Positive Organizational Behavior Case Study

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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 employees who are satisfied and find fulfillment in their work are more productive, absent less, and demonstrate greater organizational loyalty.

Objectives of POB:

1.Positive psychology : Martin seligman defined it as the best thing in life. Objective of the positive psychology is to use scientific methodology to introduce the ideas of individual, groups to grow vigorously. The three levels includes: @Valued subjective experience - positive emotion that is happiness in past, present and future.
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It is a combination of will power and way power. The term woll power gives determination to reach goal. The term way power will make the alternate way to achieve goal by tackling the obstacles. It provides motivational concept of achieving goals in alternate way of proceedings. Practical approaches for developing hope include setting challenging “stretch” goals, contingency planning, and regoaling when necessary to avoid false hope. Thus, hope meets the POB inclusion

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