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Teisha Nelson

Dr. Brad Barry

English 3030-40

7 December 2016

Using Positive Psychology to Fuel Success and Performance in Work Environments

Everyone has heard the saying, “you need to love what you do. If you love what you do,

you will never work a day in your life.” This saying proves to be true in so many ways. Positivity

in the work environment can push employees to be “superstar workers” by being successful and

fueling greater work performance. Researchers have discovered that there is a definite link

between positive psychology and work performance. While it is important that employers set the

mood in the work environment, employees’ positive outlook can go a long way in making work

be more enjoyable. Ultimately, employees are more successful and more apt to perform their

work responsibilities with enthusiasm and care through positive psychology, and positive work

environments can help make positive employees. To learn more about positive psychology

related to work, it is important to understand what positive psychology is and ways that

employers and employees can use positivity to be happy and successful.

Most of us know an employer that is unhappy, critical, and makes negative comments to

their employees. The employees then tend to be unhappy at work, and struggle to complete their

tasks. Imagine what could be accomplished if employers were truly positive, gave compliments

to employees, and valued their work. In Authentic Happiness, Martin Seligman explains that

positive psychology focuses on strengths instead of weaknesses. Finding positive strengths

within ourselves helps us find positivity in others. Seligman goes on to say, “feeling positive

emotion is important not just because it is pleasant in its own right, but because it causes much
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better commerce with the world” (43). Happy people are successful people. Seligman goes on to

say, “Developing more positive emotion in our lives will build friendship, love, better physical

health, and greater achievement” (43). In order for positivity to be disbursed, we have to have it

within us. What we as humans radiate to others, is what they will receive. Seligman says, “When

well-being comes from engaging our strengths and virtues, our lives are imbued with

authenticity” (9).

In the jobs that I have had over the years, I have found greater satisfaction in my work

and have worked harder and been more successful when I have employers that take the time to

complement my work and point out my strengths. This lets me know that they are happy with

what I am contributing to their company and to the work environment overall. There is a

correlation between positive employers and employees and the success of the company. In

“Creating a Positive Work Culture,” it states, “The state of mind of the people who make up an

organization decides the well-being of the organization.” Once a person understands this

concept, then the next step is to begin to understand how a person goes about giving positive

psychology. Employers that look for the strengths in their employees and encourage those

strengths to be put to use in the work force, will see an increase in productivity. The article goes

on to say, “When people are using their strengths, they are more energized, they find things

easier to do: they are engaged.”

Employers can empower their employees to be successful and happy in the work force by

teaching and following seven principles. In The Happiness Advantage, Shawn Achor discusses

what he calls, “the seven principles” (17). These seven principles are, “The happiness advantage,

the fulcrum and the lever, the tetris effect, falling up, the zorro circle, the 20-second rule, and the

social investment” (17-18). Achor explains these seven principles as being, the “seven specific,
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actionable, and proven patterns that predict success and achievement” (17). These seven

principles are great starters in our quest at making the work force positive. They are the

fundamentals that are needed at work to make and spread positive psychology.

The first principle that Achor discusses is the happiness advantage. Achor talks about

how in the world, we have the skewed view that happiness comes from being successful and that

in order to be happy, we need to work hard. This however, is not true. As people, we need to

have happiness be our first priority and then have success come from our happiness (37). In the

work force, Achor says, “data abounds showing that happy workers have higher levels of

productivity, produce higher sales, perform better in leadership positions, and receive higher

performance ratings and higher pay” (41). Positive psychology leads to more success and

benefits in the present and future. Achor continues on to talk about how workers, “enjoy more

job security and are less likely to take sick days, to quit, or to become burned out” (41). Positive

psychology leads to better health and overall improved well-being. With employers setting the

example and implementing positive psychology, the work force can be much more successful.

The second principle that Achor discusses is the fulcrum and the lever. The fulcrum is the

mindset, which generates the power to change. The lever is how much potential power and

possibility we believe we have. By moving our mindset, our lever lengthens and more power can

be generated. With a positive mindset, the power is magnified. We have endless possibilities.

Successful people adopt a mindset that makes their workdays better and also helps them work

longer and faster. A positive mindset gives people control over time (64-66). Psychology has

proven that mindset doesn’t just change how we feel, but it can actually change the objective

results (69). Achor states, “What we expect from people (and from ourselves) manifests itself in

the words we use, and those words can have a powerful effect on end results” (82). Achor then
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goes on to say, “The best managers and leaders view each interaction as an opportunity to prime

their employees for excellence” (82). The mind is an amazing tool, and by changing our mindset

to positive thoughts it will increase performance, motivation, and job performance.

