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Positive Psychology, 1.16 (V) Building Blocks - PERMA - Defining Wellbeing

1.16 (V) Building Blocks - PERMA - Defining Wellbeing

[MUSIC] So let me start to take these one by one. P, positive emotion. Happiness, cheerful, merry, smiling. The first part of positive psychology is subjective well-being. Some things you should know about smiling is first, it's highly heritable, more than 50% heritable, and what that means is that if you take the whole world's population right now, 50% of the world population is not smiling, merry and feeling good. In fact, what the data show us if what you're trying to change is people's subjective feelings- how merry they are, how much they smile- that you have between a 5 and 15% leeway for changing the subjective well-being. Flow is when time stops for you, when you feel completely at home. Now interestingly, and looking around at you here, seems that almost all of you are one with the lecture, one with the music, in flow. Interestingly, when you're in flow, if you ask people what's going on, strangely, they say nothing. There's no emotion associated with it, and no cognition. You're one with the music. This is a very important state, and it's a state like serenity and contentment- complete involvement, and I think it's one of the highest forms of well-being. Mike tells a story about his brother. His brother was someone who looked at fossils and minerals, and he went to Budapest to visit his brother. His brother said “Mike, the strangest thing happened to me yesterday. I had gotten this new crystal, and when I woke up, I decided I really wanted to look at it closely under the microscope. So I put it under my microscope around dawn, after I woke up, and I started to look at it. After a little while, I noticed I couldn't see it very well, and I thought a cloud had just passed across the window. When I looked up, I noticed the sun had set.” The ability to be entirely immersed in what you're doing- with the people you love, in work, with the problem, with the conversation- is E, engagement. We discussed a bit about positive emotion and a bit about engagement. The third thing that people coolly choose is relationships, good relationships. There's a controversy in evolutionary theory about how basic relationships are. From the selfish gene point of view, we only engage in relationships in order to make our own genes go forward, the selfish gene. This is the Dawkins view. There is another view of relationships in evolution theory, and that is that we're not only selected for individual mastery, achievement, survival, but that we're also selected for groups, group selection. Here's the way to think about group selection primitively. Imagine you've got two groups of primates who are at war, or fighting over a resource like food for survival. The question is: Which group is going to win? There is reason to believe that a group in which every individual is entirely out for themselves will lose to a group in which individuals love each other, are compassionate, and will sacrifice their own lives for members of that group. That argument has said that we're selected by groups, and so when we think about emotions like compassion, love, understanding, these are evolved emotions that promote group relationships. So on group selection, human beings are very similar to the social insects. The vast majority, if you just weigh all of the insects on the planet, the vast majority of them are social. So, it turns out, the social turn has been enormously productive in insecta. Similarly, the dominance of human beings on the planet, is probably not because of individual forebrain stuff, but because we're like wasps and termites and ants, that is, we build fortresses together, we have means of communication together, we cooperate. So interestingly, I believe that our forming good relationships is a ground desire of human beings who are non-oppressed and not suffering. The third part of what positive psychology studies is what are good relationships and how to build good relationships. PERMA, the five roots to human well-being, we talked about P, positive emotion, E, engagement, and R, relationships. M is meaning and purpose. What is meaning and purpose? Well there's surprising agreement among philosophers about the bare bones of it. Meaning is to belong to and to serve something you think is bigger than you are, so serving the self is a very poor sight for meaning. But the larger the entity you can credibly believe in belong to, and serve, the more meaning people derive from their lives. Meaning seems to be particularly important in corporate group settings and in work. In general, the literature on worker productivity and