Life has pushed us to live more business-oriented due to the fact that material interests are at the forefront. Happiness is the most important psychological parameter necessary to ensure our continuity at workplaces where we spend an average of forty hours a week.
The concept of happiness (subjective well-being) is a complex and variable phenomenon. We should generally consider happiness as the excess of positive emotions/feelings rather than negative ones.
Happiness is not and should not be a goal. We should always accept happiness as a process and think of it as a form of perception that provides our inner balance in achieving them. The most important parameters that ensure happiness are related to being able to realize ourselves within the framework, reaching our goals and enjoying the journey.
Business life is based on goals, objectives and to-do lists. If you can intersect your purpose in life with the points you love and enjoy doing, you will be on the right goals and will be able to set your goals on solid foundations.
Happiness with solid foundations
Happiness is like a three-legged chair. The part of the chair you sit on creates goals and objectives. It depends on the floor where your chair is located, the country and cultural conditions.
The first of the three pillars is material satisfaction. It is about the adequacy and balance of the financial value of your labor. The second pillar is professional satisfaction and liking the work done. Working with passion, enjoying the job, adopting it and trying to improve oneself creates professional satisfaction.
The third pillar is the social environment and friendships. The working environment, the opportunities provided by the workplace, and the people you make friends with provide the most important impact on your happiness. Thus, you are rivals with those people, you share something, and do things by trusting them, you criticize and you have fun with those people.
If the area you sit in the chair is small, it always gives you discomfort. If the floor on which you put the chair is uneven, you will be constantly shaking. If one leg of the chair is short, you use your own foot to balance and it will tire you in the long run. If both legs of the chair are short or unbalanced, this time you try to keep the chair standing and you will be exhausted in the short term. If you have a problem with all three legs, it is certain that you will not be able to sit without a new chair.
Happiness is not one-sided, and I think it is not so simple that it can be reduced to a form of perception. Therefore, the effects of the companies and people you work with are vitally important. Relationships are the management of meeting expectations in an environment of mutual trust. Since these expectations are person based, it will create problems, so the management of these expectations on a systematic basis, specific to corporate identities, is a phenomenon called institutionalism, and is the basis of trust.
Profitability and Sustainability
Happy employees directly affect profitability in institutions. In this context, in terms of status expectation management in the workplace, the focus for the boss/board of directors is; profitability and sustainability of the company.
The expectations of the managers are that the works belonging to the department they are related to are completed on time and without errors. In terms of manageability, institutions examine the integrity, quality and results of the work. At the leadership/first supervisor level, the social dimension of the work and how it is done gain importance. Because your relationships with the people you communicate with, the way you express yourself, your approach and reaction to events directly affect the quality of the work, time, team motivation, etc.
Remember, talents are gained through education, but character is not something that can be changed so easily. In this mutual relationship, the employee's realization of his/her job at the best (expected) level will bring happiness. If the company does not see this, the leadership and executive levels should question themselves, and the top management should create a monitoring mechanism.
In large companies, the most important factors that determine the conditions of the job from the perspective of human resources are the market, supply/demand relationship and rival companies. If the number of colleagues in the sector is high, you can find a job for less money. Again, since the opportunities provided by the competitors of the company will be a reference for the ones offered to you, keeping your expectations too high for the bar to be raised will bring unhappiness. When making comparisons, one should always look at the bad ones, not the best ones, and a balance should be observed not only with the positives specific to the expectation, but also with the positives at hand.
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