Managing Human Capital

The focus of the research paper will be about work contexts that enable employees to thrive. In his book, Deep Change, Robert Quinn quotes employees who see the toxic side of the workplace:

“‘Here we house the legions of the walking dead.’ When people join the legions of the walking dead, they begin to live lives of quiet desperation. They tend to experience feelings of meaninglessness, hopelessness, and impotence in their work roles” (p. 20).

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“’Seventy-five percent of our middle managers have opted for peace and pay.’ Peace and pay means don’t rock the boat, maintain the status quo, keep your head in a shell, come in at eight and leave at five, don’t take any risks” (p. 22).

In contrast, research by Spreitzer, et al. (2005) contains the following quotes:

“Thriving is about ‘being energized, feeling valued, feeling what you do is valuable. For me thriving is a sense of connectedness. Feeling good about what you do … So thriving is being productive, still being able to learn new things … I think thriving is being open to challenges presented and to learn and grow, and having those opportunities to grow” (p. 538).

“…I know thriving as I feel it. It is like going forward. It is not staying in place. It is not stagnant. You are moving forward; not necessarily in job titles or positions, but just being able to move forward thinking and in the activities that you are engaged in and in your mindset, all of those things.” (p. 538). Assignment:

You identified your topic in the Week 3: Choose a Research Topic Survey. Prepare and submit a research paper on your chosen topic.

 

Practical ways to create a more civil workplace

Instructions

Write a 10-20 page paper on an aspect of thriving at work, using at least 5 different peer- reviewed academic journals.

(Links to an external site.)
Resources

Following is a helpful bibliography.

Bono, J.E., Glomb, T.M., Shen, W., Kim, E. and Koch, A.J. (2013). Building positive resources: Effects of positive events and positive resources on work stress and health. Academy of Management Journal, 56(6), 1601-1627.

Britt, T.W., Adler, A.B., and Bartone, P.T. (2001). Deriving benefits from stressful events: The role of engagement in meaningful work and hardiness. Journal of Occupational Health Psychology, 6, 53-63.

Clifton, D.O., and Harter, J.K. (2003). Strengths investment. In K.S. Cameron, J.E. Dutton, and R.E. Quinn (eds.), Positive organizational scholarship (pp. 111-121). San Francisco: Berrett-Koehler.

Danna, K. and Griffin, R. W. (1999). Health and well-being in the workplace. A review and synthesis of the literature. Journal of Management, 25(3), 357-84.

Donnay, D.A.C. and Borgen, F.H. (1999). The incremental validity of vocational self-efficacy: An examination of interest, self-efficacy and occupation. Journal of Counseling Psychology, 46, 432-47.

Hart, P.M. (1999). Predicting employee satisfaction: A coherent model of personality, work and nonwork experiences, and domain satisfaction. Journal of Applied Psychology, 84, 564-84.

Harter, J.K., Schmidt, F.L. and Hayes, T.L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87, 268-79.

Hodges, T.D. and Clifton, D.O. (2004). Strengths-based development in practice. In P.A. Linley & S. Joseph (eds.), Positive psychology in practice (pp. 256-68). Hoboken, NJ: Wiley. Kataria, A., Garg, P, and Rastogi, R. (2013). Psychological climate and organizational effectiveness: Role of work engagement. IUP Journal of Organizational Behavior, 3, 33-46.

Koerner, M.M. (2014). Courage as identity work: Accounts of workplace courage. Academy of Management Journal, 57(1), 63-93.

Luthans, F. and Jensen, S.M. (2002). Hope: A new positive strength for human resource development. Human Resource Development Review, 3, 304-22.

Luthans, F. and Youssef, C.M. (2004). Investing in people for competitive advantage.

Organizational Dynamics, 33, 143-60.

Oldham, G.R. and Hackman, J.R. (2010). Not what is and not what it will be: The future of job design research. Journal of Organizational Behavior, 31, 463-79.

Pratt, M.G. and Ashforth, B.E. (2003). Fostering meaningfulness in working and at work. In

K.S. Cameron, J.E. Dutton, and R.E. Quinn (eds.), Positive organizational scholarship (pp. 309-327). San Francisco: Berrett-Koehler.

Spreitzer, G.M., Sutcliffe, K., Dutton, J.E., Sonenshein, S., and Grant, A.M. (2005). A socially embedded model of thriving at work. Organizational Science, 16(5), 537-50., E. Diener, & N. Schwartz (eds.), Well-being: The foundations of hedonic psychology (pp. 393-412). New York: Russell Sage.

Warr, P. (1999). Well-being and the workplace. In D. Kahneman,

Zhang, X. and Bartol, K.M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53, 107-

For more information on Managing Human Capital read this:https://www.canberra.edu.au/coursesandunits/unit?unit_cd=11191

Managing Human Capital

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