...Tugas Personal ke-2 Minggu 3 Happiness Coaches for Employees We know there is considerable spillover from personal unhappiness to negative emotions at work. Moreover, those who experience negative emotions in life and at work are more likely to engage in counterproductive behavior with customers, clients, or felloe employees. Increasingly, organizations such as American Express, UBS, KPMG are turning to happiness coaches to address this spillover from personal unhappiness to work emotions and behaviors. Srikumar Rao is a former college professor who has the nickname, “the happiness guru”. Rao teaches people to analyze negative emotions to prevent them from becoming overwhelming. If your job is restructured, for example, Rao suggest avoiding negative thoughts and feelings about it. Instead, he advises, tell yourself it could turn out well in the long run, and there is no way to know at present. Beyond reframing the emotional impact of work situations, some happiness coaches attack the negative emotional spillover from life to work (and from work to life). A working mother found that a happiness talk by Shawn Actor helped her stop focusing on her stressed-out life and instead look for chances to smile. Laugh, and be grateful. In some cases, the claims made by happiness coaches seem a bit trite. Jim Smith, who labels himself “The Executive Happiness Coach”, asks: “What if I told you that there are secrets nobody told you as a kid – or as an adult...
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...work are more likely to engage in counterproductive behaviors with customers, clients, or fellow employees. Increasingly, organizations such as American Express, UBS, and KPMG are turning to happiness coaches to address this spillover from personal unhappiness to work emotions and behaviors. Srikumar Rao is a former college professor who has the nickname, “the happiness guru.” Rao teaches people to analyze negative emotions to prevent them from becoming overwhelming. If your job is restructured, for example, Rao suggests avoiding negative thoughts and feelings about it. Instead, he advises, tell yourself it could turn out well in the long run, and there is no way to know at present. Beyond reframing the emotional impact of work situations, some happiness coaches attack the negative emotional spillover from life to work (and from work to life). A working mother found that a happiness talk by Shawn Actor helped her stop focusing on her stressed-out life and instead look for chances to smile, laugh, and be grateful. In some cases, the claims made by happiness coaches seem a bit trite. Jim Smith, who labels himself “The Executive Happiness Coach,” asks: “What if I told you that there are secrets nobody told you as a kid—or as an adult, for that matter—that can unlock for you all sorts of positive emotional experiences? What if the only thing that gets in the way of you feeling more happiness is—YOU?! What if you can change your experience of the world by shifting a few simple things in...
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...Happiness coaches for employees 1. Do ou think happiness coaches are effective? How might you assess their effectiveness? Well, I think that happiness coaches might be effective and effectively raise the productivity of the employees, as the content employees, that are relaxed in their work are much more productive than those, who struggle with bad emotions and are therefore not focusing on work, but rather thinking over and over some bad experiences either from work or personal life. We could assess their effectiveness by measuring the final output - the productivity and quality of the work of non coached employees compared to the work of coached employees, wheather there are some differences in the outcome, or not. Also by observing how the employees interact with one another, wheather they are smiley, or still frustrated. 2. Would you welcome hppiness training in your workplace? Why, or why not? I most certainly would, as in times that there is a lot of work needed to be done in such a little time, everyone gets really frustrated, stressed and angry, feeling they will never have it all finished in time, the happiness coach would be much appreciated. He couldboost their self confidence, show them how to cope with the problems and I believe, that when you are in the good mood, confident about yourself, you are more likely to be nice and supportive to others and also do things faster and they seem much more easy for you. 3. Some argue that the happiness coaches are...
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...having a positive and effective organizational work culture, which will consist of beliefs, values, and attitude that each employee will bring with them on a daily basis to work. All the way from the top (The CEO) to the bottom (Interns/Temporary workers), establishing a good culture at your company and with your surroundings is essential to maintaining employee happiness and drive which eventually will lead to efficient work and results in the long run. Good work culture can be as simple as walking into work every day with a smile on your face, always willing to learn about your co-workers and be able to help anyone when they are of in need, even when it isn’t specifically work related. You have to be able to work together as a team to build an atmosphere that can be appreciated by outsiders and build a culture where someone who on their first day on the job could tell that they made the right decision by accepting a job at that company. But building a positive organizational culture isn’t a single person’s task, but rather something a group establishes over a period of time. As one of the great NBA basketball coaches of all time Phil Jackson once said “The strength of the team is each individual member and the strength of each member is the team." Showing the importance of teamwork when striving to reach a goal, building positivity around your co-workers and work setting is no different. The strength of a good organizational work culture is the positive attitude, selflessness...
