This session argues that happiness is the ultimate goal towards which we all aspire, even if the means to achieving it be different. With that goal in mind, how can we measure happiness – at the individual, corporate, and national levels? Further, what measures can individuals, corporations and governments take to enhance the happiness factor?
Life satisfaction is a complex term and is sometimes used interchangeably with the emotion of happiness, but they are indeed two separate concepts. Life satisfaction is defined as one’s evaluation of life as a whole, rather than the feelings and emotions that are experienced in the moment.
The summary provides an overview of key points from the document:
1. Norway tops the global happiness rankings for 2017 based on factors like caring, freedom, generosity, honesty, health, income and good governance. Happiness is found to have both social and personal components.
2. The World Happiness Report is published annually and highlights this year the importance of social foundations for happiness. Differences in happiness levels within and between countries are explained.
3. Positive ways of thinking and acting that were found to increase happiness in scientific studies include cultivating relationships, expressing gratitude, finding flow in challenging activities, and focusing on personal growth rather than past mistakes.
1) According to a 2007 European survey, only about 17% of Europeans report living a positive, engaged and meaningful life defined as "flourishing". Countries like Denmark, Switzerland and Austria have the highest percentages of flourishing citizens.
2) Research shows that happier people significantly outperform less happy individuals in many areas of life like work performance, physical health, social relationships, and more. A variety of positive benefits have been associated with higher levels of happiness.
3) While genetics and life circumstances influence happiness, intentional activities have the largest impact and can increase happiness levels. Various tools and interventions that target different aspects of well-being like positive emotions, relationships and meaning have been shown to improve each dimension.
These slides are for a course called Introduction to Philosophy at the University of British Columbia-Vancouver, Canada. They talk about Chapters 1, 2, 4 and 5 of John Stuart Mill's book called Utilitarianism. There is also a bit at the end about act and rule utilitarianism
This document was written for The Happiness Alliance, home of the Happiness Initiative and Gross National Happiness Index. It may be used for non-commercial purposes and with the understanding that you will share the data you collect. The Happiness Alliance issues unique codes to communities, cities, campuses, companies and others to gather aggregate data for groups in a grassroots effort to contribute to the happiness movement. We also work with pollsters to conduct random samples. Please contact info@happycounts.org for more information.
The Happiness Alliance, home of the Happiness Initiative and Gross National Happiness Index requests that you use the following form of words to cite this document:
Gross National Happiness Index, (2013). GNH Index Round 2. Seattle: The Happiness Initiative, Developed by Howell, R.T., Musikanski, L., & Goldenberg, E.
Life satisfaction is a complex term and is sometimes used interchangeably with the emotion of happiness, but they are indeed two separate concepts. Life satisfaction is defined as one’s evaluation of life as a whole, rather than the feelings and emotions that are experienced in the moment.
The summary provides an overview of key points from the document:
1. Norway tops the global happiness rankings for 2017 based on factors like caring, freedom, generosity, honesty, health, income and good governance. Happiness is found to have both social and personal components.
2. The World Happiness Report is published annually and highlights this year the importance of social foundations for happiness. Differences in happiness levels within and between countries are explained.
3. Positive ways of thinking and acting that were found to increase happiness in scientific studies include cultivating relationships, expressing gratitude, finding flow in challenging activities, and focusing on personal growth rather than past mistakes.
1) According to a 2007 European survey, only about 17% of Europeans report living a positive, engaged and meaningful life defined as "flourishing". Countries like Denmark, Switzerland and Austria have the highest percentages of flourishing citizens.
2) Research shows that happier people significantly outperform less happy individuals in many areas of life like work performance, physical health, social relationships, and more. A variety of positive benefits have been associated with higher levels of happiness.
3) While genetics and life circumstances influence happiness, intentional activities have the largest impact and can increase happiness levels. Various tools and interventions that target different aspects of well-being like positive emotions, relationships and meaning have been shown to improve each dimension.
These slides are for a course called Introduction to Philosophy at the University of British Columbia-Vancouver, Canada. They talk about Chapters 1, 2, 4 and 5 of John Stuart Mill's book called Utilitarianism. There is also a bit at the end about act and rule utilitarianism
This document was written for The Happiness Alliance, home of the Happiness Initiative and Gross National Happiness Index. It may be used for non-commercial purposes and with the understanding that you will share the data you collect. The Happiness Alliance issues unique codes to communities, cities, campuses, companies and others to gather aggregate data for groups in a grassroots effort to contribute to the happiness movement. We also work with pollsters to conduct random samples. Please contact info@happycounts.org for more information.
The Happiness Alliance, home of the Happiness Initiative and Gross National Happiness Index requests that you use the following form of words to cite this document:
Gross National Happiness Index, (2013). GNH Index Round 2. Seattle: The Happiness Initiative, Developed by Howell, R.T., Musikanski, L., & Goldenberg, E.
Happiness Alliance, home of The Happiness Alliance and the Gross National Happiness Index survey: our theory of systematic social change. This model encompasses the activities that we have control and influence over: grassroots activism, generation of memes, creation of trim tabs, and formation of a new economic theory of change.
