corrective thinking. It presupposes assent to rigorous standards of excellence and mindful command of their use. It entails effective communication and problem-solving abilities, as well as a commitment to overcome our native egocentrism and sociocentrism
- 15. Critical Thinking andSix Sigma • Critical Thinking • Objective Evaluation of Information • Improving thought through empirical validation and fact checking • Reduced Biased Thinking • Constant Reconstruction of thoughts based on new information • Effective in Human Resource Development • Six Sigma • Objective Evaluation of Problems • Metric Based Improvement Process (DMAIC) • Reduced Biased Thinking • Kaizen – Continuous Improvement • Statistical Business Tool to drive Organizational Development • Originally manufacturing, but is being adopted to processes and HR
- 16. Self-Affirmation • According toSteele (1988) Self- affirmation Theory states that people respond to situations in a way that protects their sense of self through affirming their own self-worth, integrity and image. • Essentially, when people are faced with challenges they reflect on strengths and values to overcome barriers Challenge Stress Decreased Performance Failure Decreased Confidence Workplace implications of a lack of self-affirmation skills
- 17. Positive Self-Affirmation • Kost-smithet al. (2010) had participants write about strengths • 15 minute writing exercise lead to improved Self-worth and Self- Efficacy • Cresewell et al. (2013) showed improved positivity and creative problem solving through self- affirming positive traits Challenge Stress Self-Affirm Positive Traits Overcome Challenge Increased Confidence Workplace implications of a positive self-affirmation skills
- 18. Self-Affirmation of PsyCap Study1 • Establish that Self-Affirmation could increase levels of PsyCap • Mixed Factorial Design: • IV: Self-Affirmation vs. Non Self-Affirmation • DV: Number of Questions correctly answered on RAT • Outcomes: • Increased PsyCap • Increased Creative Problem Solving • Motivational Reponses • Increased Attempts Study 2 • Similar Design, Less Control • A targeted Self-Affirmation intervention was successful in increasing overall levels of PsyCap and Motivation • Lead to increased attempts on RAT • Strongly correlates between: • Hope and Motivation • Self-Efficacy with Hope and Resilience • Hope and Resilience • PsyCap and Motivation and all components of PsyCap
- 19. See for Yourself! 0 2 4 6 8 10 12 14 16 18 20 Version1 Version 2 NumberofCorrectAnswers Remote Associates Test Version Self-affirmation Non Self-affirmation 0 5 10 15 20 25 30 35 Non Self- affirmation Female Non Self- Affirmation Male Non Self- Affirmation Self-affirmation Female Self- Affirmation Male Self- Affirmation Avg # Attempt
- 20. See for Yourself!Cont. Groups N Avg # Attempt Average PsyCap Average Motivation Non Self-affirmation 6 16.17 39.33 2.83 Female 3 16.33 42.33 3.33 Male 3 16.00 36.33 2.33 Self-affirmation 15 27.20 47.73 4.33 Female 7 33.00 47.57 4.43 Male 8 22.13 47.88 4.25 Grand Total 21 24.05 45.33 3.90 The average number of questions answered correctly on the RAT as a function of Group and Version Remote Associates Test Version 1 Version 2 Group M SE M SE Self-affirmation (n = 12) 10.92 1.32 17.17 1.78 Non Self-affirmation (n = 10) 9.09 1.38 12.64 1.86 * Study 1 & Study 2 showed statistically significant differences between groups
- 21. PsyCap Improvement ANOVA Sum of Squaresdf Mean Square F Sig. Attempted Between Groups 521.719 1 521.719 2.487 .031 Within Groups 3985.233 19 209.749 Total 4506.952 20 PsyCap Between Groups 302.400 1 302.400 6.137 .023 Within Groups 936.267 19 49.277 Total 1238.667 20 Motivation Between Groups 9.643 1 9.643 7.002 .016 Within Groups 26.167 19 1.377 Total 35.810 20 Groups Average PsyCap Average Motivation Non Self- affirmation 39.33 2.83 Female 42.33 3.33 Male 36.33 2.33 Self-affirmation 47.73 4.33 Female 47.57 4.43 Male 47.88 4.25 Grand Total 45.33 3.90
- 22. Putting it allTogether Problems: • Often taught in silos, not in combinations with one another • Hedonic Adaptation (Sheldon & Lyubomirsky, 2012) • Changing Peoples Thought Process Solution: • Teaching each component and how they link together • Critical thinking improves ability to learn and reduce biases which makes people more receptive to PsyCap improvements to gain positive benefits, then when faced with challenges, individuals self-affirm maintaining elevated positivity