meaning is: the more meaning, everything else being equal, that you can derive from your work, the more satisfied you are with your work, and the more productive you are. An interesting example took place at the University of Pennsylvania recently. I think Adam Grant conducted the study. The development office at this university raises money, so there are a lot of people who, all day long, write, and make cold calls to alumni, foundation, and the like. This is very difficult work, you get turned down most of the time. So, Adam reasoned that to the extent people in the development office could see what the money they brought in accomplished, people would do better work. So, Adam arranged for the development office people to meet the scholarship students that they had funded and to find out about them, and productivity went up. In general, there's reason to believe the more meaning and purpose one has at work, The better one's work is. The fifth root to well-being, PERMA, is accomplishment, achievement, and mastery. Now there had been, before psychology became positive 20 years ago, a lot of study of achievement and mastery, and the importance in human life. This goes way back into the mammalian past. There's a species of mouse called the white-footed dear mouse. If you capture the white-footed dear mouse, and you put him in a little chamber, and you adjust the lights at which he lives, you might adjust so he lives at 40 lumens. He has a bar to step up the lights. He'll step them up to 80 lumens, okay? If you have him live at 80 lumens, and you have a bar he can press, he'll step it down to 40 lumens. Which is to say, he doesn't care about the illumination, what he wants is control and mastery, and control and mastery are very strongly built into our species. Now the leading person in the world now is at the University of Pennsylvania, Angela Duckworth, and you'll hear a lot more from her in the course of this program, but basically, Angela has worked on the question of self-discipline and grit. Angela's basic research has been to ask the question: for success in life, Academic success, real estate selling and the like, what's the relationship between talent and self-discipline? And here is the sort of thing that Angela had done. She took ninth graders at the Masterman School down the road here and measured self-discipline and grit, and measured IQ essentially as well as grades. She then asked the question: looking from 9th grade to 12th grade, and then into college admissions, what predicts good grades in school? Basically, she found that self-discipline and grit are twice as important as IQ and talent in the prediction of grades and how well you do academically. Angela has resolved a problem no one ever understood before, and that's girls versus boys in academic achievement: Girls do better than boys holding IQ constant in high school. The question is, why? It turns out the answer is almost entirely self-discipline and grit. Girls are grittier and more self-disciplined than boys, and that seems to account for why girls in high school come out with higher grades than boys. So the main development has been about grit. One more thing that Angela did was research on the National Spelling Bee. About a million kids a year enter the National Spelling Bee, and 168 of them make it into the finals in Washington. So two years running for the 168 kids, Angela measured IQ, and grit and self-discipline, and asked: Could you predict who's going to win before finals? Again, two years running, IQ had nothing to do with it, and the biggest predictor coming down with the final four were the kids with the most grit and self-discipline. The message here is if you are hiring people or you want associates to be productive, almost everyone you know is smart enough to do the job. What you want to find, is the people who can stay with it- the gritty, resilient people.


1.16 (V) Building Blocks - PERMA - Defining Wellbeing 1.16 (V) Bouwstenen - PERMA - Welzijn definiëren

[MUSIC] So let me start to take these one by one. P, positive emotion. Happiness, cheerful, merry, smiling. The first part of positive psychology is subjective well-being. Some things you should know about smiling is first, it's highly heritable, more than 50% heritable, and what that means is that if you take the whole world's population right now, 50% of the world population is not smiling, merry and feeling good. In fact, what the data show us if what you're trying to change is people's subjective feelings- how merry they are, how much they smile- that you have between a 5 and 15% leeway for changing the subjective well-being. Flow is when time stops for you, when you feel completely at home. Now interestingly, and looking around at you