Course blog for American University PERF-570, Fall 2014
This Fast Company article, 3 Uncommon Ways to Drive Happiness in the Workplace, caught my eye as a job seeker as well and a future manager. It’s interesting to consider the evolution of workplace and role of the organization in providing structure, safety, monetary gain, and happiness in a workers’ lives. When you think of the labor laws over the past 100 plus years things look very different. However, I found it especially curious how the three elements included in the positive psychology definition of happiness correspond with the work of an artist or a non-profit. They are:
Positive Emotions: What we feel. Pleasure, joy, and comfort.
Engagement: The flow that comes from the frequent use of one’s greatest strengths and talents while doing gratifying work.
Meaning: Having strong connections with other people, personal growth, and feelings of achievement.
As leaders of people who—I assume—are inherently and/or keenly aware of these factors driving them towards the work they pursue it seems important to foster an environment that reenforces these positive elements. The three factors for driving happiness in the workplace, as suggested in the article, seem like an obvious and easy place to start. I think this also resonates with Lencioni’s message about maintaining the message and purpose in every aspect of the employee’s role and in each and every communication.