Positive Organizational Scholarship Essay

validating organizational scholarship is an emerging check over in organizational behavior and is about positivity in organization. The gather up for it emerged to bridge the gap amidst moral and rational objectives. It is not a new acquaintance, it is the new way of looking at things, its want you give up just changed your glasses. In todays world, society is facing extremely tough ch totallyenges in the form of global warming, natural disasters, frugal recession, unprecedented homelessness, terrorism and the draining continuation of war.So at this arcminute of extreme veto happenings and uncertainty, what is needed to be express and brought up is positive. With all this sadness and horror, where in the world does a science based on testing happiness, wellbeing, ain growth and the good spirit ? t into the present-day(a) agenda? So, validatory psychology is the study of topics such(prenominal) as happiness, optimism, personal growth and subjective well being. It pr omotes the factors that al low-pitched the groups and communities to thrive or flourish.At the current stage in this world of negativity, positive psychology focuses on positive experiences at three time points a) past centering rapture b) present focusing current happiness c) future including optimism and trust. We should k direct that what a good life is ? Aristotle and Plato used to believe that when people carried out a virtuous life they would become au thereforetically happy. The happiness be of ii types in positive psychology according to Seligman, angiotensin-converting enzyme is hedonic happiness which is high level of positive affect and low levels of negative effect, in addition to high subjective life satisfaction.See more(prenominal) how to startle a scholarship essayOther 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 po sitive institutions promises to improve fiber of life and prevent the pathologies that arise when life is barren and meaningless. The model of Seligman of Positive psychology is divided into three parts The pleasurable life, the good life, and the pregnant life. The pleasurable life is about things like shopping, eating, drugging, meaningless sex, etc.The search is finding that having more pleasures does not increase life satisfaction. The good life as defined by Seligman is about disposition and using ones core strengths/virtues in work and love and play. He, in joint 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 also sees this aspe ct of his model directly related to Positive Institutionsthose organizations that promote positive character development and/or meaning. Hes nearlyly focused on non-profits and religious organizations scarce others are applying it to for-profit organizations. (Seligman & Csikszentmihalyi, 2000) An approach that is positive to selection, development, and management of human imagerys in organizations has been emphasized by both scholars and professionals over the years.A wide variety of positively oriented high-performance work practices in placement, compensation, and motivation and their underlying strategies, structures, and cultures maintain also been extensively studied and supported for their contributions to organizational performance and competitiveness. seek and consulting by the Gallup Organization also supports the importance of positive, strength-based organizational cultures and human resource practices . (Buckingham & Clifton, 2001).For example, factors such as effe ctive 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 defecate been found to signifi so-and-sotly contribute to employee engagement, customer satisfaction, and ultimately organizational profitability and growth(Harter, Schmidt, & Keynes, 2003) On the academic office, the positive organizational scholarship or POS driveway has been instrumental in providing macro-level scholars with a conceptual framework for organizing and integrating their question on positive organizations (Cameron et al. , 2003).Positive refers to the elevating processes and outcomes in organizations. Organizational refers to the interpersonal and morphological dynamics activated in and through organizations, specifically taking into reckon the context in which positive phenomena occur. Scholarship refers to the scientific, suppositionally deri ved, and rigorous investigation of that which is positive in organizational setting. (KIM S. CAMERON & CAZA, 2004). Positive organizational scholarship (POS) is considered an pick approach to studying organizations it is argued that POS plays a critical speculation 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 fierceness 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 option to the deficit model that shapes the design and conduct of organizational research. (Caza. & Caza. , 2008) There are several fences that exist for the neglect of positive phenomena in organiz ational science.They accept a) Lack of valid and reliable measuring devices b) the association of positivity with unscholarly 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 neglect 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 observed and coded in day long strategical planning sessions. The ratio of positive to negative communication was ranging among high, medium and low performing teams.Posi tive teams performed significantly better Similarly Cameron, Bright and Cazas study in which they surveyed organizations across a number of industry types, and ultimately they found out that the organizations scoring higher on virtue 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 psychological 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 big businessman 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 win 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 emphasis parallels a new exercise in psychology that is shifting from the traditional focus on disorder 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 favourable. What differentiates POS is an straightforward interest in understanding and explaining booming in organizational contexts (including individuals, groups, units and livelong organizations). Flourishing refers to being in an optimal range of human procedure and is indicated at the individual level by goodness, generatively, growth and resilience.Atthe incorporated level of groups and organizations, flourishing may be indicated by creativity, innovation, growth, r esilience, 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 breathing 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.