End Sem

Happiness At Work
Sarthak Mudgal
18NA30017

5.
How can social media be used to create a sense of community
in shared virtual spaces? Discuss with examples.
Social media has made communication easier than ever.
People no longer have to pick up the phone or write a letter;
they can simply log in to a social media account and
immediately connect with others. Over 500 million people use
Facebook, and 250 million of them log in each day. This shows
how popular social media is a vital form of communication, and
businesses can take advantage of this medium for the same
communication benefits among their employees.
Businesses can use any of the already existing social media
platforms for communication among employees, but many
create their own internal communication forums. Businesses
that implement an internal communication platform see many
benefits, both in terms of profits and employee satisfaction.
Internal communication platforms facilitate faster decision-
making, easier collaboration on projects, and greater
recognition for employees that do a good job.
Faster Decision-Making: Employees can quickly communicate
problems without waiting for the next meeting to happen
because they can instantly see who is online. This makes
decision-making faster, which can improve profits and
productivity.
Easier Collaboration on Projects: Many projects rely on work
from several different individuals. Instead of trying to schedule
meetings where everyone involved can participate, internal
communication platforms allow employees to track and record
all progress in one place where everyone can access it, helping
expedite projects.
Greater Recognition for Employees: Employee satisfaction is
another aspect that can be boosted with internal
communication systems. For instance, it is easier to give
immediate feedback after a project has been reviewed.
Additionally, updates about the quality of the work employees
do can be highlighted to the entire organization.
Give Employees an Important Resource: Social media in the
workplace can offer your employees a significant resource for
completing tasks and meeting company goals. Information is
constantly arriving, shifting, and impacting how business is
conducted. This is especially true in the new home construction
industry.
Emphasize Company Values: Social media in the workplace
gives businesses a great chance to tout their values. Allowing
employees to access social media during the workday
emphasizes a value of trust and transparency. It also places a
premium on communication.
Encourage Professional Development: Allowing use of social
media gives your employees a chance to develop a professional
community. LinkedIn, for example, offers people from all over
the world the chance to network, engage, and develop their
careers. Users can connect with and receive endorsements for
certain skills from colleagues and past employers. They can
message colleagues directly through the website, browse job
listings, and develop an online resume.
Give Everyone a Shot at Leadership: Thought leadership is a
critical component of successful work teams, and it's important
to cultivate leadership skills in all of your employees. This is
true regardless of what your employees' career aims or roles
are. Social media gives everyone a shot at leadership.
Communication channels can give employees an immediate
space to share opinions, viewpoints, and ideas
Celebrate Achievements: It's important to acknowledge
employee milestones and achievements. Regularly highlighting
successes will lead to a stronger community and deeper bonds
between employees. Social media gives you an effective and
efficient way of doing just this.
 Thus, Social media presents an incredible resource to new
home builders, especially if it's used in the right way. Employee
engagement can lead to happier staff and an increase in
productivity. HR administrations continually seek out
techniques for improving company culture, and a recent survey
found social media can be an effective tool for building a sense
of community among the workforce.

7.
What are the technological additions that can be incorporated
in the current virtual workplace to decrease its exhaustive and
monotonous nature? Explain with examples.
The whole point of establishing a virtual workforce is to make
it easier for employees to work remotely across the country or
even around the world. We will have to decide on which
technologies we will want to use to help our virtual workforce
communicate, hold meetings, share documents, manage
projects, and track progress.
Most virtual technologies are “cloud-based” services. This
means that instead of relying on our own computer or server,
the technology provider stores our data on servers that may be
located anywhere. Examples of cloud-based services many are
familiar with include Google Mail and Google Calendar. As long
as we have access to a Web browser, these services will work in
any location on any computer provided the user knows the
correct password. The advantage to this approach is that we
don’t have to purchase software and worry about upgrades.
Some of the benefits of using technology in diverse workplace
are :
Communication: Although there can be a negative impact on
communication from technology, the positive results outweigh
them. First and foremost, there is a variety of virtual
communication tools that exist, allowing employees to
communicate in a number of ways. These tools can increase
efficiency and productivity as it permits interactions not only in
the same office but also from one location to the other.
Furthermore, there are other tools that allow screens to be
shared or that facilitate the sharing of files and information
with ease and security. These tools not only increase the
efficiency of communication among employees, but they can
also help with communication with customers.
Efficiency: Encouraging innovation and creativity through
access to different business technology tools is a useful strategy
to increase productivity and efficiency. Having the newest
technology available can enable employees to produce better
work, it can encourage healthy competition in the workplace
and make your company gain an edge over competing
companies. Technology also enhances flexibility from a spatial
point of view. If companies make their content available across
different technological platforms, employees can just bring
their smartphone, laptop or tablet for more collaborative work,
which reduces time spent on tasks. Introducing technology into
the workplace also allows employees to choose their own
devices, thus promoting the idea of BYOD (Bring Your Own
Device).