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...departure the last month and a half. KSDB 91.9 RadioSeptember 2003 to May 2008Manhattan, Kansas Assistant Sports Director, Play-by-Play Announcer & Color Analyst, Talk Show Host & Talent ♦ Play by Play and Color Announcer of KSU Mens and Womens Basketball, Football and Baseball ♦ Host and Talent of “Sports Talk” ♦ Assisted in the management of a staff of 18 employees ♦ Assisted in the management of game assignments, road games, bowl games, Big 12 tournament games, and NCAA tournament ♦ Produced game SPA’s in Abode Audition ♦ Facilitated and orchestrated the Board’s to provide games on Air through Scott’s Studio ♦ Conducted interviews with Kansas State University Coaches and players ♦ Assisted and Sport’s Anchored Channel 8 “Manhattan Matters”. Conducted interviews with Powercat Illustrateds, Tim Fitzgerald ♦ Assisted and conducted a Host Spot for “Sports Talk” at Willies Sports Bar and Grill JUNCTION CITY GENERALSMay 2007 to PresentJunction City, Kansas Statistician and Color Analyst ♦ Developed computer Stats using DQS Stats Software ♦ Color Analyst of the summer semi-pro team ♦ Made contact with coaches including the Michigan State and Hawaii...
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...is the way it should be, but to others, they feels as if the athletes are being abused in a way that they are unable to fight back about. Therefore, do scholarships and free-living expenses make up for the billions of dollars these top tier athletes are bringing in? Or are these college athletes being abused by the billion-dollar industry that they help fuel? Some people view college sports as students at a school, representing their school through the act of a sport. However, the truth is that these college students fuel a billion dollar business that has no income for the actual “employees.” In Taylor Branch’s article, “The Shame of College Sports”, he continuously shows how these students are making so much money for the NCAA. According to Branch, “the football teams alone at some of the bigger schools rake in between $40 and $80 million in profits each year, even after paying the coaches multimillion-dollar salaries” (222). As he says, with these massive profits, corruption is likely to follow. With all the restrictions on college athletes, it is very likely that...
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...professional career can be a very tough decision between the jobs that will provide a higher income or the outcome of your personal satisfaction. Indeed having a high-paying job saves the financial stress that millions of people have, but what happens when your satisfaction runs out? Society has brainwashed each other to believe that the higher the income the happier you are, but is money really the key to happiness? Working for the satisfaction can make an employee develop stronger and steady goals rather than someone that dreads going into work could create more of a negative attitude towards work. There are other things that are by far way more important than salary when deciding on a job or career. Researching the truth if money really can buy happiness is a study that takes more than just filling out a bubble survey. Lisa Henderson, author of the 2010 Salary and Satisfaction Survey, mentioned that more pharmaceutical companies are looking for more regulatory, stronger qualities, and knowing the clinical roles while hiring employees. Henderson (2010) also states that employees struggle with the workload pressure that tan employee can develop due to not being fully satisfied with the work environment. Situations that threaten your personal income or the fear of unemployment create an enormous level of stress. Authors Bang-Cheng Liu and Thomas Li-Ping Tang developed a study in China on the satisfaction of full-time public sector professionals as well as a part-time student...
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...Demonstrations methods Demonstration involves showing by reason or proof, explaining or making clear by use of examples or experiments. Put more simply, demonstration means 'to clearly show'.In teaching or training through demonstration, students or employees are set up to potentially conceptualize class material more effectively as shown in a study which specifically focuses on chemistry demonstrations presented by teachers.Demonstrations often occur when trainee have a hard time connecting theories to actual practice or when trainee or employee are unable to understand application of theories. # the demonstration method shows how to do something or how something works. # demonstration involves showing by reason or proof explaining or making clear by use of examples or experiment. #this method is visual display of how something works or how to do something. As an example ,trainers show the trainees how to perform or how to do the task of the job.in order to be more specific demonstration should bebe accompanied by the discussion or lecture method # when the trainer has the audience actually perform a task by showing and explaining how to do it, tthis is called at demonstration # during demonstration the audience is encouraged to ask questions and request assistance as they try to do the task by themselves strength of demonstrations #students can learn from watching your step by step demonstrations and hearing your thinking process # demonstrations engage tthe students...
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...culture. This new culture has been preserved by Zappos’ new owner, Amazon.com, which acquired Zappos in a $1.2 billion deal. Zappos’vision states one day at 30% of all retail transaction in the U.S. will be online, people will buy from that company with the best service and best selection, and Zappos.com will be that online store (Zappos.com). This paper will examine the culture of Zappos.com, determine how Zappos showed the signs of culture, the factors that demonstrated the culture, the type of leader that would be best suited for the company culture, and the culture change needed to if there was a decline in the sales. Zappos’ has branded their culture as the value of happiness. Zappos’ provides happiness to happy employees and happy customers. CEO Tony Hsieh says its “unconventional culture, based on happiness, is what drives its success” (Financial Management, 2012, pg. 13). Zappos’ key success is “Deliver Wow through Success." Hsieh defines “Wow” service in terms of doing “something that is beyond what's expected and has an emotional impact on the receiver” (Kopelman, Chiou,...
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...The ideal person, especially in management and as a leader, is one who is both task and people-oriented; this person cares about how others emotions are as well as how the job is completed. In this paper, the strength and weaknesses of this author’s leadership style will be assessed as well as a brief comparison and contrasting of leadership style will be examined. The author’s personal leadership style will be looked at in an organizational setting and what position would be perfect for the author in an organizational setting will be discussed. Strengths and weaknesses of people-oriented leadership style The style the author was most aligned with was the people-oriented style of leadership, which means that more concern exists for the happiness of subordinates than for the success of the organization. According to Hillel, (2006), “People orientation, in contrast, relates to the leader’s...
