Self-care and Happiness in the Workplace

VOLUME 6 ISSUE 2

SPRING 2015

Self-care and Happiness in the Workplace Flourishing in the Workplace

IN THIS ISSUE

Flourishing 1 in the Workplace

An interview with Ben Coleman, Psychology, Vernon Campus

might be a bit surprising as to why you

a deterrent to happiness. If you look at

should care whether or not you’re happy

the happiness of wealthy people, they are

at work. Happy employees tend to reap

no happier than those of us who make

more benefits. These include being physi- minimum. So, money should not be our

Breaking The Habit

4

cally healthier (fewer sick days from work) sole motivation for happiness at work. and more mentally and emotionally sta-

ble. They also include having good coping ship at work. If you find a friend or devel-

Self-Care 5 & Happiness in the Workplace : Best Practices

mechanisms and resilience to stressors,

I was asked to do this interview because of my happiness research. A little bit about myself: I research happially, I’m not even a happiness research-

5

er. I research flourishing with children and happiness just happens to be an area of flourishing that is relevant to

ILT Contacts 6 & Links

op a strong friendship amongst your co-

heightened focus on work (engagement), workers, you are more likely to be physi-

ness in children and adolescents. Actu-

Death by Desk

More important than money is friend-

children. I particularly enjoy discovering the enabling factors that underlie happiness and flourishing in children and

FLOURISHING

adolescents. I was asked if I would make some com-

promotes strengths

ments about happiness

such as engagement

that occurs in the work-

and opportunities for

place. Though, I am not

employees to create what’s called FLOW.

an expert in happiness and the workplace, I will share some of the research highlights and thoughts on this topic with

you today.

Why should I care about happiness in the workplace?

One of the common questions asked about happiness in the workplace is “Why does it matter?” The answers

and higher ethical work standards. Work- cally healthy as well as emotionally stable. ers are also better at being cooperative

Friendship includes befriending the boss.

and open-minded, more creative and pro- It once was thought that developing a ductive. They even show higher devel-

friendship with your boss would interfere

oped social and emotional IQs. A happy

and decrease one’s productivity. It turns

employee is more likely to be employed

out that befriending, not BFF, your boss is

much longer than his or her counterpart – quite beneficial to your happiness and the unhappy employee. Conversely, the

productivity at work. Furthermore, benev-

unhappy employee is more likely, though

olent acts towards co-workers and em-

not always, to behave and perform in just ployers, a safe environment (physical and the opposite way at work. The unhappy

psychological), and work related autono-

employees often describes their work as a my appear to improve employee happi“job”; whereas, the happy employees see ness in the work force. It turns out that their work as a “calling.”

serving others leads to longer lasting,

How can I be happy at my work?

more stable levels of happiness. Selfless-

Ever say to yourself “I will be happier

ly serving and meeting the needs of others

when I make more money!” or “Does my

leads to longer periods of sustained hap-

boss really support what I do here?” or “I

piness than those who are not so gener-

find my work to be rather boring.” There

ous with their time and efforts towards

are several important contributing factors others. to happiness and satisfaction of employ-

Other factors such as variety, engage-

ees at work. Money seems to have a

ment, flow, and employee mind-set are

small contribution to happiness. Howev-

important to employee happiness.

er, believe it or not, a lot of people find

Having a variety of clearly defined

that earning more money does not bring

duties, not just the same thing over and

them more happiness in the workplace.

over again, greatly impacts your self-

Earning more money actually seems to be worth, engagement,(continued next page)

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Spring 2015

Flourishing in the Workplace: An interview with Ben Coleman

page 2

( continued from page 1)

and happiness at work. Variety seems to

and much happier to be at work. Evidence

you see your work as a “calling”? Those

help us from falling into what is called

suggests that experiencing flow is important to

who see their work as a “calling” are much

“presenteeism,” which is essentially that my

mental health, en-

body is present, but my mind is not. People

gagement, and hap-

who avoid presenteeism find their work en-

piness.

gaging, which is also important to experienc-

How do you per-

[F]actors such as variety, engagement, flow, and proper employee mind-set are important to employee happiness.

more productive, happier, satisfied, and loyal. They are the people who not only

ing “flow.” Flow is where we become so effi-

ceive your work? Do you see it as a “job” that

enjoy their work, but will likely flourish at

ciently and effectively engaged in our work

pays your bills? Do you see it as “career”

their work. If I were an employer I would

that we seem to actually lose track of time.

where you can gradually move up and get

certainly want to enable my employees to

People who often engage in flow often report

ahead financially? (Donald Trumps’ motto:

flourish!

fewer sick days, more creativity in their work,

”It’s nothing personal, it’s just business.”). Do

Flourishing in the workplace

What makes a good boss?