To create a healthier and more productive workforce, organizations have begun to expand their traditional view of wellness programs to focus on overall employee well-being. This new view extends beyond physical health to include emotional/mental, spiritual and financial well-being. Additionally, well-being takes a “holistic” view of the employee and incorporates other elements such as social well-being that includes relationships both in and outside of the workplace.
Managing the “whole employee” means acknowledging that everyone is multidimensional and has numerous roles to balance in life — all of which affect job performance. The “whole employee” concept is also about allowing the employee to bring their “whole” self to work. This means that physical well-being is not just about offering health screenings and assessments to your employees but also making real cultural changes in the workplace that allow employees to truly shut down when they clock out at the end of the day.
In this webinar, you will learn:
What the difference is between wellness and well-being.
What role well-being plays in the engagement of an organization’s employees.
How to embed well-being into the culture of your organization.
APM event hosted by the North West Branch on 5 December 2023.
Speaker: Katie Demain, Global Partner and Change Expert, iOpener Institute
There is compelling evidence that it pays to invest in your employees’ happiness. Research findings are clear that happier employees are more productive, which improves your bottom line. Your happiest employees are 65% more energised at work, spend twice as much time on-task, and intend to stay in their job 4 times longer, according to iOpener Institute. This event was held on 5 December 2023.
But what does being happy at work actually mean? Why is happiness considered the antidote to poor performance? Isn’t happiness just a fuzzy concept? Should workforce happiness be on your agenda in the current tough economic climate? What does making happy employees mean in real terms for business leaders and managers?
This event will bring participants up to speed with all aspects behind workforce happiness – its theory, its value and its challenges – for managers, teams and individuals. And to present practical solutions that you’ll be able to implement straight away with your teams.
https://www.apm.org.uk/news/does-happiness-pay/
UHV I Induction Program Highlights v2.pptxSiva453615
The document outlines an induction program developed by AICTE for new students entering higher education. It aims to help with the transition from school to college through a three-week program. The objectives are to familiarize students with the institution's culture, establish a daily routine, develop bonds with peers and faculty, and address weaknesses in skills. The activities include lectures on universal human values, physical health activities, visits to local areas, lectures by eminent people, literature activities, creative practices, and other co-curricular activities. Resources provided include guides, manuals, teaching materials, and recordings of previous programs. The goal is to help students overcome challenges and have a holistic educational experience.
The document outlines AICTE's Student Induction Program, which aims to help new students transition smoothly to higher education through a 3-week induction period. The objectives of the program are to familiarize students with the institution's culture and practices, establish a healthy daily routine, facilitate bonding between peers and faculty, and develop awareness of one's place in individual, family, social, and environmental contexts. The induction activities include modules on universal human values, physical health, familiarization with academic departments, literature, creative arts, and remedial mathematics/language skills. Resources provided to implement the program include guidance manuals, teaching materials, and recordings of sample induction activities. The goal is to support students' holistic development through a value
- The document discusses various studies and readings on measuring happiness. It explores how happiness is heterogenous and influenced by demographics, psychographics and culture.
- Key findings include that experiences produce longer-lasting satisfaction than material purchases; thinking about time rather than money increases social behaviors linked to happiness; average global happiness is above neutral but wealthier countries are not necessarily happier; and income correlates with life evaluations but feelings depend more on social factors.
- Happiness is subjective and difficult to measure, but large sample sizes can overcome flaws by averaging out responses while first-hand, real-time reports are the least flawed despite still being imperfect.
CDC 16 October 2014 event, social impact measurementlibbygauld
The document discusses social impact measurement and outlines several key points:
1) Measuring social outcomes is important for organizational learning, accountability, and sustainability.
2) Organizations need to be clear on their goals and context before selecting impact measurement approaches.
3) There are many different impact evaluation methods and no single best approach; the right method depends on the program and resources.
4) Developing a theory of change can help organizations understand how their work creates social impact.
The document discusses theories of leisure motivation and the relationship between needs, expectations, and satisfaction from leisure experiences. It describes how needs drive motivation and behavior, and how the quality of an experience depends on meeting needs and expectations. Satisfaction results when expectations are met or exceeded by the actual experience. However, experiences are also culturally shaped by the time and environment in which they take place.
This document discusses the concept of maximizing national happiness and whether governments should aim to do so. It notes that while measuring happiness has gained attention, there are several issues with governments trying to directly maximize aggregate happiness as a social welfare function. Specifically, it argues that this approach disregards political institutions and processes, could incentivize manipulation of happiness indicators, and reduces individual sovereignty solely to self-reported well-being. Instead, an alternative vision is proposed where insights from happiness research inform policy but aggregate levels are not directly targeted for maximization.
The document discusses Bhutan's Gross National Happiness index as an alternative to GDP for measuring societal progress. It provides background on the origins of GNH in Buddhist economics and philosophy. GNH measures well-being across 9 domains, using 33 indicators with established sufficiency thresholds. A person is considered happy if they meet the sufficiency threshold in over 6 of the 9 domains. In 2010, 40.8% of Bhutanese met this happiness threshold according to the GNH Index methodology. The document outlines the domains, indicators, and how sufficiency and happiness are defined within Bhutan's GNH framework.