- 23. Is Learning itEasy?, and Why Learn it? Well first it is a conscious thought (metacognition) Once you know your thoughts, write them down, then identify bias and finally think of how you could respond more positively by self-affirming (PsyCap & Self-Affirmation) Repeated practice will rewire the brain to scan for the positive (Remember Neuroplasticity?) Specific Tangible Benefits: • Creativity Thinking & Innovative Behavior • Employee Productivity • Motivation • Financial Improvement & Growth Soft Benefits: • Well-being & Satisfaction • Organizational Commitment • Attention • Stress Reduction
- 24. Program Proposal Baseline •Applied Potential Survey •VIASurvey Critical Thinking Psychological Capital Self- Affirmation Applying & Sustaining Measure Results Establish Framework for Continuous Measurement Implement Programs to Maintain
- 26. Conclusion • Things youcan do to improve your well-being: • Meditation • Yoga • Gratitude Journaling • Thought Log • And much more! Email me: dustin.raymer@wilkes.edu
- 27. References Seligman, M. E.P., Steen, T. A., Park, N., & Peterson, C. (2005). Positive psychology progress: Empirical validation of interventions. American Psychology, 60, 410-421. doi:10.1037/0003-066X.60.5.410 Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge. Oxford, United Kingdom: Oxford University Press Lin, C., Chen, S., & Wang, R. (2011). Savouring and perceived job performance in positive psychology: Moderating role of positive affectivity. Asian Journal of Social Psychology, 14, 165-175. doi:10.1111/j.1476-839X.2010.01340.x Achor, S. (2010). The happiness advantage. The Seven Principles of Positive Psychology That Fuel Success and Performance at Work, Crown Business, New York. Toor, S., & Ofori, G. (2010). Positive Psychological Capital as a Source of Sustainable Competitive Advantage for Organizations. Journal Of Construction Engineering & Management, 136, 341-352. doi:10.1061/(ASCE)CO.1943-7862.0000135 Ramlall, S. J. (2008). Enhancing employee performance through positive organizational behavior. Journal of Applied Social Psychology, 38, 1580-1600. Money, K., Hillenbrand, C., & da Camara, N. (2009). Putting positive psychology to work in organisations. Journal Of General Management, 34, 21-36. Gilbert, D. (2009). Stumbling on happiness. Vintage Canada. Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American psychologist, 56, 218. Dutton, J. E., Glynn, M. A., & Spreitzer, G. (2007). Positive organizational scholarship. Encyclopedia of Positive Psychology. BlacNwell Publishing. Available on the Internet: http://webuser. bupp. umich. edu/janedut/POS/Dutton&Sonenshein. Pdf.
- 28. References Dollwet, M., &Reichard, R. (2014). Assessing cross-cultural skills: validation of a new measure of cross-cultural psychological capital. International Journal Of Human Resource Management, 25, 1669-1696. doi:10.1080/09585192.2013.845239 Cox, T. H., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. The Executive, 45-56. Kiaei, Y. A., & Reio Jr, T. G. (2014). Goal pursuit and eudaimonic well-being among university students: Metacognition as the mediator. Behavioral Development Bulletin, 19, 91. Halpern, D. F. (1998). Teaching critical thinking for transfer across domains: Disposition, skills, structure training, and metacognitive monitoring. American Psychologist, 53, 449. Steele, C. M. (1988). The psychology of Self-affirmation: Sustaining the integrity of the self. Advances in Experimental Social Psychology, 2, 261-302. Kost-Smith, L. E., Pollock, S. J., Finkelstein, N. D., Cohen, G. L., Ito, T. A., & Miyake, A. (2010). Gender differences in Physics 1: The impact of a self-affirmation intervention. Physics Education Research Conference, 1289, 197-200. doi:10.1063/1.3515197 Creswell, J. D., Dutcher, J. M., Klein, W. M. P., Harris, P. R., & Levine, J. M. (2013). Self-affirmation improves problem solving under stress. PLos ONE, 8, 1-7. doi:10.1371/journal.pone.0062593 Sheldon, K. M., & Lyubomirsky, S. (2012). The challenge of staying happier testing the hedonic adaptation prevention model. Personality and Social Psychology Bulletin, 38, 670-680.