Positive Psychology in Workplace

The Origin of Positive Psychology

During the years following World War II, there was a need for psychologists who could treat mental illnesses. Thus, psychology studied weaknesses and damage, much like the treatment of a disease. This focus yielded rich dividends, such as the treatment or prevention of at least 14 disorders, which were previously thought to be intractable (Seligman, 1994).

However, there was a lack of research on what is good in an individual that drives him or her to be satisfied and living a deeper and fulfilled life. Mihaly Csikszentmihalyi (1988) realized the need for this positive psychology. He noted that even though some people were lost in despair after the destruction in World War II, there were others who nurtured hope and acted as a beacon for others in troubled times. He wondered what inspired them to hold on to their strengths. The emphasis on the individual as an active participant in his or her life continued with the work of Albert Bandura on self-efficacy. Bandura (1996) did not view individuals as passive entities merely responding to stimuli, but as active decision makers who exercise choices. In his social cognitive theory of self-regulation, Bandura also recognized that social factors affect the operation of the self-regulatory system.

There has been a revolution of sorts in psychology starting in the 1990’s. Instead of studying what ails people, many psychologists have focused on what makes people happy and fulfilled. In a special issue of the American Psychologist in 2000, Seligman and Csikszentmihalyi (2000) promote a science of positive subjective experience, which promises to improve quality of life and prevent the pathologies of a meaningless life. They describe ‘positive psychology’ as seeking to achieve a scientific understanding and develop effective interventions to build thriving individuals, families, and communities (Seligman, Steen, Park, and Peterson, 2005). Seligman carried forward the work of humanist thinkers like Carl Rogers, Erich Fromm, and Abraham Maslow, who focused on happiness and positive aspects of human nature, instead of the treatment of mental illnesses. Positive psychology thus indicates a shift from treating abnormal behaviour and mental illness to focusing on happiness and positive aspects of human nature. This trend initiated largely by Seligman and Csikszentmihalyi has evolved into a flourishing study of positive psychology.

Can Happiness be measured

Happiness is a subjective concept and is different for different people. The important thing for you is how you feel about it, not how others feel about you. Happiness is `the degree to which an individual judges the overall quality of his or her life-as-a-whole positively'. In this way, happiness is also referred to ‘subjective well-being’ (SWB) or ‘life satisfaction. One of the widely used measures for Happiness is the Oxford Happiness Inventory (OHI). It was developed by psychologists Michael Argyle and Peter Hills at Oxford University. The OHI comprises 29 items, each involving the selection of one of six options ranging from strongly agree to strongly disagree.

Another popular measure of Happiness was developed by Dr Martin Seligman and his colleagues at the University of Pennsylvania. The PERMAH Profiler measures flourishing in terms of 5 domains: positive emotion, engagement, relationships, meaning, accomplishment, and health. This is based on Dr. Seligman's well-being theory (see the book Flourish for more information). These scientific measures can give you a reasonable view of your happiness and well-being.

Positive Psychology Interventions (PPIs)

Positive psychology interventions, or PPIs, refer to tools which are used to increase happiness, well-being, and positive cognitions and emotions (Keyes, 2002). PPIs are designed to boost positive feelings, positive thoughts, and positive behaviour. According to Sin and Lyubomirsky (2009), all positive psychology interventions have two essential components. The first is to focus on increasing joy or wellbeing through various methods. The second is to maintain the effects for a long time,

Studies suggest that happiness and well-being can be improved through social communication, gratitude practices, optimism exercise and scores of other ways. PPIs are not an external impetus, but they focus on the strengths and emotions which are already present inside us.

Using Interventions in the Workplace

Employee well-being is important for all organizations. With prevalence of high rates of clinical depression, work-life disbalance, and stress disorders all over the world, promoting happiness at work is of vital importance now.

According to Shawn Achor, “Happiness inspires productivity” at work. This makes it useful for management as well as employees to implement positive psychology interventions (PPIs) at work. Interventions based on positive psychology promote higher performance and better social life. The PPIs that are usually used are based on accomplishment, relationship, meaning, optimism, positive emotions, empathy, and engagement with a target on creating job satisfaction, emotional resilience, and healthy competition among employees.

Joy of Life programme

Research has shown that some PPIs produce a measurable change in your happiness levels. We have selected some PPIs based on research which can be applied by you in your daily life. This can be an important step towards, work life balance, joy, and happiness in your workplace as well as home. The ‘Joy of Life’ programme incorporates latest research and offers you to use selected PPIs to enjoy a fuller life and experience the fun of positive psychology. ‘Joy of Life’ is a training program to boost wellbeing and enhance workplace effectiveness. The model uses positive psychology interventions to enhance the happiness and effectiveness at work. You can participate in this training and experience the benefits yourself.