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...Seattle is one of the wealthiest cities in the United States, with a prospering economy and several high scale employers, yet also has high percentage of professionals that struggle with maintaining a healthy work/life balance. Many Seattle area residents suffer from a lack of social life and interests outside of work, and dedicate as many as 50-60 hours a week to their career. To help such individuals gaining a more balanced existence we have created Fulcrum. So you might be thinking, why exactly is there a need for such a business? A study done by Sharecare, a health and wellness website found that Seattle is one of the most anti-social cities in the U.S. People living here have no strong social ties and usually live alone, and without friends. Single people between the ages of 18-34 make up one third of Seattle’s population. And one person households comprise 41% of Seattle households (Department of Planning and Development, 2010). Zillow.com provides the US census data; it also covers of whom the population consists of in Seattle. The site states that the majority of the population is university students (at UW Seattle and Seattle Pacific U) and upper-scale working singles. Those working singles will be the target market in the fact that they are the ones who don’t socialize while also working away their days. For every year since 2003, the time spent socializing outside of the internet has been generally decreasing according to the American Time Use Survey issued by the...
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...Success Qualification Period, begins on July 1, 2011, at 12:00 AM ET and ends on July 31, 2011, at 11:59 PM ET (“Sprint to Success Qualification Period”). The second qualification period, the Participation and Overall Qualification Period, begins on July 1, 2011, at 12:00 AM ET, and ends on August 31, 2011, at 11:59 PM ET (“Participation and Overall Qualification Period”). Beachbody LLC’s (“Sponsor”) computer is the official time-keeping device for the Challenge Period and each Qualification Period. 2. Challenge Description: In the Success Club Team Challenge 2011 (“Team Challenge” or “Challenge”), Sponsor invites Coaches to join into teams and compete for individual and team rewards, as set forth herein. In addition to meeting all other terms herein, to be eligible for the Challenge and Challenge rewards, Coaches must form and register a team comprised of five (5) Coaches; however, each team may include only two team members who have achieved a lifetime rank of Diamond or above, and only one of those two team members may have achieved a lifetime rank of Star Diamond or above (“Team”). Lifetime ranks for Team membership purposes will be evaluated based on each Team member’s status at the close of the bonus week ending on June 29, 2011. Teams must be registered by their Team Captain by June 30, 2011 at 11:59 PM Pacific Time at www.regonline.com/teamchallenge. Following registration, Teams will...
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...convenient to make changes that would work better in the long term. Toyota has always operated one system of production focused on the necessities of the customers, the interesting thing about this long-term vision is that allows that all the company agreed more easily when making important decisions ,Toyota managers will give the importance to the experience gained by doing things and always invites employees to experience things by yourself. Toyota is one of the companies that always growth and have a plan to change and evolve according to customer demand Toyota has always opening to new markets and rejecting any practice erroneous and always ready for changes in the automotive market, unlike large manufacturers Toyota has a system where managers encourage their groups in a practical way, where the goals are achieved though the collaboration of each member of the company and not just for management decisions. Toyota managers are more like collaborators or coaches, than just heads. They collaborate all the time with all the projects in this work environment employees will always give the best for the company and better production and quality , they feel free to give the best on any circumstance on...
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...anticipate may happen sometime in the future. For example, the more an individual has to lose, the more likely he or she will be swayed into making irrational decisions. If an individual finds his or her job on the line, he or she will be more likely to act irrationally in an attempt to perform well and save his or her job. Another sway the Brafmans talk about is the diagnosis bias. They describe the diagnosis bias as when people label, or “diagnose,” someone based on their initial perceptions. Once the initial judgments and diagnoses are made, people are usually unwilling to change or accept that their judgments may have been wrong. This bias is evident during the hiring process in businesses when managers are looking to hire new employees. Managers tend to...
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...Hassan Refaat Hassan Module title: Organization and the Environment Module Leader: Don Entwistle Foundation Degree Sport and Fitness Management Y2 Introduction Leisure industry is one of the major industries both in Britain and worldwide. Many scholars and academics regard leisure industry as the most important industry of the future. We often read in the financial pages of newspapers phrases such as "the leisure explosion" or "the leisure boom" , confirming that the leisure industry constitutes a major areas of the future employment growth in the economy (Chris, 1992). Leisure industry fields include: restaurants, amusement parks, theaters, hotels, gaming places, and sporting arenas. There are also included spas, gyms, and areas where one can conduct sports, like golfing or boating as part of the leisure industry. (Chris, 1992) The one of the leisure industry which I will analyze is the fitness industry as it is more and more becoming the leading subject on environmental and social issues. This project will include a review of Virgin Active and also evaluate the challenges and opportunities faced by Virgin Active and the management style adopted. The topics, included in this project will be: description of the organisation, structure, detailed analysis of internal scan, environmental scan, a SWOT and PEST analysis of Virgin Active and management styles,challenges faced by the organisation. Furthermore, alternative options and...
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