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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... focused on effecting the delivery of an order from its receipt to the dispatch of the goods. However, between each round we introduced a 'glitch', a departure from procedure that would happen for the best possible reason. For example ...
... focused on effecting the delivery of an order from its receipt to the dispatch of the goods. However, between each round we introduced a 'glitch', a departure from procedure that would happen for the best possible reason. For example ...
Halaman
... focused on achieving consistency by solving, or preventing, errors and inefficiencies; they aim to maintain a minimum standard. Organizations with a positive deviance orientation, while not ignoring problems, focus on growing towards ...
... focused on achieving consistency by solving, or preventing, errors and inefficiencies; they aim to maintain a minimum standard. Organizations with a positive deviance orientation, while not ignoring problems, focus on growing towards ...
Halaman
... focusing on the best rather than the worst. Organizations that display an affirmative bias demonstrate an emphasis on strengths, capabilities and possibilities rather than threats, problems and weaknesses. Clive Hutchinson's account (in ...
... focusing on the best rather than the worst. Organizations that display an affirmative bias demonstrate an emphasis on strengths, capabilities and possibilities rather than threats, problems and weaknesses. Clive Hutchinson's account (in ...
Halaman
... focus changed from activities to people and their achievements. At about the same time a great trainer called Peter Taylor taught us about a playing card model for giving feedback. Clubs was just telling people they had done badly, with ...
... focus changed from activities to people and their achievements. At about the same time a great trainer called Peter Taylor taught us about a playing card model for giving feedback. Clubs was just telling people they had done badly, with ...
Halaman
... help the new department be people- rather than paper-oriented, customer-focused rather than statusconscious and creative rather than hidebound. To this end we were going to deliver a series of events across. 2 Abundance culture.
... help the new department be people- rather than paper-oriented, customer-focused rather than statusconscious and creative rather than hidebound. To this end we were going to deliver a series of events across. 2 Abundance culture.
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