Researchers have found that what you

can draw that line with them where it needs to

mode. Whereas the building mode, building

bring (e.g., attitude, personality, spirituality,

be. A good boss will encourage diverse views

my employee, would be ”what are your

social relationships) and what your boss

from their employees, take feedback, have

strengths and let’s focus on how to build

contributes to the workplace are very im-

high standards and provide positive recogni-

your strengths.” So, identify what they

portant to your happiness in the workplace.

tion for their employees.

[strengths] are, help employees understand

For instance, having meaningful work, clear

Which would help you be more successful in

how these strengths strengthen their self-

your life – knowing what your weaknesses are

image, and how they see themselves de-

and attempting to improve your weaknesses,

fined by their strengths, and then learn how

or knowing what your strengths are and at-

to implement those strengths in the work-

tempting to build your strengths?

place. The boss will likely find that focusing

Clear goals, engagement, openminded-ness, and positive communication with your employer are a few other ways of creating a happier,

Many times a boss may feel that he or she

on strengths in the workplace (e.g., building

healthier, and more productive em-

needs to “fix” their employees rather than

and working on strengths) that employee

ployee.

“enable” them. A good boss will learn to ena-

productivity will likely improve, sometimes

job expectations, and having your work con-

ble employees by identifying their employees’

by as much as 6-10% over a year. So, it is

tributions (big or small) recognized increase

talents and character strengths. Building

seems quite effective to examine and build

happiness and loyalty to the company. Clear

character strengths often captures many of

on employee strengths. By doing this it

goals, engagement, open-mindedness, and

the previously mentioned important to a hap-

also benefits the employee—they are happi-

positive communication with your employer

py workplace. Identifying character strengths

er, they are more likely to be engaged, and

are a few other ways of creating a happier,

and implementing ways to develop these

typically more confident about their future

healthier, and more productive employee.

strengths through work indirectly builds on

outcomes at work. I understand why com-

All of these benefits typically translate to a

positive qualities such as autonomy, trust, a

panies believe that giving out incentives

healthier “bottom line” for the company. So,

healthy mind-set, purpose, and positive en-

(e.g., employee of the month) or whatever it

companies stand to benefit much from hav-

gagement at work. There are different ways to

is that they give this award out for, will

ing happy employees.

identify employee talents and many different

somehow magically improve employee

A good boss is more likely to increase

ways of identifying their character strengths.

happiness and productivity.

employee happiness by being genuine, hon-

So, what do you think would be more benefi-

est, full of integrity, and by providing positive

cial for the employer to fix employee weak-

and likely to reduce the overall morale of

recognition, diverse views, and authenticity

nesses or build on their strengths?

employees, loyalty, and productivity.

in their interactions with their employees.

Often, most responses we get to that kind

Employees appreciate a friendly boss, but

of question are what are my weaknesses and

one that knows where to draw the line and

let me fix my weaknesses. That’s a fix “me”

In fact that’s defeating, more or less,

Recognizing the strengths of all employees will go much further than aggrandizing a (continued on next page)

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INSTITUTE FOR LEARNING AND TEACHING

Spring 2015

Flourishing in the Workplace: An interview with Ben Coleman

page 3

( continued from page 2)

select few. Even a simple, but sincere, hand

there are certain boundaries and limitations

because happiness is really only one small

written letter acknowledging their contribu-

that a boss must not cross, but he or she

component of a larger picture on well-

tions at work, and be very specific, will go a

would benefit by seeing how they can better

being of the person. Flourishing is based

long way.

serve their employees and not how their em-

on the premise of looking at building psy-

Finally, the boss’s mind-set on how he or

Really we should be looking at flourishing in the workplace because happiness is really only one small component of a larger picture on well-being of the person.

she perceives the role of his or her employee is usually backwards. The research indicates that many bosses perceive their employees as people who provide a service for the company – employees serve the boss, rather than the boss serving his or her employees.