here, seems that almost all of you are one with the lecture, one with the music, in flow. Interestingly, when you're in flow, if you ask people what's going on, strangely, they say nothing. There's no emotion associated with it, and no cognition. You're one with the music. This is a very important state, and it's a state like serenity and contentment- complete involvement, and I think it's one of the highest forms of well-being. Mike tells a story about his brother. His brother was someone who looked at fossils and minerals, and he went to Budapest to visit his brother. His brother said “Mike, the strangest thing happened to me yesterday. I had gotten this new crystal, and when I woke up, I decided I really wanted to look at it closely under the microscope. So I put it under my microscope around dawn, after I woke up, and I started to look at it. After a little while, I noticed I couldn't see it very well, and I thought a cloud had just passed across the window. When I looked up, I noticed the sun had set.” The ability to be entirely immersed in what you're doing- with the people you love, in work, with the problem, with the conversation- is E, engagement. We discussed a bit about positive emotion and a bit about engagement. The third thing that people coolly choose is relationships, good relationships. There's a controversy in evolutionary theory about how basic relationships are. From the selfish gene point of view, we only engage in relationships in order to make our own genes go forward, the selfish gene. This is the Dawkins view. There is another view of relationships in evolution theory, and that is that we're not only selected for individual mastery, achievement, survival, but that we're also selected for groups, group selection. Here's the way to think about group selection primitively. Imagine you've got two groups of primates who are at war, or fighting over a resource like food for survival. The question is: Which group is going to win? There is reason to believe that a group in which every individual is entirely out for themselves will lose to a group in which individuals love each other, are compassionate, and will sacrifice their own lives for members of that group. That argument has said that we're selected by groups, and so when we think about emotions like compassion, love, understanding, these are evolved emotions that promote group relationships. So on group selection, human beings are very similar to the social insects. The vast majority, if you just weigh all of the insects on the planet, the vast majority of them are social. So, it turns out, the social turn has been enormously productive in insecta. Similarly, the dominance of human beings on the planet, is probably not because of individual forebrain stuff, but because we're like wasps and termites and ants, that is, we build fortresses together, we have means of communication together, we cooperate. So interestingly, I believe that our forming good relationships is a ground desire of human beings who are non-oppressed and not suffering. The third part of what positive psychology studies is what are good relationships and how to build good relationships. PERMA, the five roots to human well-being, we talked about P, positive emotion, E, engagement, and R, relationships. M is meaning and purpose. What is meaning and purpose? Well there's surprising agreement among philosophers about the bare bones of it. Meaning is to belong to and to serve something you think is bigger than you are, so serving the self is a very poor sight for meaning. But the larger the entity you can credibly believe in belong to, and serve, the more meaning people derive from their lives. しかし、あなたが信頼して信じることができる実体が大きいほど、それに属し、奉仕するほど、人々は彼らの生活からより多くの意味を引き出します。 Meaning seems to be particularly important in corporate group settings and in work. 意味は、企業グループの設定や仕事において特に重要であると思われます。 In general, the literature on worker productivity and meaning is: the more meaning, everything else being equal, that you can derive from your work, the more satisfied you are with your work, and the more productive you are. 一般に、労働者の生産性と意味に関する文献は次のとおりです。意味が大きいほど、他のすべてが平等であり、仕事から導き出すことができれば、仕事に満足し、生産性が向上します。 An interesting example took place at the University of Pennsylvania recently. 興味深い例が最近ペンシルベニア大学で行われました。 I think Adam Grant conducted the study. Adam Grantが調査を実施したと思います。 The development office at this university raises money, so there are a lot of people who, all day long, write, and make cold calls to alumni, foundation, and the like. この大学の開発オフィスは資金を調達しているため、卒業生や財団などに1日中書き込み、コールドコールを行う人がたくさんいます。 This is very difficult work, you get turned down most of the time. これは非常に困難な作業であり、ほとんどの場合断られます。 