The document discusses Gross National Happiness and the happiness movement. It introduces Gross National Happiness as a new measurement for economic policy that focuses on well-being, sustainability, and happiness rather than solely GDP. Several countries have adopted Gross National Happiness as a policy measure. The happiness movement aims to increase happiness through community initiatives and use of the Gross National Happiness Index survey tool. The summit will provide gifts centered around increasing personal happiness through mindfulness, gratitude, and giving to others.
This document discusses measuring and maintaining employee engagement. It begins by examining the challenges in defining and measuring engagement, noting that some see it more as a feeling than something strictly quantifiable. It then reviews different engagement surveys and their focuses, such as levels of engagement or key drivers. The document warns that surveys only provide part of the picture and notes other approaches like those from positive psychology. Finally, it discusses measuring the impact of engagement initiatives and using engagement levels over time as a metric to assess success.
Animals raised for food on factory farms are often mistreated. They are forced to eat unhealthy foods and live in overcrowded conditions that do not allow them to move around freely. This causes stress and physical harm like sores on their bodies. They also experience stress from being separated from their young. In general, the essay argues that the way animals are treated on factory farms is inhumane.
This paper is submitted for publication.
The Happiness Alliance’s Gross National Happiness Index is a subjective measure of well-being provided online by the not-for-profit, the Happiness Alliance. This paper documents the methodology for developing the questionnaire and the sources for each question within the questionnaire. The questionnaire has gone through four rounds. The construction of the survey by San Francisco State University’s Personality and Well-Being Laboratory was the first round. The subsequent rounds eliminated or changed questions. This paper explains the process and purpose for each round. The second section lists each question in the forth round, the source for each question as well as examples of other questionnaires using the same or similar questions. The third section identified twenty areas for
The document discusses factors that influence happiness and well-being, including attitudes, relationships, life roles, learning, and health. It states that happiness comes from psychological wealth rather than money, and that happier people live longer due to lower stress, anxiety, and depression. Key determinants of well-being are personal relationships, community, work that provides meaning, and emotional competencies like self-awareness, empathy, and stress management. Metrics for national happiness include the World Database of Happiness, Happy Planet Index, and Gross National Happiness Index, with Costa Rica found to be the happiest country in 2010.
What leads to personal and professional fulfilment? It's a question everyone wants to know the answer to.
Here, we discuss MRG’s research on the motivational, life architecture, and quality of life factors to see what we can predict about individual satisfaction and dissatisfaction.
University of Zakho
Simple research
what is the meaning of happiness
what source creat true personal Happiness
Happiness in Kurdish society
How to know if you`re Happy
Some types of happiness
Driving Social Change Through Entrepreneurship - Ashok Panikkar, Director Met...Lounge47
“Driving Social Change Through Entrepreneurship” was an intense session that made the following key points: 1. Social entrepreneurs must evolve to the point where they understand themselves better in terms of their true motivations – that is when they can be responsible to the people whose lives they impact 2. Just good intentions are not enough, and “conscious risks” rather than “calculated risks” lead to more powerful solutions 3. Understanding deep context of the problem area is important in order to
avoid solutions that create other or bigger problems 4. A mindset is required that tools, skills and expertise be acquired through collaboration and learning, rather than by relying on expertise gained earlier 5. Entrepreneurship could solve social problems faster than governments or organizations, and the time is right in India today. In summary, find your “inner genius” and act, rather than just be another expert in the
landscape..
GENERAL OBJECTIVE
At the end of this session, the learner will be able to:
-understand the meaning of happiness economics
-Analyze and judge the economic factors and non economic that affect happiness in real world
-Understand how rising GDP may not increase happiness
-understand the qualitative measurement of happiness
M&A and Digitization – Two Mutually Reinforcing FactorsESMT Berlin
The document discusses mergers and acquisitions in the context of digitalization, noting that M&A is an important route for companies to achieve transformation more quickly as innovation cycles accelerate. It provides examples of recent acquisitions in sectors like technology, media, and telecommunications to acquire things like digital mapping capabilities, video capture technologies, and messaging platforms. Strategic reasons for M&A include enhancing market propositions, improving customer experience, driving product innovation, and strengthening competitive advantages.
AI as Game Changer: How Blue Chips can Survive in a Digitized WorldESMT Berlin
The document discusses how artificial intelligence can help large companies adapt to ongoing digital disruption. It argues that AI, if applied properly, can [1] lower costs by automating routine tasks, [2] free up human experts to focus on innovation, and [3] extend the reach of expertise through intelligent systems. However, legacy thinking and a focus on short-term operations over change can hold companies back. The document advocates that companies view AI not just as a cost-cutting tool but as a way to multiply human capabilities and make experts more productive. It provides an example of how automating IT operations through AI delivered 46% savings compared to 8% from traditional automation.
Happiness Alliance, home of The Happiness Alliance and the Gross National Happiness Index survey: our theory of systematic social change. This model encompasses the activities that we have control and influence over: grassroots activism, generation of memes, creation of trim tabs, and formation of a new economic theory of change.
