Organisational well-being Feeling good at work！

PLAN FOR TODAY

Plan for today Review: Active Listening Organizational well-being Motivation Meanings of work Cope with Stress Teamwork Personality Personality and Leadership Reading and Discussion

Review: Active Listening Your experience? And what do you feel?

Questions for you: Tell me about a “good day” at work? What about a “bad day”? On a personal level, why do you choose to do what you do work wise? If you weren’t able to work, what would be missing from your life? What aspects of your work drain you?

motivation

What’s your Philosophy of Management? THEORY X Employees dislike work; they must be coerced, controlled, or threatened Employees avoid responsibility Employees are little ambitious and place security above all other factors THEORY Y Employees view work as natural Employees exercise self-direction and self-control Employees can learn to accept and seek responsitbilities Employees can be the source of innovation

What Motivating Work is Not About…

External vs Internal motivators?

Question for you: How important money is for you to work? Is it the only motivator for you? Why do you think motivation can make you feel happy at work?

Motivation: Relevance Why do employees not perform? MOTIVATION x ABILITY PERFORMANCE CONSTRAINTS x =

Classic & Contemporary Theories of Motivation Maslow’s Hierarchy of needs McClelland’s theory of needs Herzberg’s 2-factor theory Self-determination /Cog. Eval.Theory Needs-based CONTENT Work-context based Job Characteristics Model Reinforcement theory THEORIES OF MOTIVATION 3 differences to the book: Theory Y and X not as theory Self-determination theory is referred to as cognitive evaluation theory Self-efficacy theory rather subsumed with goal setting theory If you refer to the book in the exam – that is perfectly fine! The book speaks only about Cognitive evaluation theory. CET says that extrinsic rewards (such as pay) can reduce intrinsic motivation, because Loss of control experiences Shift towards an external (rather than internal) explanation why individuals work Research methodology (experimental mainly) has also been criticized Today: no simple yes or no answer whether money motivates or not; important point: don’t pick your job only for money PROCESS Equity theory Goal setting Expectancy theory

lTRwTvAYYrQ&feature=related Min. 01:10 – 04:22 http://www.youtube.com/watch?v= lTRwTvAYYrQ&feature=related Min. 01:10 – 04:22 Self-actualization: Find what you really are looking for…

Maslow’s Hierarchy of needs

Content Theories: Work Context -job-characteristics? Jot down key aspects of the work environment that you would find motivating! http://www.youtube.com/watch?v=aOZhbOhEunY

Process Theories -goal setting Direction Intensity Persistence Strategy Goals Performance Goal setting works best if: Difficult goals Specific goals Self-efficacy Participation? Goal setting is impaired, if: No goal commitment No performance feedback

Meaning?

What motivates us to work What motivates us to work? Contrary to conventional wisdom, it isn't just money. But it's not exactly joy either. It seems that most of us thrive by making constant progress and feeling a sense of purpose. https://www.ted.com/talks/dan_ariely_what_makes_us_feel_good_about_our_work#t-1210154

COPE WITH STRESS and conflicts AT WORK

Everyone can experience stress 每个人都会遇到压力，遇到压力就要有相应的应对方式，那么都有哪些应对方式呢？

There are many strategies people cope with stress, for example, religion, use of drugs and alcohol, or venting, seeking help and support from friends and family, etc 应对方式有很多种：依赖于宗教、找朋友诉说、借助于酒精麻醉自己，等等

What is your coping style? http://www.psy.miami.edu/faculty/ccarver/sclBrCOPE.html

Negative/Maladaptive Relationship-focused Active Planning Problem-focused Instrumental Solutions Positive/Adaptive Positive Thinking Emotional Support Emotion-focused Self-Blame Wishful Thinking Avoidance “adaptive strategies” as those those that actually lead to a reduction in the negative psychosocial and physical health consequences of bereavement or to a lowering of grief 对于应对方式有很多的分类方式：有基于问题解决的应对方式（主动计划，或者有策略性的解决方式），基于情绪的应对方式（积极的思考方式、寻求情绪上的支持、自我责备、不切实际的幻想、逃避问题），基于关系的应对方式（共情、妥协、忽视、退避） 然后这些应对方式又可以根据压力调节的结果分为积极的调节方式、消极的调节方式。 Negative/Maladaptive Empathy Relationship-focused (aim at maintaining relationship) Compromise Ignoring Withdrawing

CONFLICT HAPPENS Conflict is… a normal, inescapable part of life a periodic occurrence in any relationship an opportunity to understand opposing preferences and values ENERGY

How can we manage the energy of conflict?

Use cognitive conflict Disagreement about ideas and approaches Issue focused, not personal Characteristic of high performing groups

Avoid affective conflict Personal antagonism fueled by differences of opinion Destructive to group performance and cohesion

How can we keep conflict cognitive? Make the approach Share perspectives Build understanding Agree on solutions Plan next steps

Step 1. Make the approach Reflect before you begin Invite the other party to a conversation Be clear about your intentions State your goal - a positive resolution

Step 2. Share perspectives Ask for the other person’s perspective Paraphrase what you hear Acknowledge your contribution Describe your perspective

Understand why your views differ (Read from bottom to top) I take action I adopt beliefs I draw conclusions I add meaning I select data Observable data

Identify topics that the parties view as important to address Name the issues Identify topics that the parties view as important to address Use concise neutral language Avoid pronouns Use issues to create the agenda

Step 3. Build understanding Discuss one issue at a time Clarify assumptions Explore interests and feelings

Step 4. Agree on solutions Reality test – Is this doable? Durability test – Is this durable? Interest test – Does this meet all parties’ interests?

Step 5. Plan next steps What needs to happen? Jointly create action plan What needs to happen? Who needs to do what? By when? How will interaction take place if problems occur?

Tools for Conflict Management

That’s true but… What doesn’t work

That’s true and… What does work

BLAME What doesn’t work

The “third story” What does work

Contribution Mapping What does work

teamwork

Question for you: Do you like to work in teams or not? Why? What aspects of being part of a team makes you feel the most fulfilled and engaged? Why?

Questions to think in order to have better teamwork results How safe are we as a team psychologically? How much harmony do we need to perform? How much trust do we really have in each other’s capabilities? How will we handle difficult conversations? What if we have too much of a good thing? How many is too many?

High performing teams tend to ... 1. Be psychologically safe 2. Worry less about harmony than performance 3. Know how to have difficult conversations 4. Have absolute confidence in each other’s abilities 5. Know precisely what they’re here to do, and why 6. Are typically small 7. Strike a productive balance between technical and social competence

Personality

Personality Test Result Does it match who you are? What do you think the relationship between personality and leadership? https://www.ted.com/talks/susan_cain_the_power_of_introverts