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Summary strengths
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Summary of part 2 of the first block of minor positive organizational psychology.
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Probleem 2: StrengthsBronnen: alles
Vignet 1
LD1: Wat zijn karakter sterktes?
college
Positieve individuele verschillen, wat je het makkelijkst en het beste doet.
Gedachtes, gevoelens en acties. Enjoyable and energizing. Not binary
Pre-wwII: abnormaal gedrag en mentale ziektes behandelen. Mensen hun levens meer
productief en ‘fulfilling’. Talenten identificeren en ontwikkelen
Post-wwII: alleen nog maar mentale ziektes en abnormaal gedrag behandelen
Martin Seligman: ‘It is my belief that no medication or technique of therapy holds as
much promise for serving as a buffer against mental illness as does human strength.’
learned optimism/helplessness door klassiek conditioneren
- Internal
- Stable
- global
Mihalyi Csikszentmihalyi: ‘Contrary to what most of us believe, happiness does not
simply happen to us. It's something we make happen.’
Appreciative inquiry: -david cooperrider
o Social constructivism (reality is shaped by the things we talk about)
praat over de positieve punten en niet de problemen
o What you want is there in small, talk about it to make it better
o Multiply your skills instead of improving your weaknesses
o Job-centered vs. person-centered approach
Organisational support views work load acceptance (zie Plaatje slides)
Linley
Clifton argued, first, that each person’s talents are enduring and unique, and second,
that each person’s greatest room for growth is in the areas of their greatest strengths
Park
Virtues: core characteristics (6 categories)
Character strengths: more specific psychological processes or mechanisms that define
the virtues.
We believe that character strengths are habits, evident in thoughts, feelings, and
actions. They are certainly not latent entities. No one is a “good kid deep down at
heart” unless he or she shows good character in ways that can be seen. When we say
that character strengths are trait-like, we mean only that the habits to which they
refer are relatively stable across time and relatively general across situations. No
further meaning should be inferred, and the fact that character strengths as we have
measured them are moderately heritable does not mean that they are immutable or singular things. According to
Aristotle, virtues (character strengths) can be taught and acquired only by practice. Aquinas similarly argued that a
virtue is a habit that people develop only by choosing the good and consistently acting in accord. Other scholars have
made the same point that character must be developed by doing and not just by thinking or talking about it These
various notions about virtue imply that character can be cultivated by good parenting, schooling, and socialization
and that it becomes instantiated through habitual action.
LD2: Is er een sterk/zwak karakter?
Linley:
‘Character strengths are those aspects of personality that are morally valued’
Park
, Someone may be high on one strength yet low on another and average on yet a third, which means that people’s
moral character is most sensibly described in terms of profiles of greater and lesser strengths. Good character is best
captured by a profile of its components.
LD3: Hoe ontwikkelt een karakter zich?
Linley
Capaciteit sterktes kunnen ontwikkeld worden door regularity of use, availability of opportunity, situational
demands, or contextual appropriateness
MAAR over het algmeen zijn sterktes vrij stabiel
LD4: Hoe kunnen karaktereigenschappen gestructureerd worden?
Park
VIA (values in action) (zie plaatje rechts)
LD5: Hoe verhouden werkprestaties en karaktereigenschappen zich tot elkaar?
Linley
From a manager’s perspective, a clear articulation of the strengths of their individual team members provides them
with an understanding of which individuals may excel at certain tasks and why. Further, it enables the manager to
provide individualised management and developmental support to each team member in accordance with their own
unique combination of strengths. Finally, at an organisational level, a strengths approach provides a way of
articulating the key human resource requirements needed to meet current and future business goals, and to ensure
that individuals are recruited, developed and managed in a way that is based on their own individual strengths, in
tandem with the strengths needed to meet the goals of the organisation
Park
Academic achievement perseverance, love, gratitude, hope, perspective
Succesfull recovery from illness bravery &appreciation of beauty
Life of meaning and purpose spirituality/religiousness
Effective teachers humor & socially intelligent
Mensen die de via test gedaan hadden en gevraagd werd om hun sterktes te gebruiken in hun baan. Werden
gelukkiger en minder depressief
Harzer
Motowidle theory of individual differences in task and contextual performance:
4 dimensions of job performance
1. Task performance: in-role behaviour as it is described in job descriptions.(teaching/selling merch etc.)
Volgende 3 vallen onder contextual performance(a set of interpersonal and volitional behaviors that support the
social and motivational context in which organizational work is accomplished. It does not contribute to the
organization’s core processes but maintains or improves aspects in the organization necessary for the core to
function wel)
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