To create a healthier and more productive workforce, organizations have begun to expand their traditional view of wellness programs to focus on overall employee well-being. This new view extends beyond physical health to include emotional/mental, spiritual and financial well-being. Additionally, well-being takes a “holistic” view of the employee and incorporates other elements such as social well-being that includes relationships both in and outside of the workplace.
Managing the “whole employee” means acknowledging that everyone is multidimensional and has numerous roles to balance in life — all of which affect job performance. The “whole employee” concept is also about allowing the employee to bring their “whole” self to work. This means that physical well-being is not just about offering health screenings and assessments to your employees but also making real cultural changes in the workplace that allow employees to truly shut down when they clock out at the end of the day.
In this webinar, you will learn:
What the difference is between wellness and well-being.
What role well-being plays in the engagement of an organization’s employees.
How to embed well-being into the culture of your organization.
APM event hosted by the North West Branch on 5 December 2023.
Speaker: Katie Demain, Global Partner and Change Expert, iOpener Institute
There is compelling evidence that it pays to invest in your employees’ happiness. Research findings are clear that happier employees are more productive, which improves your bottom line. Your happiest employees are 65% more energised at work, spend twice as much time on-task, and intend to stay in their job 4 times longer, according to iOpener Institute. This event was held on 5 December 2023.
But what does being happy at work actually mean? Why is happiness considered the antidote to poor performance? Isn’t happiness just a fuzzy concept? Should workforce happiness be on your agenda in the current tough economic climate? What does making happy employees mean in real terms for business leaders and managers?
This event will bring participants up to speed with all aspects behind workforce happiness – its theory, its value and its challenges – for managers, teams and individuals. And to present practical solutions that you’ll be able to implement straight away with your teams.
https://www.apm.org.uk/news/does-happiness-pay/
UHV I Induction Program Highlights v2.pptxSiva453615
The document outlines an induction program developed by AICTE for new students entering higher education. It aims to help with the transition from school to college through a three-week program. The objectives are to familiarize students with the institution's culture, establish a daily routine, develop bonds with peers and faculty, and address weaknesses in skills. The activities include lectures on universal human values, physical health activities, visits to local areas, lectures by eminent people, literature activities, creative practices, and other co-curricular activities. Resources provided include guides, manuals, teaching materials, and recordings of previous programs. The goal is to help students overcome challenges and have a holistic educational experience.
The document outlines AICTE's Student Induction Program, which aims to help new students transition smoothly to higher education through a 3-week induction period. The objectives of the program are to familiarize students with the institution's culture and practices, establish a healthy daily routine, facilitate bonding between peers and faculty, and develop awareness of one's place in individual, family, social, and environmental contexts. The induction activities include modules on universal human values, physical health, familiarization with academic departments, literature, creative arts, and remedial mathematics/language skills. Resources provided to implement the program include guidance manuals, teaching materials, and recordings of sample induction activities. The goal is to support students' holistic development through a value
- The document discusses various studies and readings on measuring happiness. It explores how happiness is heterogenous and influenced by demographics, psychographics and culture.
- Key findings include that experiences produce longer-lasting satisfaction than material purchases; thinking about time rather than money increases social behaviors linked to happiness; average global happiness is above neutral but wealthier countries are not necessarily happier; and income correlates with life evaluations but feelings depend more on social factors.
- Happiness is subjective and difficult to measure, but large sample sizes can overcome flaws by averaging out responses while first-hand, real-time reports are the least flawed despite still being imperfect.
CDC 16 October 2014 event, social impact measurementlibbygauld
The document discusses social impact measurement and outlines several key points:
1) Measuring social outcomes is important for organizational learning, accountability, and sustainability.
2) Organizations need to be clear on their goals and context before selecting impact measurement approaches.
3) There are many different impact evaluation methods and no single best approach; the right method depends on the program and resources.
4) Developing a theory of change can help organizations understand how their work creates social impact.
The document discusses theories of leisure motivation and the relationship between needs, expectations, and satisfaction from leisure experiences. It describes how needs drive motivation and behavior, and how the quality of an experience depends on meeting needs and expectations. Satisfaction results when expectations are met or exceeded by the actual experience. However, experiences are also culturally shaped by the time and environment in which they take place.
This document discusses the concept of maximizing national happiness and whether governments should aim to do so. It notes that while measuring happiness has gained attention, there are several issues with governments trying to directly maximize aggregate happiness as a social welfare function. Specifically, it argues that this approach disregards political institutions and processes, could incentivize manipulation of happiness indicators, and reduces individual sovereignty solely to self-reported well-being. Instead, an alternative vision is proposed where insights from happiness research inform policy but aggregate levels are not directly targeted for maximization.
The document discusses Bhutan's Gross National Happiness index as an alternative to GDP for measuring societal progress. It provides background on the origins of GNH in Buddhist economics and philosophy. GNH measures well-being across 9 domains, using 33 indicators with established sufficiency thresholds. A person is considered happy if they meet the sufficiency threshold in over 6 of the 9 domains. In 2010, 40.8% of Bhutanese met this happiness threshold according to the GNH Index methodology. The document outlines the domains, indicators, and how sufficiency and happiness are defined within Bhutan's GNH framework.