The boss will have happier employees who

ployees can serve their bottom line.

chological, social, spiritual, and subjective well-being of both employee and boss.

Flourishing promotes strengths such as engagement and opportunities for employees to create what’s called FLOW. It can broaden and build their mental repertoires, and their leaders will be excited for them.

But, really, one question I wanted to ask was

Emphasis on flourishing will improve men-

will produce more for the company when the

“Why are we having this conversation about

tal health, and positive behavioural chang-

boss has a mind-set that is “How can I be

happiness in the workplace?” We should be

es that benefits everyone in the workplace.

help my employee succeed?” Of course,

looking at flourishing in the workplace

References Clifton, D. O., & Harter, J. K. (2003). Strengths investment. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship (pp.111121). San Francisco: Berrett-Koehler.

Csikszentmihalyi, M. (1990). Flow: The psychology of optimal experience. New York: Harper &Row. Diener, E., & Larsen, R. (1999). Personality and subjective well-being. In D. Kahneman, E. Diener, and N. Schwartz, N. (Eds). Well-being: The foundations of hedonic psychology (pp. 213-229), New York: Russell Sage.

Diener, E., & Seligman, M. E. P. (2003). Very happy people. Psychological Science, 13, 81-84.

George, B. (2003). Authentic Leadership: Rediscovering the secrets to creating lasting value. San Francisco: Jossey-Bass.

Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87, 268-279.

Judge, T. A., & Watanabe, S. (1993). Another look at the job satisfaction-life satisfaction relationship. Journal of Applied Psychology, 78, 939-948.

Royal, M. A., & Rossi, R. J. (1996). Individual-level correlates of sense of community: Findings from the workplace and school. Journal of Community Psychology, 24, 395-416.

● At work I have the opportunity to do what I do best every day? ● I know what is expected of me at work? ● I have the resources I need to do my work right?

Are YOU happy at work?

Ask yourself the following questions.

● I have the opportunity to learn and grow? ● I have a variety of tasks to complete? ● I have control over my work? ● I use my strengths daily? ● Do you have much autonomy and intrinsic motivation at work? ● Are you able to choose how you go about your work? ● Do you have freedom to work to your strengths? ● Do you have goals that are your own and exciting to you and can bring to the work? ● In the last 30 days have I received recognition and praise for doing well at work? ● My boss seems to care about me personally?

If you can answer yes to all of those then you are most likely a happy and engaged person at work.

Maybe you should thank your employer!

University of Pennsylvania. Authentic Happiness Website. Assessment of Character Strengths .

At this link https://www.authentichappiness.sas.upenn.edu/ look under Questionnaires for VIA Survey of Character (do not click on the one for kids). Although, this questionnaire is free online, you will need to set up an account with University of Pennsylvania to access it.

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Breaking the Habit

most nine hours. Further, sitting time was

would reduce Canada’s health care costs

significantly related to disability, regardless of

by $2.6 billion and inject $7.5 billion into

physical activity. Research continues to show

the Canadian economy by the year 2040.

today are the equivalent of chain smoking.

“Sitting disease” is pervasive in our society

Sitting, like smoking, is an extremely

heart disease, and doubles the risk for Type II

difficult habit to break. It is impossible in

diabetes (Henson et al, 2013). Sitting time

modern society to go “cold-turkey” with

has been associated, as well, with an in-

sitting, however, it is possible to cut back.

creased risk for depression in adult women

This involves an awareness of how much

“Sitting is the new smoking” is a catch

lowing this same analogy, most office jobs

page 4

By Darrell Skinner, Instructor, Therapist Assistant Program, Kelowna Campus

that inactivity also contributes to obesity,

phrase that is commonly heard today. Fol-

Spring 2015

time you are sitting and a conscious deci-

“Sitting is the new smoking” is a catch phrase that is commonly heard today…. “Sitting disease” is pervasive in our society with many

sion on what activities we engage in on our own time. The simple act of going for a regular walk has been shown to have very

hours spent sitting while at work,

positive effects on overall health and quali-

with many hours spent sitting while at work,

driving, on computers, using social

ty of life. The detrimental effects of sitting

driving, on computers, using social media, or

media, or even learning in school.

