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The levels of analysis of positive psychology have been summarized to be at the subjective level (i.e., positive subjective experience such as well being and contentment with the past, flow and happiness in the present, and hope and optimism into the future); the micro, individual level (i.e., positive traits such as the capacity for love ...
Other examples in her article include: Stopping gossip before it makes its rounds, confronting employees about changes at work yourself instead of having a rumor mill, report drama if there is a regular instigator. McQuerrey goes on with saying that if situations go on, there should be a meeting held where management mediates the people who gossip.
Relationship-oriented leaders understand that building positive productivity requires a positive environment where individuals feel driven. Personal conflicts, dissatisfaction with a job, resentment and even boredom can severely drive down productivity, so these types of leaders put people first to ensure that such problems stay at a minimum.
Flow is an innately positive experience known to "produce intense feelings of enjoyment". [19] An experience that is so enjoyable should lead to positive affect and happiness in the long run. Also, Csikszentmihályi stated that happiness is derived from personal development and growth– and flow situations permit the experience of personal ...
A number of various theories attempt to describe employee motivation within the discipline of industrial and organizational psychology.At the macro level, work motivation can be categorized into two types, endogenous process (individual, cognitive) theories and exogenous cause (environmental) theories. [8]
Other examples include modern technology deployments of small/medium-sized IT teams into client plant sites. Leadership of these teams requires hands-on experience and a lead-by-example attitude to empower team members to make well thought-out and concise decisions independent of executive management and/or home-base decision-makers.
Effective behavior management depends on using tools that are appropriate to each situation. One effective tool is the High Card/Low Card system. To use a high card, the educator or instructor uses strong intervention to address the issue. Some examples of High Cards are: Sending a student to the office; Keeping a student after school hours
According to this model, some positive emotions are low in approach motivation, like contentment. That is, they do not compel individuals to initiate some behavior or act immediately. These positive emotions, consistent with broaden and build theory, broaden attention. In this state, individuals attend to many objects or to abstract concepts.