The document discusses Gross National Happiness and the happiness movement. It introduces Gross National Happiness as a new measurement for economic policy that focuses on well-being, sustainability, and happiness rather than solely GDP. Several countries have adopted Gross National Happiness as a policy measure. The happiness movement aims to increase happiness through community initiatives and use of the Gross National Happiness Index survey tool. The summit will provide gifts centered around increasing personal happiness through mindfulness, gratitude, and giving to others.
This document discusses measuring and maintaining employee engagement. It begins by examining the challenges in defining and measuring engagement, noting that some see it more as a feeling than something strictly quantifiable. It then reviews different engagement surveys and their focuses, such as levels of engagement or key drivers. The document warns that surveys only provide part of the picture and notes other approaches like those from positive psychology. Finally, it discusses measuring the impact of engagement initiatives and using engagement levels over time as a metric to assess success.
Animals raised for food on factory farms are often mistreated. They are forced to eat unhealthy foods and live in overcrowded conditions that do not allow them to move around freely. This causes stress and physical harm like sores on their bodies. They also experience stress from being separated from their young. In general, the essay argues that the way animals are treated on factory farms is inhumane.
This paper is submitted for publication.
The Happiness Alliance’s Gross National Happiness Index is a subjective measure of well-being provided online by the not-for-profit, the Happiness Alliance. This paper documents the methodology for developing the questionnaire and the sources for each question within the questionnaire. The questionnaire has gone through four rounds. The construction of the survey by San Francisco State University’s Personality and Well-Being Laboratory was the first round. The subsequent rounds eliminated or changed questions. This paper explains the process and purpose for each round. The second section lists each question in the forth round, the source for each question as well as examples of other questionnaires using the same or similar questions. The third section identified twenty areas for
The document discusses factors that influence happiness and well-being, including attitudes, relationships, life roles, learning, and health. It states that happiness comes from psychological wealth rather than money, and that happier people live longer due to lower stress, anxiety, and depression. Key determinants of well-being are personal relationships, community, work that provides meaning, and emotional competencies like self-awareness, empathy, and stress management. Metrics for national happiness include the World Database of Happiness, Happy Planet Index, and Gross National Happiness Index, with Costa Rica found to be the happiest country in 2010.
What leads to personal and professional fulfilment? It's a question everyone wants to know the answer to.
Here, we discuss MRG’s research on the motivational, life architecture, and quality of life factors to see what we can predict about individual satisfaction and dissatisfaction.
University of Zakho
Simple research
what is the meaning of happiness
what source creat true personal Happiness
Happiness in Kurdish society
How to know if you`re Happy
Some types of happiness
Driving Social Change Through Entrepreneurship - Ashok Panikkar, Director Met...Lounge47
“Driving Social Change Through Entrepreneurship” was an intense session that made the following key points: 1. Social entrepreneurs must evolve to the point where they understand themselves better in terms of their true motivations – that is when they can be responsible to the people whose lives they impact 2. Just good intentions are not enough, and “conscious risks” rather than “calculated risks” lead to more powerful solutions 3. Understanding deep context of the problem area is important in order to
avoid solutions that create other or bigger problems 4. A mindset is required that tools, skills and expertise be acquired through collaboration and learning, rather than by relying on expertise gained earlier 5. Entrepreneurship could solve social problems faster than governments or organizations, and the time is right in India today. In summary, find your “inner genius” and act, rather than just be another expert in the
landscape..
GENERAL OBJECTIVE
At the end of this session, the learner will be able to:
-understand the meaning of happiness economics
-Analyze and judge the economic factors and non economic that affect happiness in real world
-Understand how rising GDP may not increase happiness
-understand the qualitative measurement of happiness
M&A and Digitization – Two Mutually Reinforcing FactorsESMT Berlin
The document discusses mergers and acquisitions in the context of digitalization, noting that M&A is an important route for companies to achieve transformation more quickly as innovation cycles accelerate. It provides examples of recent acquisitions in sectors like technology, media, and telecommunications to acquire things like digital mapping capabilities, video capture technologies, and messaging platforms. Strategic reasons for M&A include enhancing market propositions, improving customer experience, driving product innovation, and strengthening competitive advantages.
AI as Game Changer: How Blue Chips can Survive in a Digitized WorldESMT Berlin
The document discusses how artificial intelligence can help large companies adapt to ongoing digital disruption. It argues that AI, if applied properly, can [1] lower costs by automating routine tasks, [2] free up human experts to focus on innovation, and [3] extend the reach of expertise through intelligent systems. However, legacy thinking and a focus on short-term operations over change can hold companies back. The document advocates that companies view AI not just as a cost-cutting tool but as a way to multiply human capabilities and make experts more productive. It provides an example of how automating IT operations through AI delivered 46% savings compared to 8% from traditional automation.
