Positive Organizational Scholarship Essay Example for Free

cocksure Organizational Scholarship EssayPositive organizational apprehension is an emerging discipline in organizational behavior and is rough positivity in organization. The need for it emerged to bridge the gap between moral and rational objectives. It is not a untried science, it is the new way of looking at things, its like you pay just changed your glasses. In todays world, society is facing extremely tough challenges in the form of global warming, natural disasters, economic recession, precious homelessness, terrorism and the draining continuation of war. So at this moment of extreme negative happenings and uncertainty, what is needed to be emphasized and brought up is validating. With all this sadness and horror, where in the world does a science based on testing happiness, wellbeing, personal growth and the good carriage ? t into the modern-day agenda? So, Positive psychological science is the study of topics such as happiness, optimism, personal growth and sub jective well being. It promotes the incidentors that allow the gatherings and communities to thrive or flourish.At the current stage in this world of negativity, haughty psychology focuses on corroboratory experiences at three time points a) past centering contentment b) present focusing current happiness c) afterlife including optimism and hope. We should know that what a good life is ? Aristotle and Plato used to believe that when people carried out a sodding(a) life they would become authentically happy. The happiness are of two types in validating psychology gibe to Seligman, one is hedonic happiness which is high level of positive affect and low levels of negative effect, in addition to high subjective life bliss.See more how to start a light turn upOther is eudemonic wellbeing which focuses more on creation of meaning and purpose in life. (Hefferon Boniwell, 2011) A science of positive subjective experience, positive individual traits, and positive institutions pr omises to improve quality of life and bar the pathologies that arise when life is barren and meaningless. The model of Seligman of Positive psychology is divided into three parts The delicious life, the good life, and the meaningful life. The pleasurable life is about things like shopping, eating, drugging, meaningless sex, etc.The research is decision that having more pleasures does not increase life satisfaction. The good life as defined by Seligman is about understanding and using ones core strengths/virtues in pass water and love and play. He, in conjunction with Chris Peterson, developed a VIA Signature Strengths Survey found that Having a life of high absorption does correlate to life satisfaction measures according to Seligman. Lastly, the meaningful life is when a person uses his/her strengths for the purpose of something larger than him/herself.Choosing to live a life of faith, purpose, meaning, correlates to life satisfaction measures. Marty besides sees this aspect of his model directly related to Positive Institutionsthose organizations that promote positive character development and/or meaning. Hes mostly focused on non-profits and religious organizations but others are applying it to for-profit organizations. (Seligman Csikszentmihalyi, 2000) An onrush that is positive to selection, development, and management of valet resources in organizations has been emphasized by both scholars and professionals over the years.A great variety of positively oriented high-performance work practices in placement, compensation, and motivation and their underlying strategies, structures, and cultures have also been extensively studied and supported for their contributions to organizational performance and competitiveness. Research and consulting by the Gallup Organization also supports the grandness of positive, strength-based organizational cultures and human resource practices . (Buckingham Clifton, 2001).For example, factors such as effective selection and placement practices that capitalize on employees talents, clear and aligned goals and expectations, social support and recognition, and opportunities for growth, development, and self actualization have been found to significantly chip in to employee engagement, customer satisfaction, and ultimately organizational profitability and growth(Harter, Schmidt, Keynes, 2003) On the academic side, the positive organizational scholarship or POS movement has been instrumental in providing macro-level scholars with a conceptual framework for organizing and integrating their research on positive organizations (Cameron et al. , 2003).Positive refers to the elevating processes and outcomes in organizations. Organizational refers to the interpersonal and structural dynamics activated in and through organizations, specifically taking into account the context in which positive phenomena occur. Scholarship refers to the scientific, theoretically derived, and rigorous investigation of that whi ch is positive in organizational setting. (KIM S. CAMERON CAZA, 2004). Positive organizational scholarship (POS) is witnessed an alternative approach to studying organizations it is argued that POS plays a particular hypothesis role in contemporary