{"id":63,"date":"2018-10-29T13:36:10","date_gmt":"2018-10-29T13:36:10","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/suny-hccc-psychwork\/?post_type=chapter&p=63"},"modified":"2018-10-29T15:56:32","modified_gmt":"2018-10-29T15:56:32","slug":"1-introduction","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/chapter\/1-introduction\/","title":{"raw":"1. Introduction","rendered":"1. Introduction"},"content":{"raw":"Chapter 1<\/a>\r\n\r\nThe positive sides of work<\/strong>\r\n\r\nThe latest studies on work life tend to focus on overburdened working conditions;\r\nnegative concepts like stress, burnout and lassitude are some of the most common\r\ndescriptors in work-related research, which is less than surprising in the present\r\neconomic situation. It is true that accelerated changes in work life, as well as\r\nefficiency-based demands, tend to exert greater levels of stress on employees. On\r\nthe other hand, the image of work life becomes unilateral if we focus only on the\r\nproblems and drawbacks of work.\r\n\r\nThe nature of work life is changing. Motivation to work is no longer dependent\r\non salary alone. Instead, employees\u2019 personalities and moral valuations have\r\nincreasingly had a considerable effect, even to the extent that it has already been\r\nstated that the admiration of social skills has gone almost too far in today\u2019s\r\nworking life. Therefore, it appears that there is a need for studies that bring\r\nother aspects of work life to the discussion and that shed light on the positive\r\nsides of work. This is one purpose of this book: to not only explore how to cope\r\nwith work but also how to succeed. We also want to respond to the need for\r\nqualitative research to survey human experiences, although this kind of research\r\nintroduces a methodological challenge, namely, how to examine experiences\r\nwithout placing them into predetermined categories. The importance of positive\r\nfeeling as a source of human strength is a strong foundation for our research.\r\nTherefore, following in the footsteps of some of the great names in positive\r\npsychology, Diener, Csikszentmihalyi, Seligman, Peterson, Fredrickson, Isen,\r\namong others, we place the theoretical framework for success at work in positive\r\npsychology.\r\n\r\nThis book has a positive starting point, which is, instead of focusing on all the\r\nproblems and stress factors of today\u2019s working life this research concentrates on\r\nthe positive sides of work and success (Almost and Spence Laschinger 2002 ;\r\nSpence Laschinger et al . 2004 ). But what is success at work? How can it be\r\ndefined, and whose definition counts?\r\n\r\nIn this book, we analyse the concept of success from a particular point of view.\r\nThe purpose is to explain our viewpoint and open up the fundamental idea of\r\nconsidering success as something positive. But in what way is it positive? Is\r\nsuccess manifested in some other, perhaps material, dimension? Does it mean\r\nthat successful people are also happy? Could it mean that? In this book, we\r\ndiscuss success as a form of positive human development.\r\n\r\n\u2018Success is as ice cold and lonely as\u00a0the north pole\u2019<\/strong>\r\n\r\nNicki Baum\u2019s thought, as presented in heading, gets straight to the point: this is\r\nwhat success is traditionally associated with. Similarly, success at work is often\r\ncorrelated with career-oriented individuals who make sacrifi ces in other areas of\r\nlife in order to achieve success. Materialistic values and career orientation are\r\nemphasised. Consequently, control, production, results and money have become\r\ncentral (see, for example, Riikonen et al . 2002 ).\r\n\r\nAccording to an online dictionary, \u2018success\u2019 as a noun means (1) the favorable\r\noutcome of something attempted; (2) the attainment of wealth, fame, etc.; (3) an\r\naction, performance, etc., that is characterised by success; (4) a person or thing\r\nthat is successful. The defi nitions give and maintain the impression that success\r\nis something that only a few of us can achieve. Success is associated with fancy\r\ncars, suits, huge offices, fine dining and cocktail parties \u2013 in other words, with\r\nmoney. It also has connotations of opportunism, heartlessness, toughness, goal orientation,\r\nand less of friendliness, altruism, love and care. Indeed, financial\r\nsuccess has formed the core component of people\u2019s dreams and, for example, in\r\nthe 1990s three-fourths of Americans declared that a very important life goal was\r\nbeing financially rich (Myers and Diener 1995 ).\r\n\r\nInterestingly, David Myers and Ed Diener conducted a multidimensional\r\nanalysis of people\u2019s happiness \u2013 including money and work dimensions. Although\r\nthe goal of being well-off ranked higher than, say, helping others, the researchers\r\nobserved that once people were able to afford life\u2019s necessities, increasing levels\r\nof affluence mattered surprisingly little. Rather it appeared that the idea of having\r\na high income as a means to happiness was important, but the actual correlation\r\nbetween income and happiness appeared modest.