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What is burnout?
an employee's feeling that, despite working hard, he or she is unable to do everything that needs to be done
What is human capital?
the skills, knowledge, education, experience, ideas, and abilities of employees that are assets to a company
What is positive psychological capital?
assets to a company that result from employees' efficacy (confidence in one's ability to reach desired goals), hope (the capacity to find pathways or desired goals along with the motivation to use those pathways), optimism (the attribution of good outcomes to internal, stable, and pervasive causes) and resiliency (the capacity to endure and succeed in adversity)
What is social capital?
assets of a company or person that result from their social relationships, network of contacts, and friends; i.e., assets based on "who you know"
What is the strengths-based approach to gainful employment?
involves increasing an employee's awareness of his or her natural and learned talents, integration of those talents into the employee's self-image, and behavioral change in which the employee learns to attribute successes to his or her talents
What is traditional economic capital?
the physical facilities and assets of a company, such as plants and buildings, equipment, data, patents, and technology
What are workaholics?
people so engaged in and obsessed by work that they are unable to disengage from it and attend to responsibilities of families and friends
Why is a strengths-based approach to work considered so revolutionary based on the more traditional approach?
because the change is going from focusing on changing people's weaknesses to building on their strengths. their strengths are then being assigned to jobs that use those strengths
What are the stages of the strengths-based approach?
- 1) identification of talents (increasing employee's awareness of his/her own natural or learned talents)
- 2) integration of talents into employee's self image (person learns to define him/herself according to their talents)
- 3) actual behavioral change (attributing successes to his/her special talents)
What does the research say about the effectiveness of a strengths-based approach to work?
it has shown to be very effective: employees make better life decisions, be more productive, and increased self-confidence
How does the assets exercise fit with this overall approach?
The more you identify what assets you can offer to a job the better you will able to perform in the job and work on your debits (weaknesses) along the way, as long as the assets out weight the debits
What are the types of work capital?
- traditional economic capital
- human capital
- social capital
- positive psychological capital
What are the components of positive psychological capital?
Why is hope an important factor in positive psychological capital in the context of work life and the work environment?
it can characterize the productive work setting and the successful worker
In what ways are high hope companies and employees different from low hope companies and employees?
- high hope companies make higher profits compared with low hope companies
- high hope companies also have employees that don't fear management personnel and treated with the same respect as everyone else
- employees were conscientious about their jobs and were helpful and courteous to their fellow workers and community
What does the research say about workaholics, burnouts, and jobs lost?
- workaholics experience less pleasure in leisure activities and have greater conflict between work and family
- burnouts result from burdensome, excessive workloads, and bosses who rarely gave praise
- job loss/unemployment has lead to early death (women result from suicide and men result from alcohol-related diseases and cancers)
What are the key suggested ways of improving your work?
flexible work schedules and working at home
What does the research say about considering your work as a calling?
it is seen as contributing to the greater good, to something larger than they are