organizational scholarship.By using essays on critical theory in organizational science to consider POS research, and drawing from the principles of Gestalt psychology, it is argued that the important distinctions between POS and traditional organizational scholarship lie in POSs emphasis on positive processes, on value transparency, and on extending the range of what constitutes a positive organizational outcome. In doing so, it is concluded that the primary contribution of POS is that it offers an alternative to the deficit model that shapes the human body and conduct of organizational research. (Caza. Caza. , 2008) There are several originators that exist for the oversight of positive phenomena in organizational science.They in clude a) Lack of valid and reliable measuring devices b) the association of positivity with uncritical science c) the fact that negative events have greater impact on people than positive events(Baumeister, Bratslavsky, Finkenauer, Vohs, 2001) The first reason for the knock off towards POS concerning measurement and instrumentation, most positively focused at work up to now has been at the psychological level. For example only surveys had been used up till now for finding out anything related to it. most scholarly work in POS has been conceptual and definitional rather than empirical. Little empirical work has been published. (Cameron, Dutton, Quinn, 2003). The article by Losada and Heaphy uses a model to estimate team effectiveness. Communication patterns in 60 top management teams were notice and coded in day long strategic planning sessions. The ratio of positive to negative communication was ranging among high, average and low performing teams.Positive teams performed signi ficantly better Similarly Cameron, Bright and Cazas study in which they surveyed organizations across a number of industry types, and eventually they found out that the organizations scoring higher on virtuousness had a better performance than the other ones. The second reason to the neglect towards POS is that the topics related to it have sometimes been associated with non scholarly prescriptions. Hope and optimism for example have been interpreted as wishful thinking. POS uses the word scholarship to identify its scientific and theoretical foundations. It is committed to documenting, measuring, and explaining usually positive human experiences in organizations.The third reason for the dearth of POS illustrated by Baumeisteret et als concluded that the events that are negative for example losing money or receiving criticism will always have a greater impact on the individual than the positive events such as winning money or receiving praise. Many good events can overcome the psych ological effects of a single bad one. In case the numbers of good and bad events are equal then the psychological effects of bad ones always outweigh the good ones. This tells us that the neglect of problems and challenges might threaten the survival of individual. And the neglect of positive might only result into regret or disappointment. (KIM S.CAMERON CAZA, 2004)Identifying the factors that lead to joy and happiness, hope and faith, and what makes life worth living represents a shift from reparative psychology to a psychology of positive experience. Similarly, Positive organizational scholarship examines the positive side of organizational performance. It investigates positive deviance, or the ways in which organizations and their members flourish and prosper in especially humane and extraordinary ways. It investigates virtuous elements in organizations such as compassion, forgiveness, dignity, respectful encounters, optimism and positive effect, integrity, and wisdom. This emp hasis parallels a new movement in psychology that is shifting from the traditional focus on illness and pathology (e. g., deviancy, abnormality, and therapy) toward a positive psychology that focuses on human strengths and virtues. (Dinnah Pladott, 2003)Pos is concerned with understanding the integration of positive and negative conditions. Positive Organizational Scholarship (POS) and Positive psychology are focused on understanding the conditions and processes that explain flourish. What differentiates POS is an explicit interest in understanding and explaining flourishing in organizational contexts (including individuals, groups, units and whole organizations). Flourishing refers to being in an optimal range of human function and is indicated at the individual level by goodness, generatively, growth and resilience.Atthe collective level of groups and organizations, flourishing whitethorn be indicated by creativity, innovation, growth, resilience, thriving virtuousness or other markers that a collective is healthy and is performing in an above normal or positively deviant range. POS also focuses on the development of individual, group and collective strengths that represent forms of individual and collective excellence. POS unites existing domains of organizational inquiry focused on flourishing. This includes work on flourishing indicators such as creativity, engagement, flow, growth, health and well-being, as well as contributors to flourishing that consider features of the organization, group and job contexts.