\r\n\r\nIndeed, there has been a change in attitudes toward life goals and career\r\nexpectations in general over the past few decades. Up until the 1970s, Finnish\r\nworkers valued work more highly in their lives than home and leisure time\r\noutside work, and we assume that this tendency has been similar in many other\r\ncountries too. Likewise, success at work was mainly seen as climbing hierarchical\r\nladders. In the 1980s values began changing as the home and family began\r\nwitnessing greater levels of appreciation (Maljojoki 1989 ). Today, these factors\r\nare of greater importance to employees\u2019 lives than ever before, and workplaces\r\nhave become less and less hierarchical. So, let\u2019s have a look at success in today\u2019s\r\nworld. Is it still something ice cold? Could a positive climate change have\r\noccurred?\r\n\r\nDescription of the book<\/strong>\r\n\r\nThe book consists of six chapters. The purpose of this first chapter is to have\r\nreaders think about the multidimensional nature of success, to ignite thoughts,\r\nopinions, viewpoints and interest in questions such as \u2018What is success at work?\u2019\r\nand \u2018Who defines success?\u2019\r\n\r\nThe second chapter provides a theoretical basis for the research on success at\r\nwork. Numerous theories that purport to explain success are introduced and their\r\nrole in this positive phenomenon is discussed. Relevant theories of work motivation,\r\ncareer orientation, work characteristics and positive work states, such as\r\nengagement, joy of work and fl ow, are introduced along with the offerings of\r\npositive psychology. We also introduce the research on which this book is based.\r\nThe fundamental idea is to discover whether everyone can succeed at work.\r\n\r\nThe third chapter covers research results describing the core characteristics of\r\ntop workers, their attitude toward work and life in general, and their way of working:\r\nwhat are they like, how do they perceive their work and how do they cope\r\nwith the challenges at work? In addition, a specific strength-based viewpoint to\r\nsuccess is introduced.\r\n\r\nSuccess is not a self-supporting endpoint and it is influenced by many factors\r\nin various areas of employees\u2019 lives. In Chapter 4, we discuss how success can\r\nbe promoted and, starting with home and school, how to help children and pupils\r\ndiscover their strengths and resources. We will also introduce university leaders\u2019\r\nviewpoints on how to support students\u2019 success and provide an all-encompassing\r\nillustration of the factors influencing study success.\r\n\r\nChapter 5 looks at the exogenous factors enhancing success at work in adulthood.\r\nTop workers also have to solve the eternal dilemma of how to combine\r\nwork, hobbies and leisure, and family life. We introduce possible solutions and\r\nkey factors in fi nding the successful combination of work and family. The role of\r\nhobbies and leisure time is also discussed in the light of top workers\u2019 experiences.\r\nMoreover, the importance of supportive work communities will be brought out in\r\nthe context of leadership studies.\r\n\r\nThe sixth chapter concludes the book and focuses on the holistic nature of\r\nsuccess. The purpose is fi rst to show that success is not a static state but a process,\r\nand no one becomes a top worker just like that, in the twinkling of an eye.\r\nSuccess is a process that involves many phases. Chapter 6 describes the process\r\nof becoming successful by looking at the autobiographical narratives of top workers,\r\ntheir roads to success, ups and downs, crossroads and pit stops. Knowledge\r\nabout the various phases and even hardships that are also faced by top workers\r\ncan help other people discover the good causes in their lives, maintain belief and\r\nencourage them to make even difficult decisions in the pursuit of fulfilling lives.\r\nAlso, the process of developing expertise is described. We then look at the\r\nphenomenon from yet another perspective and find the common denominator for\r\nthe process, i.e., love as a human strength. The role of love for work as a source\r\nof human happiness and wellbeing is discussed.\r\n\r\nThis chapter answers the question \u2018Why pursue success at work?\u2019 We present\r\nan analysis of the concept of success and its connection with happiness and wellbeing.\r\nThe question of whether success at work \u2013 when defined as a positive\r\nmanifestation of human development \u2013 results in wellbeing and happiness or vice\r\nversa is discussed.\r\n\r\nReferences<\/strong>\r\nAlmost , J. and Spence Laschinger , H. K. ( 2002 ) \u2018 Workplace empowerment, collaborative\r\nwork relationships, and job strain in nurse practitioners \u2019. Journal of the American\r\nAcademy of Nurse Practitioners , 14 ( 9 ), pp. 408 \u2013 420\r\n\r\nMaljojoki , P. ( 1989 ) Ammatinvalinnanohjauksen taustoja ja kehityspiirteit\u00e4 Suomessa\r\n[Background and Development of Occupational Guidance in Finland] . Reports of\r\nFaculty of Education 32 , Joensuu, Finland : University of Joensuu\r\n\r\nMyers, D. G. and Diener, E. ( 1995) \u2018 Who is happy?\u2019 Psychological Science , 6( 1), pp. 10\u2013 19\r\n\r\nRiikonen , E. , Makkonen , M. and Vilkkumaa , I . ( 2002 ) Hullun ty\u00f6n tauti. Lukemisto tulevan\r\nty\u00f6hyvinvointikeskustelun pohjaksi [Mad Work Disease. Digest for future discussion\r\nabout well-being at work] . Jyv\u00e4skyl\u00e4 : Gummerus\r\n\r\nSpence Laschinger , H. K. , Finegan , J. E. , Shamian , J. and Wilk , P. ( 2004 ) \u2018 A longitudinal\r\nanalysis of workplace empowerment on work satisfaction \u2019. Journal of Organizational\r\nBehavior , 25 , pp. 527 \u2013 545","rendered":"