1.
How ethical and reflective practitioners influence
organizational effectiveness? Elaborate.
An organisation is a collection of individuals, ranging in size
from two to tens of thousands, who get together with the idea
of achieving a single goal or set of goals. The organisation
functions as a system made of, (I) inputs such as personnel and
financial resources, (ii) processes such as goal-setting
techniques, (iii) outputs such as products and services, and(iv)
outcomes such as end results or customer advantages. The
impact of a systematic and structured strategy aimed at
eliciting learning objectives is stronger. There are several useful
reflective practise models and strategies that may be utilised to
motivate reflection. Debriefings or case reviews, for example,
may be frequent exercises that help a team reflect on their
practise. Other health and care workers' contexts of practise
may need individual reflection without the help of an
organisational activity. Beginning to think like a teacher and
being conscious of their practises is a crucial part of being a
teacher, so that the knowledge gained via teaching and learning
experiences may be used to enhance future practise. Reflection
is an important part of the teaching-learning process because it
allows teachers to examine and improve their own methods.
Reflecting on various elements of teaching is, in fact, rather
spontaneous for most instructors. We always strive to analyse
our teaching, especially when presented with a problem in a
specific session, and figure out what modifications are needed
for the following one. Reflection is increasingly becoming a
requirement in teacher education programmes all around the
world.

2.
How prosocial behaviour influence organizational
effectiveness? Elaborate.
Prosocial behaviour occurs when people act to benefit others
rather than themselves. Altruism, cooperation, and caregiving
are a few examples of prosocial behaviour.
Prosocial behaviour is a central part of morality. Research
reveals that those who act prosocially tend to be happier,
healthier, and live longer. Those who don’t act prosocially tend
to suffer the psychological cost that comes with guilt. Prosocial
behaviour is contagious. Studies show that people who see
others act prosocially are more likely to do so themselves.
People also seem to have an innate preference for prosocial
behaviour. For example, in one study, even babies preferred to
play with a doll that they saw act in a helpful way over another
doll that they saw act in a selfish way. So, while prosocial
behaviour may often go unnoticed, it can be argued that it is
the cornerstone of a just and decent society. Some ways of
positive coaching helps in developing prosocial behaviour
Provide clear rules and expectations about behaviour.
These rules need to be based in the principles of development
as they govern consequences of behaviour. It is important to
explain the reasons for social rules and to clarify “cause and
effect” of children’s choices and actions.
The appropriate emotional level should accompany any
expression of a rule or expectation. The nonverbal aspect of
delivery is vital to the overall message for the effect says it
matters. Children should sense our praise and approval of
prosocial behaviour in our tone and expression. Similarly, we
should be firm and direct when we are correcting or redirecting
inappropriate behaviour.
Modelling
Walking your talk is a powerful teacher for children to learn
through what they see from caring adults. Imitation is a
powerful form of learning and more influential than preaching.
The voluntary nature of prosocial behaviour requires a child to
have consistent models and experiences to learn and
internalise the importance and benefits of these actions. Your
child watches you constantly and the relationship offers many
opportunities to “show” children how to act and make choices.
Children are much more likely to give what they have received
in their most important relationships. Research has pointed to
the connection between a secure parent-child attachment and
prosocial behaviour as well as empathy in early childhood.
Modelling and teaching care and respect for the environment
and its inhabitants offers a powerful message. Picking up litter,
tending a garden, being respectful to animals and their habitats
are just a few of the many ways nature can teach the value of
caring, gratitude, and connection. Early on, picture books can
provide powerful narratives of the importance and benefits of
prosocial behaviour. Tasks and chores. Defining and assigning
concrete tasks that make up the business-as-usual parts of the
day creates a sense of connection. Age-appropriate tasks and
chores are a great way for children to be and feel helpful.Avoid
programs and content endorsing violent or anti-social
behaviour. Regardless of the format, content that is age-
appropriate and created within standard rating guidelines offer
choices that are more developmentally suitable for young
children. With screens ever-present in the environment,
consider choosing programs with prosocial themes of
friendship, exploration, problem-solving, and cooperation
We can assume that prosocial behavior is more like the
character of someone. Character strengths are positive traits
that have been shown to efficiently and effectively promote a
host of positive outcomes, outside and inside the workplace.
Prosocial behavior at the workplace is desirable, with research
pointing to a host of organizational benefits. The utilization of
character strengths toward prosocial behavior at work seems
like a missed opportunity, As Character Strengths have been
demonstrated and are characterized by qualities that are
accommodating the complexity of Prosocial Behavior: distinct,
value-laden, manifest behaviorally, cognitively and emotionally,
are plural and sensitive to individual differences and are
capable of balancing positive and negative outcomes. The
prosocial behavior will encourage further understanding,
examination and implementation of Character Strengths at the
workplace, specifically for prosocial purposes, by exploring their
conceptual fit and by reviewing initial empirical evidence.
This can leads to some good consequences:
● More effective job performance, if organizational members
perform the prosocial role requirements of their own jobs or if
they help other individuals to perform their job effectively
● Growth of the company will happen as people will be staying
with companies for long time because of Prosocial behavior.
● This will introduce more bonding among the employees
which is somehow beneficial to the company.
● Employees will feel more friendly ecosystem in the office that
will lead to deduction in stress level, more energy, etc.

