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Yoga and Ayurveda Perspective on Workplace Well-Being (view source)
Revision as of 23:59, 4 September 2020
, 23:59, 4 September 2020Adding content - to be edited
There are examples in experimental social psychology that specify the benefits of positive emotional experiences such as the influence on people’s perception and how they interpret social behaviors and initiate social interactions.<ref>Forgas JP (ed) (2001), The handbook of affect and social cognition, Lawrence Erlbaum Associates, Inc, Mahwah.</ref> <ref>Isen AM (1987), Positive affect, cognitive processes and social behaviour, Berkowitz L (ed) Advances in experimental social psychology, vol 20. Academic, New York, pp 203–253.</ref> Other upsides of experiencing positive emotions include people making positive evaluations (for both themselves and others) and lenient attributions, expressing more confidence, optimism, and being more accommodative in social relationships.<ref>Forgas JP (2002), Feeling and doing: affective influences on interpersonal behavior, Psychol Inq 13(1):1–28.</ref><ref>Forgas JP (ed) (2006), Affect in social thinking and behaviour, New York: Psychology Press.</ref><ref>Sedikides C (1995), Central and peripheral self-conceptions are differentially influenced by mood: tests of the differential sensitivity hypothesis, J Pers Soc Psychol 69:759–777.</ref>
There are examples in experimental social psychology that specify the benefits of positive emotional experiences such as the influence on people’s perception and how they interpret social behaviors and initiate social interactions.<ref>Forgas JP (ed) (2001), The handbook of affect and social cognition, Lawrence Erlbaum Associates, Inc, Mahwah.</ref> <ref>Isen AM (1987), Positive affect, cognitive processes and social behaviour, Berkowitz L (ed) Advances in experimental social psychology, vol 20. Academic, New York, pp 203–253.</ref> Other upsides of experiencing positive emotions include people making positive evaluations (for both themselves and others) and lenient attributions, expressing more confidence, optimism, and being more accommodative in social relationships.<ref>Forgas JP (2002), Feeling and doing: affective influences on interpersonal behavior, Psychol Inq 13(1):1–28.</ref><ref>Forgas JP (ed) (2006), Affect in social thinking and behaviour, New York: Psychology Press.</ref><ref>Sedikides C (1995), Central and peripheral self-conceptions are differentially influenced by mood: tests of the differential sensitivity hypothesis, J Pers Soc Psychol 69:759–777.</ref>
== Well-Being at Workplace ==
Well-being at work is defined as an experience, which is influenced by factors, such as the internal culture and organizational ways of functioning, and by personal internal resources (Biggio and Cortese 2013). Three general sets of factors have been posited that influence well-being at the workplace (Danna and Griffin 1999). These encompass
# Work setting (health, safety hazards)
# Personal characteristics (Type A or B behavior, locus of control)
# Occupational stress (factors pertaining to the job, role and relationships at work, career progression, structure and climate of organization).
Additionally, two interrelated sets of consequences of well-being in the workplace have been noted (Danna and Griffin 1999). They comprise of
# Individual-level physical, psychological, and behavioral consequences.
# Organizational-level consequences, which are health insurance costs, productivity, and absenteeism.
Workplace well-being has been conceptualized as comprising of hedonic well-being, eudaimonic well-being, and social well-being. Additionally, workplace concepts display an extent of overlap with the three components of well-being:
# Subjective well-being ie. job satisfaction and positive attitudes, positive and negative affect.
# Eudaimonic well-being. For e.g. engagement, meaning, growth, calling.
# Social well-being For e.g. quality connections, satisfaction with coworkers, high-quality exchange relationships with leaders. (Fisher 2014).
=== Significance of Workplace Well-Being ===
Considering that people spend a substantial amount of time at work, it is essential to note that whether the work they do and the related conditions enable them to enhance their well-being and further towards the state of flourishing.
Relevance of workplace health and well-being can be seen from the fact that among the five domains comprising overall well-being, career well-being is regarded as the most important for most people (Rath and Harter 2010). It is also significant firstly because workplace represents a source of social and emotional involvement as a modern form of collective life (Gupta 1996), thereby having a strong bearing on the relationships and associations people form. Secondly, work has become more than just a part of the life of an individual, that is to say, that even after leaving from the workplace, the work and its ancillaries still accompany the individual. Put alternatively, workplace well-being has trickle-down effects and connections with other domains of the life of people. And well-being has the potential to affect both workers and organizations in negative ways. Workers with poor well-being may be less productive, make hasty decisions, and be unprofessional towards work, which would be detrimental and diminish overall contributions to the organizations (Price and Hooijberg 1992).
=== Meaning and Orientations Towards Work ===
As discussed earlier, certain external conditions (e.g., work) go beyond the adaptation principle and represent specific changes that are worth striving for and can result in lasting happiness (Haidt 2006). People relate to their work in one of the three ways. Namely,
* A job ie. transactional, money-oriented.
* A career ie. broad personal investment, promotion-oriented.
* A calling ie. intrinsic fulfillment (Bellah et al. 1985).
Work as a calling is seen as an opportunity to contribute to the greater good or a higher purpose and is marked by frequent experiences of flow and without any resentment to quit. It is the pursuit of the right goals that mark the essential part of conditions that contribute towards flourishing. Right goals concerning the work one undertakes offer the avenue to create the states of flow and engagement. These two states have been described as nutriments to joy, absorption, meaningfulness, and well-being of a person (Csikszentmihalyi 1990; Nakamura and Csikszentmihalyi 2003).
=== Workplace Well-Being and Performance: Evidence ===
== References ==
== References ==
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