Chapter 1<\/a><\/p>\n

The positive sides of work<\/strong><\/p>\n

The latest studies on work life tend to focus on overburdened working conditions;
\nnegative concepts like stress, burnout and lassitude are some of the most common
\ndescriptors in work-related research, which is less than surprising in the present
\neconomic situation. It is true that accelerated changes in work life, as well as
\nefficiency-based demands, tend to exert greater levels of stress on employees. On
\nthe other hand, the image of work life becomes unilateral if we focus only on the
\nproblems and drawbacks of work.<\/p>\n

The nature of work life is changing. Motivation to work is no longer dependent
\non salary alone. Instead, employees\u2019 personalities and moral valuations have
\nincreasingly had a considerable effect, even to the extent that it has already been
\nstated that the admiration of social skills has gone almost too far in today\u2019s
\nworking life. Therefore, it appears that there is a need for studies that bring
\nother aspects of work life to the discussion and that shed light on the positive
\nsides of work. This is one purpose of this book: to not only explore how to cope
\nwith work but also how to succeed. We also want to respond to the need for
\nqualitative research to survey human experiences, although this kind of research
\nintroduces a methodological challenge, namely, how to examine experiences
\nwithout placing them into predetermined categories. The importance of positive
\nfeeling as a source of human strength is a strong foundation for our research.
\nTherefore, following in the footsteps of some of the great names in positive
\npsychology, Diener, Csikszentmihalyi, Seligman, Peterson, Fredrickson, Isen,
\namong others, we place the theoretical framework for success at work in positive
\npsychology.<\/p>\n

This book has a positive starting point, which is, instead of focusing on all the
\nproblems and stress factors of today\u2019s working life this research concentrates on
\nthe positive sides of work and success (Almost and Spence Laschinger 2002 ;
\nSpence Laschinger et al . 2004 ). But what is success at work? How can it be
\ndefined, and whose definition counts?<\/p>\n

In this book, we analyse the concept of success from a particular point of view.
\nThe purpose is to explain our viewpoint and open up the fundamental idea of
\nconsidering success as something positive. But in what way is it positive? Is
\nsuccess manifested in some other, perhaps material, dimension? Does it mean
\nthat successful people are also happy? Could it mean that? In this book, we
\ndiscuss success as a form of positive human development.<\/p>\n

