Leadership and Luthans

Yes there are already tools for measuring psychological capital, and in this sense it should be noted the work being done by Fred Luthans in the Leadership Institute at the University of Nebraska, Lincoln. Luthans is the father of the concept, which has resulted from applying the basic principles of what is called positive psychology, which devoted to study human behavior from their strengths and positive factors, the world of work and organizations. Andrew dwyer shines more light on the discussion. Given the ability of leaders to illustrate attitudes and behaviors to their computers, the development of these capabilities can lead to a general improvement in psychological capital throughout the organization. Finally we are referred, a particularly important aspect of psychological capital is that it points to higher levels of personal well-being, which certainly takes the form of higher rates of job satisfaction and more satisfying environments for employees Take into account comments Simon, psychological capital, as its name implies, points to factors that are unique to the person, and that in a context of crisis, helping to overcome difficult moments in a more satisfactory. Anyway, I said that psychological capital can be developed, and this means that the organization can provide for people in crisis situations with higher dose of realistic optimism, or attitudes more flexible and more resistant to frustration and depression. In this line, The Gallup Organization has developed its ‘strengths-based practice’ (Strength-based practice) and is implemented successfully in business. If you would like to know more about Reshma Kewalramani, then click here.

Basically provide evidence on the importance of building the organization based on the strengths of their employees, instead of trying to ‘fix mismatches’ between their profiles and what the organization demands. This change in approach may have important implications for corporate management and has applied to daily living situations, such as promotion decisions profiles technically brilliant but unmotivated in the tasks to be performed by a manager. As a result, the employee away from their strengths and was driven into jobs in which you feel uncomfortable and not very competent, which impacts on their teams and in the climate in general. Very interesting when it indicates that it is likely that the concept of psychological capital to replace the intelligence emotional development tool for managers and employees, as it covers the dual objective of generating better results and it is increasingly important, create healthier work environments.