Theory Of Positive Organizational Behavior

Origin of POB:

Positive organizational behavior was initiated by Martin Seligman in 1998 and Fred Luthans is investigated in 1999 and discovered the theory of positive organizational behavior. The main aim to to change employees mental Illness to mental strength. He defined it as “the study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today’s workplace”. The following two category will separate POB from the positive approaches. The aspects are a) The capacity must be theory and validly measurable b) the capacity must be state-like ( open to change and development) demonstrate performance. He find out that

Treat employees equally,

4. Differentiate personal and professional thoughts,

5. Make the culture before beginning of the company.

POB psychological capacity: An individuals psychological capacity includes following characteristics such as hope, optimistic, residency and efficacy. Evidence based on PHYCAP are: It related positively on intensional organizational behavior and negatively to unintentional organizational behavior. It is linked to culture all over the world. It has a major role in good leadership. It fights against stress.

It includes four major capacities which enhance the positive organizational behavior in a smoother way. 1. SELF-EFFICACY: Self-efficacy is defined as “action performed at particular situation” by Bandura. This theory will give people a confidence for the success of future from the success of past. It proves effectiveness in organization. It affects the repeating behavior. It is also defined as people's confidence in their ability to achieve a specific goal in a specific situation. It help us to know how much effort they produce and how long they persist in it.

Strength based systems will enhance self efficacy said

People think positive way on themselves due to optimism. It is both motivated and motivating. It is an assigned style which is explained in two ways: the one personal, permanent and spread throughout is recognised as positive events and the other external, temporary and at specified situation is recognised as negative events. There is no need that person should be always optimistic and it is of two types., pessimist and optimist. Optimism can be measured in terms of trust and validity thus, meeting the POB inclusion criteria.

4. RESILIENCY: Resiliency is defined as “ the characteristic of pattern adapting positive thing in case of risky situation” by Luthans. It has the capacity to deform from its original context. Risk factor must be managed and enhanced by its adaptation. Resiliency is just emerging in organization behavior, where POB addicted in adopting cross-disciplinary aspect. It includes both negative and positive potential in organization.Resiliency is also measured and gives better outcome in workplace. 1. In order to develop hope in employees Set challenge with goals which emphasis deservable