The document discusses positive psychology and its focus on human flourishing and optimal functioning, rather than just the absence of problems. It introduces Martin Seligman's well-being theory of PERMA, which describes the components of well-being as positive emotion, engagement, relationships, meaning and purpose, and achievement. The document suggests applying positive psychology principles to organizations by focusing on identifying and using individuals' strengths to help them feel engaged in meaningful work and accomplish goals. It provides questions for managers and employees to consider how to foster well-being and optimal performance in the workplace.

1. Dr. Louise Lambert
D’raven
Assistant Professor
Canadian University of Dubai

2. Mainstream/Traditional Psychology
Depression Eating
disorders
Crime Social violence Learning
disorders
Divorce Anxiety Anger Isolation
loneliness
ADHD
Personality
disorders
Family
dysfunction
Employee
turnover
Addictions Obesity
sedentary
behaviour
Bullying Stress and
burnout
Suicide Conduct
disorder
Lying cheating
dishonesty

3. An absence is not a presence of…
• Simply “not having a broken leg” is not
enough to qualify for the Olympics.

4. Positive Psychology: Presence of positive
Post-traumatic
growth
Healthy
Lifestyles
Pro-Social
behavior
Group
belonging;
cooperation
Giftedness
talent
Life satisfaction
& subjective
well-being
Mindfulness
Being in the
moment
Motivation
Grit
Achievement
Character
strengths
Learning
Flourishing
individuals
Productive
groups and
organizations
Engagement Meaning and
Purpose
Fitness and
health
Friendship Thriving under
stress
The positive
side of human
experience!
Positive
Emotions
Honesty
Altruism

5. Organizational psychology assumes same
• Move organizations back to normal, but
mediocrity not productive; we can do better.
• Positive organizational scholarship (psychology)
= move organizations beyond average towards
greatness

6. What makes us happy?
(From a scientific perspective)

7. Well-being theory (PERMA; Seligman, 2011)

8. PERMA: Pleasure, positive emotion
3:1 ratio: Broaden & Build Model

9. Being interested,
doing what you’re good at,
and losing yourself in it.
It’s a “great job” we’d do for free.
*Assumes a “fit” and a “gap”
PERMA: Engagement + strengths = flow

10. Copy
right
2009
Louis
e
Lamb
ert
PERMA: Positive Relationships
Employees with a
best friend at work
(who is happy) are
7x more engaged!

11. Copy
right
2009
Louis
e
Lamb
ert
PERMA: The Meaningful Life
Does it matter or
contribute to
someone other
than you?

12. PERMA: A life of Achievement
What would
you like to say
you’ve
accomplished?

13.  Develop interventions based on the pathways
Why PERMA?

14. Small group questions
• What makes you come alive at work?
• If you had 3 wishes for the organization, what would
they be?
• What’s the smallest thing we could change that would
make a difference?
• Do we have fun here? Do you laugh here? Do you feel
hopeful here?
• If our success were 100% guaranteed, what bold steps
might we take?

15. For Managers/Supervisor
• What are you good at that we aren’t capitalizing
upon? What are your “extra/other” skills?
• *Gap disappears

16. For Managers/Supervisor
• Follow-through:
• Craft the job
• See what you can accommodate.

17. For Employees
• Am I bored? Why?
• If I complained less, what would I do more of?
• When do I feel good here? Doing what?
• What would happen if I changed my mindset?
• Is it the same elsewhere? (very likely)

18. For Employees
• Do I come to work at my best?
• Am I tired? Hungry? Dehydrated?
• Am I happy otherwise?
• What seems like “bad work” is sometimes
unhappiness and unhealthiness overall.

19. Positive psychology:
Focus on greatness
• People want to succeed and do good; but
need a way there.
• Personal responsibility; strengths invite.