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Positive Psychology Paper

1676 Words7 Pages

Positive Psychology is one of the new rends of research in the world of Psychology where it is a study used to comprehend and improve positive aspects of life. It concerns with the understanding and facilitating of happiness and well-being; positive traits and engagement in absorbing activities; and the development of meaningful positive relationships, social systems, and institutions (Carr, 2011; Lopez & Synder, 2009; Seligman, 2002). Professor Martin Seligman (2002), the founder of Positive Psychology, classified positive emotions into three categories, those related to the past, the present and the future. Some of the positive emotions connected with the future are optimism, confidence, faith and hope. The main positive emotions of the …show more content…

(2013) refers to a “person’s ability to focus on the current situation and on the basis of the opportunities afforded by that situation; take appropriate action towards achieving goals and values, even in the presence of challenging or unwanted psychological events” (Hayes, Luoma, Bond, Masuda & Lillis, 2006). Additionally, psychological flexibility could be a helpful individual characteristic for practitioners to evaluate; as it is constant over time, but interventions can moreover polish it, and, as an outcome, make strides mental health and behavioral effectiveness in the work place (Bond, et al., …show more content…

They suggest that engagement is a state where resources exceed the demands of the job, allowing the employee to perform in unique ways and at very high levels, particularly when the demands of their job are very high. It was founded out that engagement is positively associated with job performance.

Performance
Job performance is whether a person performs his job well. Job performance is studied in industrial and organizational psychology, the branch of psychology that deals with the workplace. Job performance is also part of human resources management. Performance is an important criterion for organizational outcomes and success. Cambell (1990) describes job performance as an individual level variable, or something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance which are higher level variables.

Job

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