\u2018Success is as ice cold and lonely as\u00a0the north pole\u2019<\/strong><\/p>\n

Nicki Baum\u2019s thought, as presented in heading, gets straight to the point: this is
\nwhat success is traditionally associated with. Similarly, success at work is often
\ncorrelated with career-oriented individuals who make sacrifi ces in other areas of
\nlife in order to achieve success. Materialistic values and career orientation are
\nemphasised. Consequently, control, production, results and money have become
\ncentral (see, for example, Riikonen et al . 2002 ).<\/p>\n

According to an online dictionary, \u2018success\u2019 as a noun means (1) the favorable
\noutcome of something attempted; (2) the attainment of wealth, fame, etc.; (3) an
\naction, performance, etc., that is characterised by success; (4) a person or thing
\nthat is successful. The defi nitions give and maintain the impression that success
\nis something that only a few of us can achieve. Success is associated with fancy
\ncars, suits, huge offices, fine dining and cocktail parties \u2013 in other words, with
\nmoney. It also has connotations of opportunism, heartlessness, toughness, goal orientation,
\nand less of friendliness, altruism, love and care. Indeed, financial
\nsuccess has formed the core component of people\u2019s dreams and, for example, in
\nthe 1990s three-fourths of Americans declared that a very important life goal was
\nbeing financially rich (Myers and Diener 1995 ).<\/p>\n

Interestingly, David Myers and Ed Diener conducted a multidimensional
\nanalysis of people\u2019s happiness \u2013 including money and work dimensions. Although
\nthe goal of being well-off ranked higher than, say, helping others, the researchers
\nobserved that once people were able to afford life\u2019s necessities, increasing levels
\nof affluence mattered surprisingly little. Rather it appeared that the idea of having
\na high income as a means to happiness was important, but the actual correlation
\nbetween income and happiness appeared modest.<\/p>\n

Indeed, there has been a change in attitudes toward life goals and career
\nexpectations in general over the past few decades. Up until the 1970s, Finnish
\nworkers valued work more highly in their lives than home and leisure time
\noutside work, and we assume that this tendency has been similar in many other
\ncountries too. Likewise, success at work was mainly seen as climbing hierarchical
\nladders. In the 1980s values began changing as the home and family began
\nwitnessing greater levels of appreciation (Maljojoki 1989 ). Today, these factors
\nare of greater importance to employees\u2019 lives than ever before, and workplaces
\nhave become less and less hierarchical. So, let\u2019s have a look at success in today\u2019s
\nworld. Is it still something ice cold? Could a positive climate change have
\noccurred?<\/p>\n

Description of the book<\/strong><\/p>\n

The book consists of six chapters. The purpose of this first chapter is to have
\nreaders think about the multidimensional nature of success, to ignite thoughts,
\nopinions, viewpoints and interest in questions such as \u2018What is success at work?\u2019
\nand \u2018Who defines success?\u2019<\/p>\n

The second chapter provides a theoretical basis for the research on success at
\nwork. Numerous theories that purport to explain success are introduced and their
\nrole in this positive phenomenon is discussed. Relevant theories of work motivation,
\ncareer orientation, work characteristics and positive work states, such as
\nengagement, joy of work and fl ow, are introduced along with the offerings of
\npositive psychology. We also introduce the research on which this book is based.
\nThe fundamental idea is to discover whether everyone can succeed at work.<\/p>\n

The third chapter covers research results describing the core characteristics of
\ntop workers, their attitude toward work and life in general, and their way of working:
\nwhat are they like, how do they perceive their work and how do they cope
\nwith the challenges at work? In addition, a specific strength-based viewpoint to
\nsuccess is introduced.<\/p>\n

Success is not a self-supporting endpoint and it is influenced by many factors
\nin various areas of employees\u2019 lives. In Chapter 4, we discuss how success can
\nbe promoted and, starting with home and school, how to help children and pupils
\ndiscover their strengths and resources. We will also introduce university leaders\u2019
\nviewpoints on how to support students\u2019 success and provide an all-encompassing
\nillustration of the factors influencing study success.<\/p>\n