The third principle comes from the addictive game of Tetris. The Tetris effect causes

people to be unable to break a pattern of thinking or how they behave. Usually this is a negative

pattern. An example would be the employer who focuses on what the employee is doing wrong,

instead of how the employee is improving. Some people’s brains are quick to scan their

environment for negatives. In the work world this can sometimes be helpful if problems need to

be solved (91). However, we need to retrain our brain to search for the good, feel more energy,

see more possibilities, and ultimately be more successful. The positive Tetris effect will provide

three important tools that will help employers and employees obtain success in the workforce.

They are gratitude, happiness, and optimism (97-100). These tools can help employers and

employees cope better in high stress situations and maintain a positive well-being. These skills

are important in demanding jobs that require high performance. Turning the Tetris effect from

negative to positive helps employers give frequent recognition and encouragement to their

employees. This in turn makes the purpose of their job more apparent

The fourth principle is “falling up” (105). This chapter discusses the importance of

mapping out the way to success. Achor says, “There are going to be times when we are going to

fall and we will have failures and setbacks (107).” He continues on to talk about how from these

falls, we will learn to be stronger and more capable and sometimes the path that we have trouble

seeing is often the most productive and positive one. Employers need to educate employees to be

able to see failures as an opportunity for growth. Making mistakes can accelerate learning for

employees and increase competitiveness in the workforce. Achor says, “The most successful
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people see adversity not as a stumbling block, but as a stepping-stone to greatness” (111).

Economic recessions turn some businesses into panic mode, but some of America’s top

companies have used those times to re-evaluate their business practices and make improvements.

This forces employers to talk to their employees and come up with alternative ways to cut costs.

The best leaders are those that can stay energized through a crisis and look for the best path of

opportunity to keep the employees positive and productive.

The fifth principle is “the zorro circle” (128). The zorro circle is a powerful metaphor for

how we can achieve goals in our careers and personal lives (129). Achor states that, “One of the

biggest strivers for success is the belief that our behavior matters; that we have control over our

future” (129). If we feel that we are in control we are driven to a stronger well-being and better

performance. This in turn leads to happiness. Anchor talks about how when we feel that we are

losing control in the work place, we need to verbalize our feelings. This is the first step in

regaining control (137). Achor then says, “when the challenges we face are particularly

challenging and the payoff remains far away, setting smaller, more manageable goals helps us

build our confidence and celebrate our forward progress, and keeps us committed to the task at

hand” (139). Achor then quotes, “ultimately, small successes can lead up to major achievements”

(144). We want to feel like we are growing and progressing. In order to feel that, it is important

that we set reachable and realistic goals for ourselves.

The sixth goal is the “20 second rule” (145). The 20-second rule relates to forming

positive life changing habits (161). Some people would say this would be common sense, but

common sense does not make common action. Taking the step to make positive habits can be

difficult. Achor says, “In fact, the New York Times reports that a whopping 80 percent of us

break our New Year’s resolutions.” So how do we implement the “20 second rule” in the work
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place and change bad habits to positive ones? Employers can help form positive habits in the

workforce and in turn help their employees by getting rid of the distractions and barriers. This

will help employees be more productive, and productivity will lead to positive feelings and

success.

The seventh goal is the “social investment” (171). I have found out over this past

semester in an Internship I did that working with others helped me work better and gave me

increased energy. Energy in turn helps people stay positive and be more efficient in their work.

Achor says, “Social support will be the single greatest asset in gaining success and happiness”

(171). Successful people hold on to those around them for social support. Employers can help

this process by having employees work together as a team. Investing in social support at work

will make employees happier, more productive, energetic, and resilient (175). Working as a

team, helped employees find meaning in their work and survive during difficult circumstances

(179).

These seven principles are great guidelines for making the workplace run more efficient

and promote happiness in employees. Employees like to know that they are appreciated, well-

liked and respected by their peers. There is an increased incentive in the work responsibilities

and performance when employees are noticed. They feel a greater desire to work hard and get

projects accomplished professionally and quickly. In the article, “Positive Psychology in the

Workplace”, it says, “An as employee, manager, or CEO you can put these ideas into practice to

foster positivity and improve: performance, motivation, engagement, conflict resolution skills,

and original thinking” (Positive). These are areas that are always the main ones employers

should go to when they want to know where to implement positivity in the workforce.
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There are many benefits to using positive psychology in the workplace. In an article by

Elizabeth Cabrera, she talks about a study that was performed with a group of doctors that were

trying to find a solution for a patient suffering from liver disease. For the study, some of the

doctors were given some candy before their research so that they would have a better incentive

for trying to find the solution to the diagnosis. Later it was found, that the group of doctors that

received the candy were more optimistic and faster at finding the diagnosis than the group of

doctors who didn’t receive candy were (51). This shows how positive psychology makes

employees work harder and be more successful.

In the end, positive psychology is only successful if the employer implements it.

“Creating a Positive Work Culture,” states, “the state of mind of the people who make up an

organization decides the well-being of the organization” (1). An employer has all of the cards

and needs to be willing to share and be open to their employees especially in complementing

them on their work ethic. People like to be paid positive complements that are sincere and come

from their employers. Employers are the people they usually look up to and want to please.

