2023-05-28 15:39:00
Happiness is part of the functional processes that must be contemplated.
It should not be considered as an ‘obligation’, nor a criterion to determine the wealth of a particular existence, much less should it be postulated as a life objective, for this reason the best way to define it is as an emotion inherent to the human being, which is lives subjectively and is closely related to the experiences, actions, attitudes, life history, life cycle and the context of each person that include moments of well-being, which increases happiness indices.
What is happiness at work?
The Poli Business Summit was recently held, an event organized by the Grancolombiano Polytechnic that sought to inspire the business sector and the academic community for the implementation of good practices, based on innovation in organizational management that allows raising the quality of working life of the human capital.
During this event, the organizational psychologist, teacher and coordinator of the Center for Human Talent Thinking and Healthy Organizations, Erik Fabián Rico, explained the difference between happiness at work and organizational happiness.
The first is a personal decision that involves a positive state of mind on the part of the collaborators when carrying out the tasks of their job; while the second is linked to companies that tend to make their workers happy in the organization, through a balance in those factors that make them happy in their work environment, such as a good climate and culture, flexibility in schedules, development and training, access to resources, social benefits, emotional salary, psychological contract and many other strategies. There is talk of engagement and how employees are involved so that they want to go an ‘extra mile’.
“Now, after carrying out a model of organizational happiness that aims to generate value from trust, other factors that must be taken into account were determined, since they contribute to organizational happiness: internal environment, recognition and trust, involvement personal, sustainability and innovation, involvement with leaders and organization in the balance between personal life and profession, personal development, recognition and respect, remuneration, sustainability and security, support from leaders, possibility of being an entrepreneur and emotional salary”, he explained the professor of the Grancolombiano Polytechnic.
The foregoing will bring effects that will favor both the organization and its collaborators, since being well in the organizational context allows generating positive relationships based precisely on the statements and guidelines of the company and also building high-performance teams.
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Prioritize wellness
In addition, when a company prioritizes the emotional well-being of its employees, it increases productivity and job satisfaction by 21%, as it is considered a good place to work, which brings a return on investment 3 times higher than the market average. .
It should be noted that in order to have a balance and a win-win relationship, it is necessary for the organization to be solid and have at least the following conditions: ability to unlearn (which is difficult and more so for organizations that tend to take longer than people in that process); ability to learn (which is relatively easy); and the ability to learn to learn (which is decisive).
That is, if you have a negative climate or a not so positive climate, it will be more difficult to put it in positive terms.
From the Center for Human Talent Thinking and Healthy Organizations of the Grancolombiano Polytechnic, it has been shown that another important factor that must be taken into account is mental health, which is deteriorating inside and outside organizations.
Therefore, to generate value it is necessary to help employees feel good about themselves, feel good about others and be able to face life’s demands alone. Well, the higher the motivation, the more satisfactory, productive, and sustainable relationships will be established, while the lower the motivation, there is a biological or basic cause, which shows depression, disinterest, apathy, and dissatisfaction.
How to put this into practice?
The professor from the Grancolombiano Polytechnic explained during the event that in human management processes the organization must be seen in its entirety, which is why it is necessary to know it. To achieve this, you must perform:
• Diagnostic process: in which a documentary review is made based on what already existed within the company, using tools such as Porter’s five forces, market segmentation, value chain analysis, SWOT analysis, among others.
•Intervención: in which the strategy is formulated taking into account the objectives that the company wants, the context is supported with divisional plans and continuous improvement.
•Seguimiento: in which the results are evaluated to determine if the emotional salary model or implementation worked, this through measurement indicators (self-realization, job perception, quality of life and physical and psychological well-being).
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