Chapter 5 looks at the exogenous factors enhancing success at work in adulthood.
\nTop workers also have to solve the eternal dilemma of how to combine
\nwork, hobbies and leisure, and family life. We introduce possible solutions and
\nkey factors in fi nding the successful combination of work and family. The role of
\nhobbies and leisure time is also discussed in the light of top workers\u2019 experiences.
\nMoreover, the importance of supportive work communities will be brought out in
\nthe context of leadership studies.<\/p>\n

The sixth chapter concludes the book and focuses on the holistic nature of
\nsuccess. The purpose is fi rst to show that success is not a static state but a process,
\nand no one becomes a top worker just like that, in the twinkling of an eye.
\nSuccess is a process that involves many phases. Chapter 6 describes the process
\nof becoming successful by looking at the autobiographical narratives of top workers,
\ntheir roads to success, ups and downs, crossroads and pit stops. Knowledge
\nabout the various phases and even hardships that are also faced by top workers
\ncan help other people discover the good causes in their lives, maintain belief and
\nencourage them to make even difficult decisions in the pursuit of fulfilling lives.
\nAlso, the process of developing expertise is described. We then look at the
\nphenomenon from yet another perspective and find the common denominator for
\nthe process, i.e., love as a human strength. The role of love for work as a source
\nof human happiness and wellbeing is discussed.<\/p>\n

This chapter answers the question \u2018Why pursue success at work?\u2019 We present
\nan analysis of the concept of success and its connection with happiness and wellbeing.
\nThe question of whether success at work \u2013 when defined as a positive
\nmanifestation of human development \u2013 results in wellbeing and happiness or vice
\nversa is discussed.<\/p>\n

References<\/strong>
\nAlmost , J. and Spence Laschinger , H. K. ( 2002 ) \u2018 Workplace empowerment, collaborative
\nwork relationships, and job strain in nurse practitioners \u2019. Journal of the American
\nAcademy of Nurse Practitioners , 14 ( 9 ), pp. 408 \u2013 420<\/p>\n

Maljojoki , P. ( 1989 ) Ammatinvalinnanohjauksen taustoja ja kehityspiirteit\u00e4 Suomessa
\n[Background and Development of Occupational Guidance in Finland] . Reports of
\nFaculty of Education 32 , Joensuu, Finland : University of Joensuu<\/p>\n

Myers, D. G. and Diener, E. ( 1995) \u2018 Who is happy?\u2019 Psychological Science , 6( 1), pp. 10\u2013 19<\/p>\n

Riikonen , E. , Makkonen , M. and Vilkkumaa , I . ( 2002 ) Hullun ty\u00f6n tauti. Lukemisto tulevan
\nty\u00f6hyvinvointikeskustelun pohjaksi [Mad Work Disease. Digest for future discussion
\nabout well-being at work] . Jyv\u00e4skyl\u00e4 : Gummerus<\/p>\n

Spence Laschinger , H. K. , Finegan , J. E. , Shamian , J. and Wilk , P. ( 2004 ) \u2018 A longitudinal
\nanalysis of workplace empowerment on work satisfaction \u2019. Journal of Organizational
\nBehavior , 25 , pp. 527 \u2013 545<\/p>\n","protected":false},"author":60,"menu_order":1,"template":"","meta":{"_candela_citation":"[]","CANDELA_OUTCOMES_GUID":"","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-63","chapter","type-chapter","status-publish","hentry"],"part":3,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/wp-json\/pressbooks\/v2\/chapters\/63","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/wp-json\/wp\/v2\/users\/60"}],"version-history":[{"count":2,"href":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/wp-json\/pressbooks\/v2\/chapters\/63\/revisions"}],"predecessor-version":[{"id":81,"href":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/wp-json\/pressbooks\/v2\/chapters\/63\/revisions\/81"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/wp-json\/pressbooks\/v2\/parts\/3"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/wp-json\/pressbooks\/v2\/chapters\/63\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/wp-json\/wp\/v2\/media?parent=63"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/wp-json\/pressbooks\/v2\/chapter-type?post=63"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/wp-json\/wp\/v2\/contributor?post=63"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/atd-herkimer-psychologyofwork\/wp-json\/wp\/v2\/license?post=63"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}