18 October 2024
Positive Psychology Theories
Published by Amanda Anderson
As a forward-thinking employer, have you considered how understanding the components of employee wellbeing can transform your workplace?
The PERMA model, developed by Martin Seligman, is based on several key theories and principles from positive psychology. This comprehensive framework is designed to enhance wellbeing and happiness through five core components: Positive Emotion, Engagement, Relationships, Meaning, and Accomplishment. In this blog, we delve into the positive psychology theories behind each component, explain their importance for individuals, and highlight why leaders, managers, and organisations should understand and apply these principles to improve workplace wellbeing.
P – Positive Emotion
Theory – Broaden-and-Build Theory (Barbara Fredrickson)
Concept – Positive emotions broaden an individual’s momentary thought-action repertoire, which helps them build lasting personal resources such as physical, intellectual, and social resources. This, in turn, enhances resilience and overall wellbeing.
Importance for Individuals
By fostering positive emotions such as joy, gratitude, and contentment, individuals can develop a broader range of thoughts and actions, leading to more creativity, better problem-solving skills, and stronger relationships.
Importance for Leaders and Managers
Understanding the power of positive emotions allows leaders to create a work environment that encourages optimism and enthusiasm, leading to higher employee morale and productivity.
Importance for Organisations
Organisations that promote positive emotions see increased employee engagement and loyalty, resulting in reduced turnover rates and improved organisational performance.
Workplace Example
Implementing regular team-building activities that focus on fun and relaxation can help employees experience more positive emotions, improving their overall job satisfaction and productivity.
E – Engagement
Theory – Flow Theory (Mihaly Csikszentmihalyi)
Concept – Flow is a state of complete absorption in an activity, where one loses track of time and feels fully engaged. This state occurs when there is a balance between the challenge of the task and the individual’s skills.
Importance for Individuals
Encouraging individuals to engage in activities that match their skills and interests can lead to flow experiences, which enhance satisfaction and overall wellbeing.
Importance for Leaders and Managers
Leaders who understand flow can design tasks and projects that are challenging yet achievable, helping employees stay engaged and motivated.
Importance for Organisations
Organisations that foster a culture of engagement see increased productivity, innovation, and job satisfaction among employees.
Workplace Example
Providing employees with opportunities for professional development and skill-building can help them achieve flow in their work, leading to greater engagement and accomplishment.
R – Relationships
Theory – Attachment Theory (John Bowlby and Mary Ainsworth) and Social Support Theory
Concept – Secure attachment and strong social connections are crucial for emotional health and wellbeing. Positive relationships provide emotional support, increase feelings of belonging, and contribute to happiness.
Importance for Individuals
Building and maintaining healthy relationships through communication, empathy, and social support can significantly enhance wellbeing.
Importance for Leaders and Managers
Leaders who prioritise relationship-building can create a supportive and cohesive team environment, improving collaboration and trust.
Importance for Organisations
Organisations that promote positive relationships see enhanced teamwork, reduced conflict, and a more supportive workplace culture.
Workplace Example
Establishing mentorship programs and encouraging team collaboration can help foster positive relationships among employees, enhancing their overall wellbeing and productivity.
M – Meaning
Theory – Self-Determination Theory (Edward Deci and Richard Ryan)
Concept – People have innate psychological needs for autonomy, competence, and relatedness. Finding meaning and purpose in life satisfies these needs and contributes to overall wellbeing.
Importance for Individuals
Encouraging individuals to pursue meaningful goals and activities that align with their values and beliefs can provide a sense of purpose and fulfilment.
Importance for Leaders and Managers
Leaders who help employees find meaning in their work can increase job satisfaction and motivation.
Importance for Organisations
Organisations that promote a sense of meaning see higher employee engagement and loyalty, leading to improved performance and retention.
Workplace Example
Aligning employees’ roles and responsibilities with the company’s mission and values can help them find greater meaning in their work, leading to higher levels of satisfaction and commitment.
A – Accomplishment
Theory – Goal-Setting Theory (Edwin Locke and Gary Latham) and Self-Efficacy Theory (Albert Bandura)
Concept – Setting and achieving goals enhances self-efficacy, which is the belief in one’s ability to succeed. Accomplishing goals leads to a sense of competence and mastery, contributing to wellbeing.
Importance for Individuals
Helping individuals set realistic, achievable goals and providing the support to accomplish them can lead to a sense of accomplishment and boost overall wellbeing.
Importance for Leaders and Managers
Leaders who support goal-setting and recognise achievements can foster a culture of continuous improvement and motivation.
Importance for Organisations
Organisations that prioritise goal-setting and celebrate successes see increased employee motivation, performance, and satisfaction.
Workplace Example
Implementing regular performance reviews and providing constructive feedback can help employees set and achieve their goals, leading to a greater sense of accomplishment and motivation.
Employee Wellbeing – Integrative Positive Psychology Theories
Positive Psychology (Martin Seligman)
Focuses on strengths, virtues, and factors that contribute to a fulfilling life, rather than merely treating mental illness. Seligman’s work emphasises the importance of positive experiences, traits, and institutions in fostering employee wellbeing.
Character Strengths and Virtues (Christopher Peterson and Martin Seligman)
Identifies and categorises human strengths and virtues that contribute to a fulfilling life. This work underpins the elements of meaning, engagement, and accomplishment in the PERMA model.
Conclusion
The PERMA model integrates various positive psychology theories to provide a comprehensive framework for understanding and enhancing employee wellbeing. Each component of PERMA, Positive Emotion, Engagement, Relationships, Meaning, and Accomplishment—draws on established psychological theories to offer practical strategies for improving life satisfaction and fostering a thriving, fulfilling life. By applying these principles, individuals and organisations can create environments that support holistic employee wellbeing and personal growth.
Understanding and implementing the PERMA model is crucial for leaders, managers, and organisations. By fostering positive emotions, engagement, relationships, meaning, and accomplishment, we can create workplaces where employees thrive, leading to enhanced productivity, satisfaction, and overall organisational success.
Are you wondering how our ‘Work and Wellbeing Coaching’ might support your employees? If you’re interested in exploring how our Work and Wellbeing coaching programmes utilises the research behind PREMA to support employees to thrive, please get in touch. Together, we can create a thriving environment where both productivity and personal satisfaction are maximised.
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