When employers show that they care about their employees, then they have better quality

employees.

It is important that employers realize the impact that one happy employee or one unhappy

employee can have on the work environment. In an article entitled, “Positive Psychology in the

Workplace: Thank God it’s Monday,” it talks about how employers should implement activities

or events that involve employees working in teams to build each other and help employees get to

know each other better (Positive). At my current job, we recently had a work party that involved

team building activities. I was able to not only get to know my employees better but I feel that I

was also able to become more comfortable with them in the work environment.
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People love talking about themselves when they are given the chance especially when

they have accomplished something productive. They like others to notice them and their

accomplishments. “Positive Psychology in the Workplace: Thank God it’s Monday,” talks about

how employers should start their employee meetings with letting employees share any success

stories which could include any accomplishments, successes, or achievements (Positive). This

gives employees some time to show what they have accomplished and be able to share it with

others. It helps them to feel empowered. It also helps employers get to know their employees and

have a better understanding of what their strengths are and how they can better contribute to the

company.

Along with having their accomplishments be known, employees also like to receive

rewards for their accomplishments. They like to be able to receive some kind of payoff or benefit

from going above and beyond and doing something successful in their place of employment.

“Positive Psychology in the Workplace: Thank God it’s Monday” talks about having employers

offer rewards to their employees for their accomplishments. These rewards don’t have to be

overly fancy or expensive. Some suggestions it gives are, “taking a break, going for a short walk,

or enjoying a snack” (Positive). Another option that is popular in a lot of companies and is a very

thoughtful reward for employees is offering flexible working hours. “Positive Psychology in the

Workplace: Thank God it’s Monday” goes on to talk about how flexible working hours “show

that you genuinely care about their needs” (Positive). Everyone enjoys having nice working

hours that allows free time outside of work. Employees enjoy being able to take breaks from

work so they can do those things that they aren’t able to do at work. One suggestion that the

article gives is to offer surveys to your employees asking them what rewards or benefits they are

interested in and would work to receive (Positive). This benefits employers so they know what
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kinds of things would be an incentive for their employees and it also helps employers get to

know their employees better.

Employers need to show sincere interests in their employees especially when they need

help or are struggling in their life. In the article, “Proof that Positive Work Cultures Are More

Productive,” talks about showing empathy towards your employees. The article goes on to talk

about how employers have a major impact on their employee’s feelings. Showing compassion

for employees can help them get through difficult times (Seppala). Employers should also make

sure to go out of their way to help their employees even when it is not needed. The article goes

on to say, “when leaders are not just fair but self-sacrificing, their employees are actually moved

and inspired to become more loyal and committed themselves. As a consequence, they are more

likely to go out of their way to be helpful and friendly to other employees, thus creating a self-

reinforcing cycle” (Seppala). Employees whose employers are respectful and caring will have a

deeper respect for their employer and will see them more as a successful leader.

Employees all have problems and struggles that come up in their personal lives, and they

like to be able to talk to people about them. As an employer, it is especially important to

encourage employees to talk to you especially when they are having problems. The article goes

on to say, “Trusting that the leader has your best interests at heart improves employee

performance. Employees feel safe rather than fearful” (Seppala). Employers who are willing to

listen to their employees help their employees to have better performance and learning outcomes

(Seppala). Team work, listening, pointing out strengths, and looking for the positive in your

employees will make for a successful and productive work place and happier employees.
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Works Cited

Achor, Shawn. The Happiness Advantage: The Seven Principles of Positive Psychology That

Fuel Success and Performance at Work, Random House, Inc., 2010, pp. 1-236.

Cabrera, Elizabeth F. “The Six Essentials of Workplace Positivity.” People and Strategy, 35, 1,

2012, http://innovationecosystem.pbworks.com/w/file/fetch/63566498/Cabrera-

6essentials.pdf.

“Creating a Positive Work Culture.” Mint[New Delhi], 5 Mar. 2012, np. ProQuest Newsstand,

http://search.proquest.com/newsstand/docview/926091645/14384699D6A94E59PQ/1?ac

countid=27045.

“Positive Psychology in the Workplace: Thank God it’s Monday.” Positive Psychology Program

B.V., 8 July 2016, https://positivepsychologyprogram.com/positive-psychology-

workplace-labor-of-love/. Accessed 10 Nov. 2016.

Seligman, Martin E.P. Authentic Happiness: Using the New Positive Psychology to Realize

Your Potential for Lasting Fulfillment, The Free Press, 2002.

Seppala, Emma and Kim Cameron. “Proof That Positive Work Cultures Are More Productive.”

Harvard Business Review, 1 Dec. 2015, https://hbr.org/2015/12/proof-that-positive-work-

cultures-are-more-productive. Accessed 7 Dec. 2016.