Positive Psychology at Work: How Positive Leadership and Appreciative Inquiry Create Inspiring OrganizationsJohn Wiley & Sons, 16 Mar 2011 - 272 halaman Positive Psychology at Work brings the fields of positive psychology and appreciative inquiry together for the first time to provide leaders and change agents with a powerful new approach to achieving organizational excellence.
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Halaman
... Cameron, Dutton and Quinn (2003), discussing their work on positive organizational scholarship, a sub-branch of positive psychology if you will, note that positive organizational scholarship is not value neutral: It advocates the ...
... Cameron, Dutton and Quinn (2003), discussing their work on positive organizational scholarship, a sub-branch of positive psychology if you will, note that positive organizational scholarship is not value neutral: It advocates the ...
Halaman
... studied organizations that recover exceptionally quickly from downsizing, or indeed escape altogether the negative consequences, outlined in Supplement 2.1. Gittell, Cameron and Lim (2006) Introduction What is a Positive Workplace?
... studied organizations that recover exceptionally quickly from downsizing, or indeed escape altogether the negative consequences, outlined in Supplement 2.1. Gittell, Cameron and Lim (2006) Introduction What is a Positive Workplace?
Halaman
... Cameron and Lim (2006) found that these exceptional organizations behave in qualitatively different ways from their competitors before, during and after downsizing. In particular, it transpires that by their habitual behaviour they have ...
... Cameron and Lim (2006) found that these exceptional organizations behave in qualitatively different ways from their competitors before, during and after downsizing. In particular, it transpires that by their habitual behaviour they have ...
Halaman
... (Cameron et al., 1987) Three things make up an abundance culture: positive deviance, virtuous practice and an affirmative bias (Cameron, 2009). 1) Positive Deviance A positively deviant organization is one that is flourishing, benevolent ...
... (Cameron et al., 1987) Three things make up an abundance culture: positive deviance, virtuous practice and an affirmative bias (Cameron, 2009). 1) Positive Deviance A positively deviant organization is one that is flourishing, benevolent ...
Halaman
... (Cameron, 2003). A key factor in bridging the abundance gap is the presence in the organization of lots of virtuous interactions, such as being helpful to each other and generous, sharing information and forgiving people when they make ...
... (Cameron, 2003). A key factor in bridging the abundance gap is the presence in the organization of lots of virtuous interactions, such as being helpful to each other and generous, sharing information and forgiving people when they make ...
Isi
Positive Engagement and Performance | |
Positive Communication and DecisionMaking | |
Positive Leadership and Change | |
Introduction | |
Positive Relationships at Work | |
Positive Transformation | |
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Positive Psychology at Work: How Positive Leadership and Appreciative ... Sarah Lewis Pratinjau tidak tersedia - 2011 |
Positive Psychology at Work: How Positive Leadership and Appreciative ... Sarah Lewis Pratinjau tidak tersedia - 2011 |
Istilah dan frasa umum
ability able achieve action activity adaptive allow Appreciative Inquiry approach areas asked associated authentic become behaviour belief better build Cameron capital challenge communication complex connections consider Contributed conversation create creative culture decision decision-making direction discussion effective emergent emotions employees energy engagement enhance event example experience explore facilitate feel focused future give goals going happen hope idea identify important improve increase individual influence interactions interesting leaders leadership learning less look managers means mindfulness move nature negative offer organization organizational outcomes particular patterns performance person planning positive psychology possible practice present problem productivity questions recognize relational relationships response result rewarding role sense shared situation skills social someone stories strategies strengths success suggests Supplement task things thinking understanding virtuous