Are shitstorms the new arson? Getting your business through reputational sabo...ESMT Berlin
This document discusses reputational sabotage and shitstorms against corporations. It provides strategies for corporations to respond to shitstorms, depending on the type of incident. The strategies are to reject and show the corporation as a victim for communication norm shitstorms. For contextual norm shitstorms, the strategies are to undo damage and avoid repeats or justify actions and build support. For universal norm shitstorms, the strategies are to correct the system or justify actions. It uses Toyota's gas pedal recalls as an example, showing the timeline of events and massive recall undertaken by Toyota to respond to the crisis.
What elite athletes can teach managers about innovation and strategyESMT Berlin
Professor Joe Peppard gave a presentation at the 2014 Annual Forum in Berlin titled "Peak Performance: What Managers can Learn from Elite Athletes". The presentation looked at how training methods and techniques of elite athletes have evolved over time, using examples like Dick Fosbury's revolutionary freestyle technique in the high jump. It suggested managers can learn from athletes' strong goal orientation, high expectations, motivation, passion for continuous learning, reliance on coaches, teamwork, and scenario training.
What will it look like? Who will work there? What information will analysts use to make buying and selling decisions of company stocks? How will the relevant information be made available to analysts?
The skills for the future: A look at the skills individuals may employ by 2050ESMT Berlin
Will information overload and continuous pressure to change necessarily mean more stressed individuals by 2050? A mixture of trends point in a different direction: machine-brain interfaces, mindfulness, and the plasticity of the brain, underpinning the first two trends. We will look at what research has to offer, as well as discover where practical applications already exist in business or are approaching fast.
The document discusses 3 megatrends - the second machine age, (re)urbanization, and demographic change - that will impact how organizations operate in the future. It also examines trends in the market for skilled knowledge workers and outlines two potential scenarios for future organizational designs: "Fluid Organizations" characterized by independent project workers and continual change, and "Caring Companies" focused on retaining talent through benefits and a strong company culture. The kind of leadership required in fluid organizations is also discussed, noting it must facilitate innovation, develop people, and guide change in a subtle way.
To discuss the validity of future visions, we will interpret the message of Walter Womacka's glass mosaic from 1964 – a piece of art at ESMT. It illustrates the social hardships of the turbulent past before the German Democratic Republic was founded. A patchwork of pictures depicts different scenes of Germany’s transition from the labor movement to the founding of the GDR toward a brighter future – a dream to be reached one day.
Markets for Technology – Is the patent system broken?ESMT Berlin
The drive for innovation is an important input when it comes to achieving competitive advantage, but does the rising cost of litigation and changing risk/reward analysis of obtaining patents deter innovation? Initially created to encourage innovation and technological progress, many observers claim that today patents regularly hinder firms’ innovative activities. This session discusses current hot topics with regard to the regulation of the market for technologies.
Energy and transport in 2050 – will we overcome the nexus between energy cons...ESMT Berlin
If the majority of the world’s developing countries continue to strive for our standard of living, we urgently have to find ways to break the nexus between energy consumption and economic growth. Fortunately, in both energy and transport, promising solutions are closer than many of us imagine.
Innovation Dynamics in the European and US American Electricity Supply IndustryESMT Berlin
* Research on innovation and R&D in the electricity supply industry
* Industrial and public R&D expenditures after liberalization in the USA and European countries
* Institutional setting in the USA: the Eletric Power Research Insitute (EPRI)
* Analysis of our sample of European and US American utilities
The triple bottom line not a zero sum game by cb bhattacharyaESMT Berlin
In his webcast, Professor Bhattacharya will point out that it is not enough nowadays for companies to "do well" (Profit). Companies need to "do good" as well for communities (People) and the environment (Planet). Achieving this triple bottom line (People, Planet, Profit) is not a zero sum game but these linkages and strategies are often underexplored as most companies are largely in the dark when it comes to understanding how their stakeholders think and feel about their Corporate Responsibility (CR) programs. Based on the research in his book, Prof. Bhattacharya suggests that stakeholders' responses to a company's CR initiatives are driven by three levers: Understanding, Usefulness and Unity (the 3U's model). Drawing on empirical research insights, Prof. Bhattacharya points out how companies can maximize the value of their CR initiatives by fostering strong stakeholder relationships to develop, implement, and evaluate compelling social responsibility programs that generate value for both the company and society. (https://conferenceboard.adobeconnect.com/p18cj63dm07/)
ProSocial Behaviour - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Understanding of Self - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Covey says most people look for quick fixes. They see a big success and want to know how he did it, believing (and hoping) they can do the same following a quick bullet list.
But real change, the author says, comes not from the outside in, but from the inside out. And the most fundamental way of changing yourself is through a paradigm shift.
That paradigm shift is a new way of looking at the world. The 7 Habits of Highly Effective People presents an approach to effectiveness based on character and principles.
The first three habits indeed deal with yourself because it all starts with you. The first three habits move you from dependence from the world to the independence of making your own world.
Habits 4, 5 and 6 are about people and relationships. The will move you from independence to interdependence. Such, cooperating to achieve more than you could have by yourself.
