Positive Organizational Behavior (POB) is defined 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" (Luthans, 2002a, p. 59).[1] Show
For a positive psychological capacity to qualify for inclusion in POB, it must be positive and must have extensive theory and research foundations and valid measures. In addition, it must be state like, which would make it open to development and manageable for performance improvement. Finally, positive states that meet the POB definitional criteria are primarily researched, measured, developed, and managed at the individual, micro level.[2] The state-like criterion distinguishes POB from other positive approaches that focus on positive traits, whereas its emphasis on micro, individual-level constructs separates it from positive perspectives that address positive organizations and their related macro-level variables and measures. Meeting the inclusion criteria for POB are the state-like psychological resource capacities of self-efficacy, hope, optimism, and resiliency and, when combined, the underlying higher-order, core construct of Positive psychological capital or PsyCap.[3] General overview[edit]POB is the application of Positive psychology to the workplace. Its focus is on strengths and on building the best in the workplace under the basic assumption is that goodness and excellence can be analyzed and achieved. Origins of POB: The Positive Psychology Movement[edit]Although POB research is relatively new, its core ideas are based on ideas of earlier scholars. By integrating positive psychology to organizational setting, Fred Luthans has pioneered the positive organizational behavior research in 1999. Since then, Luthans and colleagues have been attempting to find ways of designing work settings that emphasize people's strengths, where they can be both their best selves and at their best with each other. Thus far research has shown that employees who are satisfied and find fulfillment in their work are more productive, absent less, and demonstrate greater organizational loyalty.[5][6] Despite initial studies and conceptualizations, the field of POB is still in its infancy. Further research regarding the precise antecedents, processes, and consequences of positive psychological behavior is needed. The challenge currently awaiting POB is to bring about a more profound understanding the real impact of positive states for organizational functioning and how these states can be enhanced within the work place. See also[edit]
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What do you mean by positive organization behavior?Positive organizational behavior (POB) is. “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.” Luthans, 2002, p.
What is the importance of positive organizational behavior?Engaging in positive organizational behavior allows you to learn more about yourself and your behaviors, as well as those around you. This understanding can help you navigate conflict, build stronger relationships, increase work performance and achieve greater satisfaction.
How does organizational behavior affect productivity?Organizational behavior proposes that incentives are motivational factors that are crucial for employees to perform well. Organizational behavior changes the way people make decisions. Businesses that are able to encourage risks in decision making within the company culture can enhance innovation and creativity.
How does attitude or positive organizational behavior impact management?With a positive attitude, employees tend to take more interest in what they do and deliver. Consequently, they produce better quality work with minimum errors. This improves their overall output as well as productivity. Working in an organization is all about managing a diverse workforce.
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