It is not a step-by-step instructional guide to helping a marriage flourish, but Seligman, who is viewed as one of the founders of positive psychology, uses approaches to optimism, motivation, and positive thinking to help the reader understand what it means to flourish as a human being. What is it the each person on the planet has that helps that person to flourish (to cultivate one's greatest talents; to build "…deep, lasting relationships with others" (Seligman, 2011)
Triangular Theory of Love Robert J. Sternberg, Yale University professor of psychology explains that the triangular theory of love has three main components: a) intimacy (which connects people and bonds them in relationships build on love); b) passion (human drives bring people to others through physical attraction and also "sexual consummation"); and c) decision / commitment (when the decision is made that one loves the other, a commitment logically follows) (Sternberg, 2004, 258)
Abraham Maslow referred to the pessimistic tendency many people have to focus on their deficits, deficiencies, and problems as being, "Low grumbles, high grumbles, and meta-grumbles"; rather than this mental process, though, Maslow recommended that people "shake free of this cultural relativism, which stresses passivity, plasticity, and shapelessness" and instead realize their potential by concentrating on autonomy and growth through the maturation of inner forces (cited in Baxter 71). More simply put: "Or, as Disney put it, why not look on the bright side?" (Baxter 71)
For example, studies have shown that women who suffered from free of success reported that they were more likely to become pregnant if they sensed they were about to become more successful in the workplace relative to a boyfriend or their spouse; other studies have suggested that among female clerical workers, women with a greater fear of success were more likely to evaluate their job performance negatively, even though such evaluations did not affect their job tenure (Lowman 75). In this regard, Horner believed that such otherwise-inexplicable achievement behaviors could be explained in terms of relatively stable internal acquired dispositions; in the case of fear of success, the emphasis was on the dispositions that serve to impede achievement (Day & Meara 91)
, low motivation, resistance to change, and stress). To make the distinction with positive psychology per se, the positive organizational behavior definitional criteria include in addition to the positivity, a positive organizational behavior concept must also be quantifiable, adaptable to development (which eliminates many of the motivational and personality dispositions traditionally associated with organizational behavior techniques), and most important, effectively managed to achieve performance improvement in today's workplace (Hodgetts et al
Review and Discussion Fear of Success and Its Impact on People. A wide range of psychological conditions can affect an individual's work performance, including both a fear of failure and fear of success (Horner 37); the fear of success condition is characterized by employees intentionally performing below their potential abilities because of consciously or unconsciously perceived negative consequences associated with being "successful," including the perception that significant others may be dissatisfied or unhappy with the achievements (Lowman 53)
Fears of being a survivor, with the concomitant survivor guilt (which means leaving people with less behind and in the lurch); and, 3. Being in reality (most people have learned by experience that few people can tolerate or appreciate another's achievements); in fact, "many [people] actually become hostile to others who are smart and effective people and then keep up with the Joneses by cutting the Joneses down to size" (Kantor 75)
A general basis for positive psychology is the notion that it should be firmly based on systematic and scientific inquiry (Pajares 27). In reality, though, there are various levels within the field of positive psychology that can help both individuals or organizations achieve success in their endeavors; for example, at the subjective level, the field of positive psychology concerns positive subjective experience as exemplified by a sense of well-being and satisfaction about the past; a current sense of happiness, flow, joy, the sensual pleasures, and constructive cognitions about the future as evinced by optimism, faith and hope (Lopez & Snyder 3)
Review and Discussion Fear of Success and Its Impact on People. A wide range of psychological conditions can affect an individual's work performance, including both a fear of failure and fear of success (Horner 37); the fear of success condition is characterized by employees intentionally performing below their potential abilities because of consciously or unconsciously perceived negative consequences associated with being "successful," including the perception that significant others may be dissatisfied or unhappy with the achievements (Lowman 53)
Women especially fear success because they are afraid that being powerful enough to create the life they want will render them unlovable. Sometimes people fear success will mean being attacked by enemies, or besieged by others wanting money or other things from them" (Marano 3)
10. Denouncing your achievements and accomplishments; seeking ways in which you can denigrate yourself enough to lose what you've gained (Messina & Messina 1-2)
A wide range of psychological conditions can affect an individual's work performance, including both a fear of failure and fear of success (Horner 37); the fear of success condition is characterized by employees intentionally performing below their potential abilities because of consciously or unconsciously perceived negative consequences associated with being "successful," including the perception that significant others may be dissatisfied or unhappy with the achievements (Lowman 53). Further, there is growing evidence, that anxieties such as fear of success and fear of failure are separate but potentially interactive, constructs in understanding certain patterns of workplace undercommitment (Mulig, Haggerty, Carballosa, Cinnick, & Madden, 1985)
"Such research stands in contrast to the traditional study of people's distress, pathology, and maladaptive functioning that continues to characterize American psychology," Pajares says (27). A general basis for positive psychology is the notion that it should be firmly based on systematic and scientific inquiry (Pajares 27)
3. Strengths can be learned (Seligman & Peterson 2003 cited in Wolin 19)
3. Strengths can be learned (Seligman & Peterson 2003 cited in Wolin 19)
Personal Action Plan. The basis for the positive psychology movement can be found in the philosophy of counseling psychology (Walsh 5)
Organizational Action Plan. At a broader discipline level, the positive psychology approach suggests that psychologists and psychology researchers should shift their focus from policy decisions based on the diagnosis and assessment of human deficiencies to those policy decisions that are based on a balanced approach that incorporates both the deficits and strengths of the individual and environment (Wright & Lopez 44)
The GAT appropriates the capacity to approach life's difficulties in a positive manner and to exhibit restraint, stamina, and character in decisions and actions. ("Training" 2014) Conclusion CSF2 system is designed to help shift focus, not just to one that equates emotional well-being with physical well-being, but rather from the perspective on prevention to that of cure (Casey, 2011)
Academic research outcomes have been referred to while designing these interventions (Lester et al., 2011) Soldier R/PH is the ability to effectively and pragmatically cope with traumatic and stressful issues (Cornum, Matthews, & Seligman, 2011; Reivich, 2010)
, 2011) Soldier R/PH is the ability to effectively and pragmatically cope with traumatic and stressful issues (Cornum, Matthews, & Seligman, 2011; Reivich, 2010). CSF2 believes in the premise that R/PH can be learned, practiced, and improved by engaging in proper training (Reivich, Seligman, & McBride, 2011)