The last habit, habit number 7, focuses on continuous growth and improvement.
Aggression - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
You may be stressed about revealing your cancer diagnosis to your child or children.
Children love stories and these often provide parents with a means of broaching tricky subjects and so the ‘The Secret Warrior’ book was especially written for CANSA TLC, by creative writer and social worker, Sally Ann Carter.
Find out more:
https://cansa.org.za/resources-to-help-share-a-parent-or-loved-ones-cancer-diagnosis-with-a-child/
The Secret Warrior - Help Share a Parent or Loved Ones’ Cancer Diagnosis with...
The quest for happiness
1. The Quest for Happiness
ESMT Annual Forum 2014
Corporation 2050
Shirish Pandit
Berlin, July 03, 2014
2. #esmt2050
Acknowledgements
• Swami Paramahansa Yogananda
• Swami Chinmayananda
• Shubhraji
• …and Google Images
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 1
• Jonathan Haidt: The Happiness Hypothesis
• Sonja Lyubomirsky: The How of Happiness
• Nic Marks: The Happy Planet Index
3. #esmt2050
Happiness is hard to put into words. Yet it is the feeling that we all aspire to experience.
This aspiration pushes us on to a quest of happiness … and poses a series of questions
• Happiness:
− is a state of feeling joy, exhilaration, etc.
− results from attaining/possessing something
− varies from contentedness to bliss
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 2
• Some first thoughts:
− Why conditional upon externalities?
− Possible to drive it fully intrinsically?
− Why not long-lasting feeling?
− Can happiness become monotonous?
− If we crave for the happy feeling – yet, once we have it, it starts diminishing in value – what exactly are we after?
Happiness: concept and relevance
4. #esmt2050
The ultimate destination of this quest is the state of “bliss”. Experiences of happiness are
key milestones on this journey
• Bliss (Ānanda)
− a state of serenity that is beyond the perceptions of
duality (Body, Mind, Intellect)
− the source of peace, wisdom, courage and faith in spite
of the ever-changing experiences of joy / sorrow
− experiencing bliss is among the key objectives of
spirituality / meditation / Yoga
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 3
• Mastering the art of
being happy under all circumstances
is an important step in attaining bliss
Happiness: concept and relevance
5. #esmt2050
Happiness has a range of benefits. Individuals, corporations and states – all can benefit
from, and contribute towards generating, a happier society
• Tangible benefits:
− Better physical & mental health, greater longevity, lower propensity towards drugs / depression, etc.
− Stronger relationships with family, friends and at the workplace
− Direct, positive correlation with income
• More profound benefits:
− Closely linked with finding and fulfilling the “purpose of our lives”, helps to overcome fear of meaninglessness of life
− Feeling is contagious and creates positive spiral (e.g. a country moving on in the World Cup vs. a war-torn region)
− Better thoughts, emotions, attitudes => more fruitful actions
• Drivers of happiness can wilfully be controlled / influenced, at:
− Individual level
− Corporate level
− National level
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 4
Happiness: concept and relevance
6. #esmt2050
The progress principle and adaptation principle help explain why individual happiness, even
upon attaining long sought goals, is transient
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 5
Progress Principle
• Pleasure comes from making progress towards goals
than from achieving them (this is not football )
• What we feel along the journey is happiness, what we
feel at the destination is more of relief
• It’s the journey that counts, not (just) the destination
− Journey: pre-goal attainment positive affect
− Destination: post-goal attainment positive affect
Adaptation Principle
• Happiness is felt, if the current situation is perceived to
be better than the one that we have adapted to
• We are highly sensitive to changes in conditions, not to
absolute levels
• We adapt to the new conditions over time:
− Lottery winners: upfront joy, diminishes over time
− Paraplegics: upfront loss, normalizes over time
Individual level happiness
7. #esmt2050
The “happiness formula” developed by Lyubomirsky, Sheldon, Schkade, and Seligman
gives us helpful insights into the drivers of happiness
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 6
H = S + C + V
“Conditions” or circumstances in life. E.g. health, wealth, beauty,
marital status, geographic location, etc.C
V “Voluntary Activities”: These are the ‘happiness strategies’ that we
have the choice of pursuing
“Set Point”: Baseline level of happiness that we are born with. Those
with lower S will have to work harder to achieve/maintain happinessS
External
factors
Happiness does depend upon external, controllable factors!
Individual level happiness
8. #esmt2050
Among the external factors affecting happiness, the activities we voluntarily choose to
indulge in, play a decisive role
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 7
Source: Sonja Lyubomirsky, “The How of Happiness – A Scientific Approach to Getting the Life You Want."
