Pursuing happiness at organisations is not only idealistic, but it is also the world’s best and perhaps only hope to avoid global catastrophe. It would seem unlikely that happiness can get much of a hearing in such troubled times. Yet people around the world yearn for happiness.
Inclusive, on our article: Happiness and wellbeing at work: the key to collaborators engagement? We talked about the importance of happiness and well-being for the collaborator’s engagement.
But, what is happiness?
Happiness is a word that comes from Ancient Greece, with the evolution of definitions and perspectives of many thinkers who have reflected on its meaning showing to understand this ultimate desire in life.
Even today, happiness is not accurate and various perspectives are approached according to the understanding and experience of those who speak of it. However, a history of philosophical thinking and, more recently, positive psychology, allows us to analyze meanings without time, contextualizing a modern science and leading us to learn and develop skills and competences to live in fullness and well-being.
From the historical origin, religious happiness is expressed in the state of fullness of Being, permitted in the divine, and today by science and spirituality; hedonic happiness arose sustained by the pleasure of enjoyment, considering the supreme welfare of human life.
Achieving hedonic happiness does not cause great doubt, which measures relate to the creation of conditions conducive to subjective well-being, and determines more positive than negative emotions.
Achieving hegemonic happiness is more complex because it involves self-knowledge in identifying and strengthening the positive characteristics of personality, leading the person to assume the essence, in the awareness of a goal that fulfills his existence, as a legacy that gives meaning to life.
But how to evolve in personal development, identify the purpose and follow it?
This question challenges those who are not (yet) genuinely happy. The answer is decision and action, choosing to flourish for a life of happiness!
Thus, happiness is a decision, one learns, trains and practices, being the lifestyle and habits that determine their state and permanence, as well as to overcome the negative setbacks of life with less pain and more wisdom.
Each person has the capacity for this inner growth, to connect with and be curious about themselves, to love each other lovingly, and to be creative in the freedom of choice that life offers.
Genuine happiness comes from being who you are!
Thus, happiness in organisations is precisely the happiness of the people who make up its structure and, in fact, manifests itself as happiness takes on their lives.
To enhance such happiness, organisations can and should, with all the advantages that come from commitment, productivity, innovation, performance, results; strategically transform their internal culture, creating conditions and motivation for their people to find themselves and thus find their happiness.
Only each person can choose and know how to be happy!
Only those who are existentially happy can reach the fullness of happiness, go beyond circumstances.
Happiness is often spoken of at work, but generally, when you use this designation you are reducing happiness to hedonism, that is, to moments and events, to relationships and celebrations, to everything that is also fundamental, is reflected in moments of temporary effect.
If we want to refer to full happiness in organisations, then, from my perspective, we should not talk about happiness at work, but about the happiness of people, which is also reflected in work.
Each person is only one and wherever they reflect what they are!
Following this, we highlight that at Amarna Vida we implemented Gross National Happiness, a methodology supported by Bhutan’s Gross National Happiness Index, created in Bhutan and officially recognized by the UN.
This system is complete and effective because it precisely works for each person as an integral Human Being. This methodology educates and transforms the information of the calculation of the index, where the dynamics consider actions that raise hedonism, but also eudaimonia.
With our system, the people of the organisation flourish and infect their relationships, which in turn causes the structure they integrate to flourish. In this scope, many advantages come to the organisation also due to the positive effects that pass to the external environment: customers, suppliers, families, and the community in general.
In the context described, well-implemented happiness is guaranteed to be profitable!
Companies that work on internal happiness as a strategy-integrated culture already affirm this and have proven themselves.
So, how organisations could work on internal happiness?
For you to be able to answer to this question on your own, continue to rely on our journey towards becoming a healing and more conscious organisation, by following our linked in page and visit us at www.amarnavida.com
At the moment, we are becoming more conscious and conceiving the 2.0 version of our website.
Be happy and inspire others to be happy,
Happiness Coach & Trainer
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