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Factors of Resilience
Value and
Functions of Work
Unemployment = Critical Life Event

Requirements-Resource-Balance

Individual stress perception (health+)
Depending on resource consumption
-
Daily hassles:
-
Financial problems
Confusion regarding roles
Change of self-perception requires
Re-orientation
Functions of Work
Value of Health - Individual
-Daily
routine
-Cognitive
-Motion
training
(also in desk-jobs)
-Benefitting
-Social
of corporate well-being programs
activities – benchmarking, activities, competition
-Staying
competitive
-Keeping
quality of life of chronically sick at work after retirement
Productivity of Generations
(according to Dr. J. Ilmarinen)

Every generation can be productive

Work has to be designed for every generation to enable
high levels of productivity at work

Different strengths of generations shall be identified and
utilized

“Well-being at work” is the most important pre-requisite for
long and productive careers at work
PERFORMANCE
PHYSICAL
EMOTIONAL
COGNITIVE
Functionality in all fields
Evaluation of the Workplace

Specifics of work (work is complex, continuous
concentration, multitasking, high requirement to be friendly,
high responsibility)

Culture of the organisation (too little support by colleagues
or management, too little feedback, inadequate training and
development as well as career opportunities, no possibility
to contribute and change within the organisation)
Evaluation

Work environment and work time (inadequate light, too little
space, not the right equipment, high requirements, work
time inadequate, periods of rest / breaks too short)

Work processes (unclear priorities, tasks are contradicting
themselves, unclear competences, relevant information is
missing, materials are incomplete / wrong)
Full scale burn-out
Need to prove
oneself
Increasing
contribution
Depression
Emptiness
Subtle disregarding of own
needs
Loss of feeling for own
personality
Negating conflicts
Noticeable
changes in
behaviour
Retreat
Increasing
negation of
occurring
problems
Reinterpretation
of values
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
One in five medical doctor risks suffering from a burn-out!


What about the remaining four?
25% patients with psychical problems!

What about the remaining 75%?
Resilience
Ability to cope with stress and keeping or re-gaining one‘s
own health.
(Ryff, 2012)
MIDUS – Mid Life in the
United States
Requirements Resource Model

Micro

Macro

Person
More Life Experience Model
(Glück et al., 2012)

Mastery: active coping and accepting of uncontrollable
issues

Openness

Reflection, complexity, self reflection, possibilities to
develop

Regulation of emotions and empathy
Edison:
I found 5,000 ways how to produce
NO
Lightbulb!
Factors of Resilience
(Morozink et al. 2012, Kim et al., 2013; Frederickson et al., 2013)

Room to act

Experiencing control ( Plan B )

emotion regulation

Socio - economic background

Personality (optimism) : what I stand for ? Self-esteem / selfefficacy

Education

Sense of reality

Coherence: comprehensibility , manageability ,
meaningfulness
Emotions
Regulation of emotions: When a call centre employee is angry
because a caller acts rude, but does not shout back, or when a
pharmacist – despite massive problems in her private life –
goes to work and smiles at customers and gives them good
advice, these people are controlling their emotions.
Regulation of emotions describes the ability to stay calm
under pressure. Resilient people are more actively aware of
their emotions, recognise them and can express them as well
as control different adaptive ways of behaviour.
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Impulses
Impulse control: This is the ability to control one‘s own
behavior in stressful situations and to concentrate on a
specific task in increasingly complex work environments over a
longer period of time. People with high impulse control have a
clear strategy to achieve goals, plan ahead, do not follow their
first impulses and operate efficiently and stay focused. They
manage to complete tasks and thereby experience a great
satisfaction
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Analysis
Causal analysis: Describes the willingness to analyze a problem
thoroughly and accurately in the context of time and content.
This ability helps people not to make the same mistake again
and again and protects against resignation. This is particularly
true when people are able to assess the reasons for success
and failure properly on the basis of this analysis. Resilient
people are thus able to attribute successes internally and
failures externally. From this, they generate positive cognitive
schemata, are motivated, goal-oriented and experience
positive feelings.
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Self Esteem
Self-efficacy: Describes the desire to take on challenges and
believe that things can be changed by own actions. People
with high levels of self-efficacy are convinced to cope with
given tasks well. They transform problems into opportunities
and opportunities. They direct their energy to achieve desired
results and to enable individual resources to provide
improvements or to achieve new and creative solutions.
Everyone constructs his or her own reality. Whether
something is perceived and evaluated as a problem or as an
opportunity, it is a result of own experiences, attitudes and
values​​. The aim is to generate as many different alternatives
to select an appropriate solution from.
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Optimism
Realistic optimism: Optimism arises from a positive view on
the world and a positive self-concept. You look for good things
when in trouble, new situations and circumstances are seen as
unexpected opportunities and disappointments counted as
experience. Our attitude determines our perception and our
thinking. We see, hear and process things which we expect to
confirm our assumptions. It is all about the ability to evaluate
difficult situations as meaningful.
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Empathy
Empathy: Resilient people recognize the importance of valuable relationships.
Building and maintaining such, supported by empathy and appreciation, generate
synergies, create networks and form - through the mediation of a sense of belonging
- a stabilizing factor in their lives. Instead of coping with everything all by
themselves, they create different social support systems and an environment in
which they can fall back on a variety of resources. There is a balance of give and take
in resilient relationships. People are willing to contribute knowledge and skills to
society and draw power for themselves out of this engagement. It is about the ability
to put themselves in the psychological and emotional state of another person on the
basis of observed behavior. Empathic people feel with other people. Empathy helps
to raise more understanding for the other people and therefore is an important
prerequisite for an effective emotion control. Thus, the above-quoted call center
employee will probably feel less own anger when he or she makes him or herself
aware that the customer is actually in an awkward position and that he or she would
probably act in the same way if he or she were the customer.
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Goals
Goal orientation: Goal orientation is a measure of how keen a person is to set
new goals, and, mostly dependent on the opinion of others, pursues and
realizes them. People with high goal orientation are convinced that they are
doing good work, are curious and have a clear picture of what they want to
achieve. They take the necessary steps to achieve their goals in a selfconfident, calm, realistic and consistently effective way. They set initiatives
and steer their development. The future means new opportunities and
possibilities regardless of the past. They set their own initiative and manage
their own development. With clear objectives and evaluation of the individual
sections resilient people do not lose the key intentions of their eyes. Visions
and values ​outlasting ideas provide orientation. The-present desire to realize
their goals are an unsuspected strength to overcome obstacles and to cope
with setbacks.
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Work Engagement
Is a positive , affective - motivational
state of mind of the performance, characterized
by vitality , dedication and exertion!
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What is a Challenging Job?

Autonomy

Social support

Feedback

Learning and development opportunities

Task diversity

Responsibility
Challenging jobs lead to work engagement!
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A Spirale?


Resources
Self efficacy / challenge

Commitment


Power
Positive Thoughts
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Practical Implications

Introspection: Requirements - Resources

Generate own positive feedback


Goal Setting
Cognitive techniques

Resource Oriented Management!
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