occur insidiously over time, and small

even learning in school. Both health re-

changes now can make an important dif-

searchers and government agencies have

who sit for more than seven hours per day

ference to our future health. Pack Mat-

recently alerted the public to the enormous

(Van Uffelen et al, 2013). Excessive sitting

thew has a very interesting perspective on

health and economic impact of the modern

can also lead to an increased incidence of

the topic of health choices, which he

lifestyle that involves hours of sedentary

muscle and joint problems. Consequently, the

shares in his TEDx talk "Sitting Is the New

sitting.

economic costs of sitting and inactivity are of

Smoking but you've got Options." https://

A recent article in the February 2014 issue great concern to the Canadian government. A

www.youtube.com/watch?

of the Journal of Physical Activity and Health

2014 report by the Conference Board of Cana-

v=M2NHvpM9PWU

reported the average time that adults spent

da describes that getting just 10 percent of

I hope you enjoy and good health!

being sedentary during waking hours is al-

Canadian adults to “sit less and move more”

References Henson, J., Yates, T., Biddle, S., Edwardson, C., Khunti, K, … Davies, M. (2014). Associations of objectively measure sedentary behaviour and physical activity with markers of cardiometabolic health. Diabetologia, doi: 10.1007/s00125-013-2845-9 Moving Ahead: The Economic Impact of Reducing Physical Inactivity and Sedentary Behaviour, Conference Board of Canada http://www.conferenceboard.ca/e-library/abstract.aspx?did=6436 Sitting time linked to disability regardless of physical activity http://www.cbc.ca/news/health/sitting-time-linked-to-disability-regardless-ofphysical-activity-1.2543361 Van Uffelen, J., Van Gellecum, Y., Heesch, K., Brown, W., Burton, N., Peeters, G. (2013). Sitting-Time, Physical Activity, and Depressive Symptoms in Mid-Aged women, American Journal of Preventative Medicine, 45(3), 276-281.

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page 5

Self-Care and Happiness in the Workplace: Best Practices

By Fred Van Winckel, French Instructor, Continuing Studies, Penticton Campus We all want to be happy, some of us

ly assessing them as either good or bad. This can

desperately so. Consequently, bookstores

be very counter-productive because it can lead to

offer all kinds of self-care and self-

a clash of values. When values clash, things get

improvement books claiming to show the

emotional and personal, and there is no room for

way to happiness. It turns out that life

objectivity. Better to treat all ideas as tools. If an

makes many competing demands on us.

idea works, you keep it; if it doesn’t, you set it

In order to respond to these demands and

aside and look for another one, as you would with

find the right balance, we need to know

a tool. This is the practical approach to evaluat-

our own unique strengths and weakness-

ing ideas. Dr. Joy Browne, the radio personality,

es. This enables us, in turn, to identify

is the best example I know of someone who uses

meant learning to do things on my own and

what we require to enhance our well-being ideas as tools to solve problems.

enjoying the fruits of my success. It has

and find that sometimes elusive balance

also meant learning not to let setbacks be

at home, in the workplace, and in life in

Nothing can make you happier than doing what you love to do.

the outcome of my life.

FIND A JOB THAT ALLOWS YOU TO WORK

general. The following are some of the things that I have found important to work

DON’T GRANT THE OPINION OF OTHERS MORE

AT WHAT YOU LOVE TO DO

on in order to achieve balance for myself

IMPORTANCE THAN WHAT YOU KNOW

Nothing can make you happier than doing

in the workplace.

Don’t diminish yourself by conceding to what oth-

what you love to do.

DON’T HOLD GRUDGES

ers think and being a pleaser. Being a pleaser

I have found that resentment is a poison

might seem to have survival value in the short

that eats you up from the inside. It takes

run, but in the long run it is very damaging to your

energy, alienates co-workers, and is detri-

sense of self-worth.

mental to your career.

