Positive Work

If work is defined as the relationship between an employer an employee, then positive work is the relationship between an employee and employer that leads to both individual and organizational flourishing.This may be an overly broad definition, however different individuals and organizations may value different outcomes, and thus it makes sense to label work as positive when it leads to both sides achieving a higher level of functioning through the attainment of positive objectives. We can think of flourishing along the lines of a state of optimal functioning and experience (Ryan & Deci, 2001).

Let’s examine this from the perspective of the individual and the employer in the following way. What are the positive outcomes that an individual may seek to achieve through work? What defines optimal functioning and experience? What are the positive outcomes an employer may seek from a relationship with an employee? What pathways may lead to positive outcomes for the individual and for the employer? What conditions are necessary and or sufficient? Finally, where is there overlap between pathways that lead to individual and organizational flourishing and how can we use those to create methods or interventions to increase flourishing for individuals and organizations.

Let’s start with outcomes

An individual may seek to achieve:

Increased well-being
Increased satisfaction with life
Resources with which to maintain a certain lifestyle
Increased psychological resources
More optimal functioning

To some degree we may simplify this as the concept that an individual wants their work to contribute towards “a life worth living.” Since Positive Psychology primarily concerns itself with this question (Seligman & Csikszentmihalyi, 2000), the outcome measures that are often used in Positive Psychology research are those which we can use to determine if work is contributing to the good life for an individual. Outcomes organizations may seek to achieve may include:

Increased organizational performance (defined by key metrics for that particular organization)
Increased profitability and or financial stability
Increased intrinsic value for stakeholders (customers, community, shareholders, and employees)
Increased organizational stability
Development of organizational values
Development of organizational virtues

Ultimately, a successful organization will be self-sustaining, function in line with its professed values, operate virtuously, and will create value for its stakeholders. This definition can be used with for profit, not for profit, or hybrid organizations.

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REFERENCES:

Ryan, R. M., & Deci, E. L. (2001). On happiness and human potentials: A review of research on hedonic and eudaimonic well-being. Annual Review of Psychology, 52, 141-166.

Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55(1), 5-14.