How to Improve Good Behavior Human well-being

It is said, “waiting is not the ability, but the ability is how one behaves while waiting.” It is behavior that differentiates human beings from animals. Human well being is very important to live in a cultured society. Even though many people cannot control their temper due to work pressure and personal problems, but becoming […]

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Human-well-being

It is said, “waiting is not the ability, but the ability is how one behaves while waiting.” It is behavior that differentiates human beings from animals. Human well being is very important to live in a cultured society. Even though many people cannot control their temper due to work pressure and personal problems, but becoming immoral is not the solution.

One should always try to release anxiety and stress through yoga, workout, and music so that he or she could be a friendly and nice person at home and workplace.

Good Human Behavior

One of the earliest studies of human behavior at work was done at AT&T’s Western Electric Hawthorne Plant in 1927 by Harvard’s Elton Mayo and published in a widely influential report by F. J.Roethlisberger and W. Dickson, Management and the Worker.

Their main results are still relevant today: when workers have an opportunity to contribute their thoughts and learning to workplace issues, their job performance improves. The initial study set out to discover how lighting affects performance and fatigue of workers. The findings revealed that it’s not so many physical conditions that matter. People were motivated to perform well by the mere fact that someone took the time to pay attention to what they were doing.

They were also encouraged to interact socially and also to contribute ideas. Their social needs were revealed to have a strong impact on their behavior at work.

Several of the current top business books emphasize this same concept. The success of your organization doesn’t depend on your understanding of economics, or organizational development, or marketing. Successful organizations do not expect that employee incentive to ensure better job performance. The other is to grow margins by acquiring and supporting profitable customers. When they do, they release enormous energy and potential. What many organizations do not see is that employee performance and the consequent impact on client engagement revolve around intrinsic motivation determined in the brain.

These motivation specific talents and the emotional mechanisms everybody brings to work.

Recent discoveries in neuroscience support the fact that emotional processes are integral to learning, reasoning, and decision-making.

How can leaders improve their understanding of their staff strengths and motivating drives?
What Are the Basics of Human Motivation?
Several theories of human nature provide perspectives for understanding basic human drives.A review of those will remind leaders of how important it’s to understand how employees behave at work and how they’re motivated.

Nevertheless, a note of caution

While evaluation tools will categorize and simplify human behavior, they can’t fully represent an individual’s complexity. Each theory and its measurement merely provide a basic framework. Theories and assessment profiles are useful for understanding how and why humans behave.

Attention and respect must always be paid to individual differences. Employees aren’t the same, and in order to gain a greater understanding of a person’s strengths and values, it’s vital to look at certain categories or classifications of personalities, styles, personal preferences, and interests.

Carl Jung said that individuals either derive energy from relating to others or from internal thoughts They also have a tendency to gather info in various ways, either by focusing on data or by intuitively seeing the big picture. They express themselves in various ways, either with a concentrate on rational thinking or on emotions and values, it’s vital to look at certain.

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