Individual level happiness
9. #esmt2050
CONDITIONS have a lower impact on our happiness, because we adapt to them over time
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 8
CONDITIONS that we adapt easily to
• Amount of wealth (lottery winners)
• State of health (paraplegics)
• Level of beauty
• Marital status
• Job promotions / career status
• City / region / country of residence
Source: Sonja Lyubomirsky, “The How of Happiness"
CONDITIONS that are hard to adapt to
• Level of noise
• Amount of commuting
• Degree of (lack of) control
• Level of shame / (lack of) self-esteem
• Inter-personal conflict
Source: Jonathan Haidt, “The Happiness Hypothesis"
Individual level happiness
10. #esmt2050
Voluntary activities can provide longer lasting happiness, if they allow us to experience
“flow” and give us gratification
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 9
• Express gratitude
• Cultivate optimism
• Avoid overthinking and social comparison
• Practise acts of kindness
• Nurture social relationships
• Develop strategies for coping
• Learn to forgive
• Increase flow experiences
• Savor life's joys
• Commit to your goals
• Practise religion and spirituality
• Take care of your body
Examples and tips…
Source: Sonja Lyubomirsky, “The How of Happiness"
Which type of activities to undertake?
• Those that allow you to “be in the zone”, “in flow”
− Challenging, yet closely matched to one’s abilities
− Clear challenge as a task, own skills, quick feedback
• Those that give gratification, as they are
− engaging, draw on strengths, allow us to lose self-
consciousness, extend ourselves
− not pleasure-focused (fade quickly, urge for more)
• Those that introduce variety and spice
− Variety is the natural enemy of adaptation
• Know your own strengths (online tests available)
Source: Jonathan Haidt, “The Happiness Hypothesis"
Individual level happiness
11. #esmt2050
Reflection exercise: What concrete steps would you undertake to increase happiness at the
(a) personal, and (b) company/department level, if you are in a position to do so?
• …
• …
• …
• …
• …
• …
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 10
Activities at
PERSONAL level
Activities at
COMPANY level
• …
• …
• …
• …
• …
• …
Company level happiness
12. #esmt2050
The “wealth” of countries is often measured in terms of their Gross National Product – a
metric that fails to capture the numerous, softer aspects of life
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 11
Source: JFK Library; Transcript of Robert F. Kennedy’s remarks at the University of Kansas, March 18, 1968; own emphasis added
“[…] Yet the gross national product does not allow for the health of our children, the quality
of their education or the joy of their play.
It does not include the beauty of our poetry or the strength of our marriages, the
intelligence of our public debate or the integrity of our public officials.
It measures neither our wit nor our courage, neither our wisdom nor our learning, neither
our compassion nor our devotion to our country.
It measures everything in short, except that which makes
life worthwhile.
And it can tell us everything about America except why we
are proud that we are Americans.”
National level happiness
13. #esmt2050
Countries like Bhutan assess performance on 33 indicators across 9 domains to come up
with a Gross National Happiness (GNH) Index
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 12
Source: GNH Survey Findings 2010, The Centre for Bhutan Studies
Domain (with number of indicators surveyed)
Psychological wellbeing (4)
Health (4)
Time use (2)
Education (4)
Cultural diversity and resilience (4)
Good Governance (4)
Community vitality (4)
Ecological diversity and resilience (4)
Living standards (3)
Total indicators across 9 domains 33
National level happiness
14. #esmt2050
The team at SecondMuse, a strategy and innovation firm in Berlin, has adapted the Bhutan
GNH Index model to create a Gross Corporate Happiness (GCH) index
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 13
Source: www.secondmuse.com/gch/index.html
National level happiness
15. #esmt2050
The New Economics Foundation (NEF) has developed the Happy Planet Index (HPI), and
applied similar principles to the Well-being at Work Survey
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 14
• The HPI is essentially a measure of efficiency, comparing on a country basis the output in terms of “Happy Life Years” to
the input in terms of amount of resources consumed
• It does not yet address other fundamental issues like poor infrastructure, human rights abuses, etc., but the composition
of the index is evolving with time
Source: http://www.neweconomics.org/
National level happiness
16. #esmt2050
Summary
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 15
• By understanding the drivers of happiness at the individual level, companies can promote and environment and support
initiatives that enhance the happiness of their workforce
− Doing so will result in higher productivity, creativity, innovation, and better health of the workforce
Take responsibility, become happier, and make the world a happier place ! ! !
• Happiness – whether short-lived or sustained, is a feeling all humans aspire to experience. Ancient wisdom can be, and
is being, combined with modern research to crack the secrets to happiness
• The components and their weightings in the Happiness Formula H = S + C + V give important guidelines for us to take
responsibility for influencing our level of Happiness
− Among these, the choice of voluntary activities that provide a gratifying, “flow” experience, is crucial
• Measures like GNP, which focus only on the economic output of nations, are being challenged by those like the Gross
National Happiness (GNH) Index, the Happy Planet Index (HPI), etc.
− Such approaches are being applied in corporate settings for evaluating the Gross Corporate Happiness (GCH) Index
17. #esmt2050
Links and further references
• http://www.happinesshypothesis.com/ … Jonathan Haidt’s book
• http://www.neweconomics.org/ … Nic Marks’ initiative on the Happy Planet Index
• https://www.happinessatworksurvey.com/
• http://happiness-survey.com/survey/ … Oxford Happiness Survey
July 03, 2014 ESMT ANNUAL FORUM 2014: CORPORATION 2050, Session “The Quest for Happiness” (@shirish_pandit) 16