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Create Happiness Oriented Organization Culture

Twentieth century wisdom advocated the use of stress to get people to work harder. Twenty first century science shows clearly that stress reduces productivity, capabilities and motivation. Twenty first century managers are realizing that employee happiness and engagement builds customer happiness and engagement that builds company performance and profitability. (1)
The recent definition by Serey (2006) of Quality of Work Life (QWL) includes (i) an opportunity to exercise one’s talents and capacities, to face challenges and situations that require independent initiative and self-direction; (ii) an activity thought to be worthwhile by the individuals involved; (iii) an activity in which one understands the role the individual plays in the achievement of some overall goals; and (iv) a sense of taking pride in what one is doing and in doing it well.
The 5th King of Bhutan, popularly known as King Khesar, underlines that the ultimate goal for social, economic, political changes in Bhutan is fulfillment of GNH. He has said that a GNH society means the creation of an enlightened society in which happiness and well-being of all people and sentient beings is the ultimate purpose of governance. (3)

Following my discussion, you will:
- Have the knowledge Quality of Work Life
- Know how to create an organizational culture of happiness
- Learn a successful example of applying QWL in a company
- Consider the ultimate goal as an entrepreneur

Chip Conley: Measuring What Makes Life Worthwhile

How to Create a Happiness Oriented Organization?
1. Define your legacy “Decide what kind of organization you want to have,” suggests Roberta Chinsky Matuson. “Think about what you want people to say about your company when they leave and then work backwards.”
2. Hire Smartly “Get the right people on the bus,” advises Kirshner. “You can lay out a vision, but you need good people to take it to the next level.”
3. Listen “Ask your employees what they like about working at your company, what they hate about it, and what they would do differently if it was their company,” suggests Kirshner. “Focusing on their needs creates a positive corporate culture.”
4. Engage Consider sharing company goals and financials—good and bad—with your employees. Open lines of communication will create a culture of openness in your organization, and employees may become more engaged in the success of the business.
5. Reward A pat on the back is always appreciated, especially when it comes from your boss. “Give recognition where it is due,” Chinsky Matuson says. “Acknowledging and rewarding can really energize your employees.”
6. Prepare to change Changing a company’s culture takes time, patience, and serious dedication. Chinsky Matuson says “If your culture isn’t where you want it to be, start looking at making big changes. Those changes can be tough ones because they might include terminating bad apples.” (4)

In 2009 Zappos inserted a simple statement into their vision that reflects the underlying core value that is at the heart of their company. It says, “Zappos is about delivering happiness to the world.”
Hsieh studied the concept of what makes people happy and investigated ways to integrate his findings into his company. He offers several frameworks to consider, such as our need for perceived control in our lives , perceived progress , connectedness and meaning/vision.
This type of corporate emphasis helped develop a company culture that focused on amazing customer service, which aimed ultimately at customer happiness. While Zappos was certainly concerned with profitability and bottom line, they managed to never lose sight of the crucial importance of what they were delivering, but how. (5)

A culture can be created or reinforced through the use of socialization. Reinforcing a culture can emerge through through the adherence to chosen important values. The key to the success is to ensure that the culture you wish to socialize others into is an ideal one, necessary for breakthrough performance in your work area or organization. (6)

(2)Serey, T.T., 2006. Choosing a robust Quality of Work Life. Business Forum, 27(2), pp. 7-10.
(4)Morell, K., 2011. 6 Ways to create a positive corporate culture. Retrieved from
(5) http://www.planeconversations.com/tag/tony-hsieh/

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