TREAT IDEAS AS TOOLS AND NOT AS COMMANDMENTS CHISELED IN STONE When people encounter new ideas, they sometimes view them in the light of their moralistic or ideological bent, consequent-

DEVELOP A PERSONAL RELATIONSHIP WITH GOD OR THE UNIVERSE Don’t forget the big picture. Live in reality.

Find within yourself a connection to this

DEVELOP YOUR SELF-ESTEEM

reality. For some this may be a relation-

I especially like the following definition of self-

ship with God. For those who are not reli-

esteem from the National Association for Self-

gious, it may be a connection to the vast

esteem, an American organization: “The experi-

and star-filled vista of the sky on a clear

ence of being capable of meeting life’s challenges

night. In times of trouble this relationship

and being worthy of happiness.” For me, this has

or connection is your anchor.

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Death by Desk

Spring 2015

page 6

By Derrick Doige, Counsellor, Vernon Campus called “Avoiding Death by Desk” http://

that is not your cup of tea, you could also do

www.gaiamtv.com/video/avoiding-death-desk .

whatever will get your heart pumping and

During this hour long video, Bernie reported on

muscles moving such as jumping jacks, a

several recent “inactivity research” studies that

Regular activity breaks are good

have found that individuals who sit for more than 6 hours a day have much higher mortality

for your health ...so get out of

rates than those that sit for less than three

your chair, grab a friend and get

hours per day. I won’t go into all the details here

moving!

(see Lovett 2013), but the key message from these studies is if you spend a lot of time sitting

brisk walk or even burpees. I imagine some

I used to believe that as long as I did at

at work or at home in front of a screen, in addi-

of you are thinking “I’d never be able to get

least 45 minutes of exercise each day and

tion to your regular extended periods of exercise all my work done if I took a five minute activi-

didn’t eat too many potato chips, then the

(i.e. spin class, jog, workout at the gym), you

ty break every hour”. Well, the good news is,

fact that I spend most of my working day

need to have regular 5-8 minute activity breaks

not only are these regular activity breaks

sitting wouldn’t seriously affect my health.

each hour in order to keep your health in bal-

good for your health, they also improve you

Well, I was “dead” wrong! I recently

ance. Being a Yoga teacher, Bernie recommend- productivity and creativity! So, get out of

watched a Yoga video by Bernie Clark

ed various yoga poses throughout the day, but if your chair, grab a friend and get moving.

Check out the videos below for some short activity breaks: https://www.youtube.com/watch?v=dMS0YL-zaeo&feature=youtu.be#aid=P9gK4Vs5Ag4 5 minute Yoga at Your Desk https://www.youtube.com/watch?v=ASfEk8se90U Tara Stiles Yoga https://www.youtube.com/watch?v=tAUf7aajBWE Yoga with Adrianne https://www.youtube.com/watch?v=QnETMdgncBU Ekhart Yoga https://www.youtube.com/watch?v=Pf7wZvraWV0 The Perfect Burpee References: Lovett, R. A. (2013). Are you sitting comfortably? Well don’t. New Scientist, Volume 218, Issue 2923, June 2013, 44-47. http:// www.sciencedirect.com/science/article/pii/S0262407913616279

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ILT NEWSLETTER CONTACTS As part of its mandate to support dialogue amongst peers and to enhance the practice of learning and teaching the ILT publishes three issues of its newsletter a year (Winter, Spring, and Fall). All employees of Okanagan College are encouraged to contribute.

Thank you to each of the authors for your valuable contribution to this issue of Enhancing the Practice of Learning and Teaching.

The thought, expertise, and time that has gone into creating the end product is appreciated.

ILT Newsletter Committee ILT Newsletter Committee Chair: Managing Editor: Copy Editor + Distribution: Design/Layout Editor:

Jennifer Sigalet Jsigalet@okanagan.bc.ca Darrell Skinner dskinner@okanagan.bc.ca Michael Orwick MOrwick@okanagan.bc.ca (Please submit articles to Copy Editor) Jennifer Sigalet Jsigalet@okanagan.bc.ca

For more information about the ILT Newsletter: http://www.okanagan.bc.ca/about/Institute_for_Learning_and_Teaching/ Newsletters.html Publication Date: 22/04/15

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