Abstract
In the world of work, happiness can be associated with numerous factors. Although it is not a self-centered pursuit, happiness is linked with positive outcomes such as pro-social behaviors, productivity, and collaboration at work. Positive psychology explores the notion behind good feelings as they are related to health benefits, longevity, wellbeing, and quality of life. Negative emotions such as anger, depression, anxiety, or worries are linked to frustrations, nervousness, low moods, and unproductivity. Thus, it is clear that attitudes and people’s choices have tremendous impacts on happiness. The main concern, in that case, is how to cultivate and maintain wellbeing and a state of positivity in work environments. Leaders in organizational settings need to recognize the influence of positive psychology when approaching engagement and performance. Some ideas need to be put into practice to promote positivity, and they include engagement, performance original thinking, and conflict resolution skills. In this paper, the impact of positivity in workplaces is addressed.
Introduction
Many studies document the value of positive effects in that good mood, sentiments, and emotions carry multiple interrelated benefits. The core advantage of these feelings is the ability to alter individuals’ mindsets. According to Fredrickson and Losada (2005), experiments show that when a positive effect is induced, it widens the scope of attention and behavioral repertoires. Moreover, good moods alter the body system by affecting speed recovery from the cardiovascular impact of negative affect. The positivity ratio entails the role of positive feelings and how they flourish mental health. In psychology, flourishing is a central goal, to go beyond normal happiness and do good. Given the amount of information available concerning positivity in life and work, undeniably, there are relatable benefits or privileges of good feelings (Fredrickson & Losada, 2005). The purpose of the paper is to argue that positivity can make a difference at work and in life.
A Dissonant Leader
To understand the influence of positivity at work and primarily in leadership, it is paramount to consider how a dissonant leader is ineffective and why. A dissonant person is less concerned about others, and in the workplace settings, such a leader pays little attention to employees while majorly focusing on goal attainment. The style is less focused on people’s emotions, avoids democratic leading to keep things moving forward while avoiding stalemates. Ideally, it is common for people in the workplace to encounter ambiguities, volatility, complexities, and uncertainties. The natural response to this is to attempt to bring structure, order, and comfort to prevailing situations. Such is true particularly in leadership roles when followers count on leaders.
Exploring personal challenges in today’s dynamic business setting helps build the capacity to read and react to discomfort or complications. The situation could be eased when people involved in supervision, managing or directing act out of emotions and compassion to others. The positive feeling induced when someone shows concerns to help solve a problem in the workplace cannot be underestimated by the morale produced. People who support and connect with others in ways that create openness, engagement, and commitment are resonant. In contrast, dissonant persons are toxic in that they can wear others down, making them disengaged; hence may unlikely make a difference in workplaces.
Positivity in the Workplace
Positivity is the key to better performance and morale to work. Amid challenging situations in the workplace, the first thing people say is to stand firm and remain optimistic that things will get better. Little affirmations work, and it is crucial to note that words can go a long way in times of negativity. Thinking positively can be initiated by a word approach such as advising people to look at the bright side. Staying positive is the main staple of a good attitude towards work, which had tremendous impacts on organization practices.
Although a positive attitude in the work environment may not make a person better at work, it helps improve the way individuals view each other. Consequently, colleagues or teammates will be more inclined to offer help where necessary (Lehmann-Willenbrock et al., 2017). Positivity is crucial for many reasons, but the central one is its infectious nature, influencing co-workers. Negativity cannot uplift people’s spirit to coordinate, communication, or collaborate towards accomplishing an assigned task. People feel better they are surrounded by positive persons as they encourage them to reach goals, work hard and stay focused. In a culture where positivity is instilled, this practice begets more positive, and over time, even the most resilient people might start to change.
A vital trait of a concerned leader is understanding the source of negativity at work as this enables to promote and cultivate a positive culture. An employee with a bad attitude can affect work operations and team dynamics in an organization (Lehmann-Willenbrock, Chiu, Lei & Kauffeld, 2017). For example, a customer service staff might influence how they view the organization or the way other staffs operate. Positivity is the source of coordination and communication. Client attending to an organization will leave feeling satisfied and helped with issues after meeting attendants who portray positive attitudes. The latter makes the difference through concerns, attention, and proper communication skills such as listening.
Positivity in a workplace is initiated through thinking, where people process information with optimistic outlooks. Great positive thinkers are excellent leaders since they understand that life can be challenging while pursuing goals, and determination is required to approach challenges. Such people move forward decisively and incite followers to seek help when needed to get the job done. Since positive leaders believe in themselves and followers’ abilities, they instill confidence in employees through encouragement, inspiration, or motivation from motivation theories (Green Jr et al., 2017). Thus, one needs to be positive for others to follow and make changes.
Counter Arguments
Some people might claim that positivity does not make much difference in the workplace; otherwise, there would be more successful people. Thinking positively alone does little in the way of getting results. Although positivity is part of success, it is not a success on its own. Studies suggest that dreaming of personal desires will not help to achieve them (Fredrickson, 2013). Reaping the benefits of happy thoughts is fulfilled by a plan and actions. Most dissonant experiences are opportunities to grow or learn. Thus, opponents of positivity influence in the workplace may argue that a level of dissonance needs to be accepted to be intentional in learning.
On the contrary, positivity may be deemed less contributing to change in the workplace, but it is the starting point for everything. Positive thinking is crucial because successful leaders are optimistic about success, a philosophy that must be transmitted to employees or team members. Moreover, studies show that there are significant benefits of positive social and health by adopting positivity (Fredrickson, 2013). They include reducing stress levels, boosting productivity, improving problem-solving, supporting skills acquisition, reinforcing decision making, enabling seizing opportunities, facilitating interactions, and increasing resiliency to problems. Perceiving challenges or obstacles at work and in life as minor setbacks rather than a cause for stress, a person can become happier and manage professional circumstances (Ben-Zur & Michael, 2020). Positive thinkers do not dwell on problems when they occur. According to (), positivity stimulates brain functioning, increases energy levels, and makes individuals alert or better prepared to perform tasks. It is easier to embrace possibilities with a positive mentality and attitude, a critical trait for problem-solving (Sameer, 2018). Therefore, there is much difference in people’s lives and the work environment when positivity is retained.
Conclusion
To conclude, human flourishing is paramount and characterized by goodness, satisfaction, happiness, growth, and resilience. Individuals should always maintain a positive mind. To change attitude and think positively is a valuable professional habit that can be cultivated through assessing thoughts, practicing self-care, exercising gratitude, and interacting with supportive people. A positive mindset will challenge negative thoughts and drive the desire to impact lives or the workplace.
References
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Fredrickson, B., & Losada, M. (2005). Positive affect and the complex dynamics of human flourishing.American Psychologist, 68(9), 814-822. Web.
Green Jr, P. I., Finkel, E. J., Fitzsimons, G. M., & Gino, F. (2017). The energizing nature of work engagement: Toward a new need-based theory of work motivation.Research in Organizational Behavior, 37, 1-18. Web.
Lehmann-Willenbrock, N., Chiu, M. M., Lei, Z., & Kauffeld, S. (2017). Understanding positivity within dynamic team interactions: A statistical discourse analysis.Group & Organization Management, 42(1), 39-78. Web.
Sameer, Y. M. (2018). Innovative behavior and psychological capital: Do positivity make any difference?Journal of Economics & Management, 32, 75-101. Web.