So, Adam reasoned that to the extent people in the development office could see what the money they brought in accomplished, people would do better work. だから、アダムは、開発オフィスの人々が彼らが持ち込んだお金が何を達成したかを見ることができる限り、人々はより良い仕事をするだろうと推論した。 So, Adam arranged for the development office people to meet the scholarship students that they had funded and to find out about them, and productivity went up. それで、アダムは、開発オフィスの人々が彼らが資金を提供した奨学金の学生に会って、彼らについて知るように手配しました、そして、生産性は上がりました。 In general, there's reason to believe the more meaning and purpose one has at work, The better one's work is. 一般に、仕事で持つ意味と目的が大きいほど、仕事は良いと信じる理由があります。 The fifth root to well-being, PERMA, is accomplishment, achievement, and mastery. ウェルビーイングの5番目のルートであるPERMAは、達成、達成、および習熟です。 Now there had been, before psychology became positive 20 years ago, a lot of study of achievement and mastery, and the importance in human life. 心理学が20年前に肯定的になる前に、達成と習熟、そして人間の生活における重要性についての多くの研究がありました。 This goes way back into the mammalian past. これは哺乳類の過去に遡ります。 There's a species of mouse called the white-footed dear mouse. 白足の親愛なるマウスと呼ばれるマウスの種があります。 If you capture the white-footed dear mouse, and you put him in a little chamber, and you adjust the lights at which he lives, you might adjust so he lives at 40 lumens. 白足の親愛なるネズミを捕まえて、小さな部屋に入れて、彼が住んでいる照明を調整すると、彼が40ルーメンで生活するように調整できます。 He has a bar to step up the lights. 彼はライトを上げるためのバーを持っています。 He'll step them up to 80 lumens, okay? 彼はそれらを80ルーメンまでステップアップします。 If you have him live at 80 lumens, and you have a bar he can press, he'll step it down to 40 lumens. 彼が80ルーメンで生きており、彼が押すことができるバーがある場合、彼はそれを40ルーメンまで下げます。 Which is to say, he doesn't care about the illumination, what he wants is control and mastery, and control and mastery are very strongly built into our species. つまり、彼はイルミネーションを気にしません、彼が望んでいるのはコントロールとマスタリーであり、コントロールとマスタリーは私たちの種に非常に強く組み込まれています。 Now the leading person in the world now is at the University of Pennsylvania, Angela Duckworth, and you'll hear a lot more from her in the course of this program, but basically, Angela has worked on the question of self-discipline and grit. 現在、世界の主要人物はペンシルベニア大学のアンジェラ・ダックワースにいます。このプログラムの過程で彼女から多くのことを聞くことができますが、基本的にアンジェラは自己規律とグリットの問題に取り組んでいます。 。 Angela's basic research has been to ask the question: for success in life, Academic success, real estate selling and the like, what's the relationship between talent and self-discipline? アンジェラの基礎研究は、次の質問をすることでした。人生の成功、学問的成功、不動産販売など、才能と自己規律との関係は? And here is the sort of thing that Angela had done. そして、アンジェラがやったことのようなものです。 She took ninth graders at the Masterman School down the road here and measured self-discipline and grit, and measured IQ essentially as well as grades. 彼女はマスターマンスクールの9年生をここに連れて行き、自己規律とグリットを測定し、IQと基本的にグレードを測定しました。 She then asked the question: looking from 9th grade to 12th grade, and then into college admissions, what predicts good grades in school? その後、彼女は次の質問をしました。9年生から12年生、そして大学の入学を見て、学校で良い成績を予測するものは何ですか? Basically, she found that self-discipline and grit are twice as important as IQ and talent in the prediction of grades and how well you do academically. 基本的に、彼女は、学年の予測と学力の予測において、自己規律とグリットがIQと才能の2倍重要であることを発見しました。 Angela has resolved a problem no one ever understood before, and that's girls versus boys in academic achievement: Girls do better than boys holding IQ constant in high school. アンジェラはこれまで誰も理解したことのない問題を解決しました。それは学業成績における少女対少年です。高校ではIQを一定に保つ少女よりも少女のほうが上手です。 The question is, why? 問題は、なぜですか? It turns out the answer is almost entirely self-discipline and grit. 答えは、ほぼ完全に自己規律と厳しさです。 Girls are grittier and more self-disciplined than boys, and that seems to account for why girls in high school come out with higher grades than boys. 女子は男子よりも気さくで自制心が強いので、高校の女子が男子よりも高い成績をとる理由を説明しているようです。 So the main development has been about grit. したがって、主な開発はグリットに関するものです。 One more thing that Angela did was research on the National Spelling Bee. アンジェラがやったもう一つのことは、国立スペリングビーの研究でした。 About a million kids a year enter the National Spelling Bee, and 168 of them make it into the finals in Washington. 年間約100万人の子供たちがナショナルスペリングビーに参加し、そのうち168人がワシントンで決勝に進出します。 So two years running for the 168 kids, Angela measured IQ, and grit and self-discipline, and asked: Could you predict who's going to win before finals? アンジェラは168人の子供たちのために2年を費やし、IQ、グリット、自己規律を測定し、次のように尋ねました。 Again, two years running, IQ had nothing to do with it, and the biggest predictor coming down with the final four were the kids with the most grit and self-discipline. 繰り返しになりますが、2年連続でIQはそれとは関係がなく、最後の4つで最も大きな予測因子は、最も厳しく自制心のある子供たちでした。 The message here is if you are hiring people or you want associates to be productive, almost everyone you know is smart enough to do the job. ここでのメッセージは、従業員を雇用している場合、または従業員の生産性を高めたい場合、あなたが知っているほとんどすべての人が仕事をするのに十分賢いです。 What you want to find, is the people who can stay with it- the gritty, resilient people. あなたが見つけたいのは、それにとどまることができる人、ザラザラした、回復力のある人です。