3.
How are positive executive coaching and positive
organizational behaviour related to each other? Explain with
example(s).
Positive Psychological Coaching has been positioned as a
solution-focused “applied positive psychological approach”
aimed at facilitating goal achievement, wellbeing and positive
change in various life domains and application areas . Positive
psychological coaching employs a comprehensive approach
toward development, which aids clients to identify and actively
deploy their character strengths as well as acknowledges the
multiple contexts which influences their lives. Following points
are elaborated:-

(a) Instead of focusing on people’s weaknesses, POB

encourages managers and leaders to build on peoples’
strengths, rather than just focusing on fixing weaknesses.
(b) The four key POB capacities are state-like, not trait-like,
which means they can be learned and developed. This implies
that performance can be improved by focusing on self-efficacy,
hope, optimism, and resiliency — more effective than trying to
change fundamental personality traits.
(c) POB not only improves performance and management
effectiveness, it results in positive behaviours such as altruism,
conscientiousness, civic virtue, sportsmanship, and courtesy.
POB encourages principled actions and appropriate whistle-
blowing.

This results in the following advantages to the organization: -

(a) Empowering employees and encouraging them to express

their opinions on the firm’s issues. Companies like Starbucks
and Virgin are among the best examples of employee
empowerment.
(b) Developing and maintaining optimism in workplace,
especially during adverse times. American Express Financial
Advisors once used optimism in developing its associates. Such
optimism training follows specific guidelines leading to
significant enhancements of work outcomes.
(c) Developing a more comprehensive recruitment or
appraisal system, analysing strengths rather than weaknesses.
Bandura’s work suggests strength-based systems would
enhance employees’ self-efficacy.

4.
How does positive organizational behaviour and positive
psychology intervention help in talent development?
The positive Work and Organizations continue to permeate
organizations that desire to improve employee positive
functioning. It includes positive psychology interventions (PPIs)
at work, which uses the theory and scholarship of positive work
and organizations to design interventions aimed at improving
employee work outcomes. This systematic review will provide
valuable information for practitioners. Following are ways are
in which positive organizational behaviour and positive
psychology intervention helps in talent development by an
integrated talent management system: -

(a) Organizational Effectiveness: -

(I) Organizational Culture & Change Management
(ii) Team Effectiveness
(iii) Employee Engagement
(iv) Work Design

(b) Workforce Management: -

(I) Performance Management
(ii) Compensation & Total Rewards
(iii) Workforce Analytics & Planning
(iv) Succession Planning

(c) Workforce development: -

(I) Training & Development
(ii) Leadership Development
(iii) Career Planning
(iv) Program Evaluation & HR Metrics

(d) Workforce staffing:-

(I) Job Analysis & Competency Modeling
(ii) Talent Acquisition
(iii) Employee Selection
(iv) Onboarding