Positive Psychology Applications
Not many people will be handed the perfect job on a silver platter. Nor will we all experience positive work environments and an optimistic boss. It is your choice to seek a pleasurable life, in the same respect it is a person's choice to seek happiness and enjoyment in the workplace. I believe the bigger question here is how do we seek pleasure in our employment. Many jobs may have no positive factors in the components that make up that position; regardless, it is still your responsibility to turn the situation into a positive outcome. A person committing to a change, whether it is within their own employment or seeking new employment, will naturally work harder at those things that brings them pleasure and enjoyment or satisfaction (Ben-Shahar, 2007).
For example, a jailer working in the county jail does not see "good" law abiding citizens on a daily basis. Instead they take care of the citizens that have been deemed a menace to society. How could this employee find any possible way to turn this situation into a positive work environment? This jailer could in fact little by little try to change the lives of those inmates. Through application of positive psychology in the workplace this employee could change the life of just one of the inmates in that jail to where then they alter their own life in never being a menace to society again. It is up to the employee to have the choice to have influence on the way they bring essence to their job performance (Ben-Shahar, 2007).
Within this paper we will discuss positive psychology application in the workplace and what, if any, negative effects this could have with the work environment. We will learn arguments for why this application should be used and what positive effects it may have on the lives of people within that workplace. We will also discuss the argument as to why no positive applications should be used in the work environment and why that is so. As with many employers there are rules and regulations that have to be followed. Positive psychology applications do not have to be material items; many applications of this require just you and the motivation for change to a more positive and optimistic work environment. One big component we can utilize is the MPS process which will break down a persons meaning in life, their pleasures in life, and also what strengths they may posses. The MPS process will structure those following components together to help you realize what job may have all of those qualities (Ben-Shahar, 2007).
Strengths and Challenges in Applying Positive Psychology in the Workplace
Much strength is involved in using positive psychology in the workforce. One reason is that with this application employees in general are happier. When a person is happy, the production output that they will accomplish in a days time will increase. High levels of stress and aggravation or poor working conditions, which in turn would cause stress, are linked to poor organizational numbers. Having employees who are emotionally happy, being well treated, and who have less stress to deal with at work make a productive employee. Not only does this harbor a productive happy employee but it is also said in increase the all around attitude of the organization and its clients, making everyone "happier" (Taris & Schreurs, 2009).
A challenge in applying positive psychology in the workplace may be the environment itself. There are so many rules and regulations in many different employments that sometimes the aurora of "happiness" is not allowed. For example, in one of our local court systems one of the Judges is a very complex person. But one thing is known by who has worked in his court is that noise, giggles, and happiness was not allowed. He liked his office very serious and quiet. I do not disagree with this as court matters are not to be taken lightly but being serious without some types of outbursts of kindness or happiness is needed; otherwise seriousness can turn into stressful situations. Although positive psychology is not all about being happy with your employment it still has much influence on how we become productive employees.
Arguments For and Against the Application of Positive Psychology in Employments
The benefits of having a positive work environment far outweigh any evil or negative components that could come from a more successful happy organization. When an organization is more on the upbeat positive side they are most likely producing at a higher rate than companies with poor attributions across the board. For example, we have many different littler departments in the Annex building where I work. If all the offices would be concerned with how we could improve the overall flow of documents that we all have to attend to on a daily basis we may have a more productive day. When you add in negative components rather than positive ones, the office may loose time and money by all the work that is put into finding out what other departments are doing wrong.
How This Knowledge Will Benefit Me
One major way this knowledge will benefit me is first the fact that I can acknowledge the information on positive psychology and how it could help me live a "happier" life within my workplace. I also can acknowledge that if I need to seek out happiness is certain areas, people, or material things, I will never find it. Whatever our situation is, there can be improvements made. Whether it be making your current employment a better place for you be or seeking out new employment where you may find happiness.
Summary and Conclusion
Whether it be in home, school, or work, being positive is something every single person should work on daily. For the most part it seems to easy to be negative or get into the drama and negative emotions going on in the workplace. From research and life experiences it shows that having a positive outlook on life is much healthier for a person all around and will bring you much satisfaction overall.
References
Ben-Shahar, T. (2007). Happier: Learn the secrets to daily joy and lasting fulfillment. New York: McGraw-Hill.
Taris, T. W., & Schreurs, P. G. (2009). Well-being and organizational performance: An organizational-level test of the happy-productive worker hypothesis. Work & Stress, 23(2), 120-136. doi:10.1080/02678370903072555
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