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Happiness as an incentive for professionalism

1 August 2017

The pursuit of happiness occupies our thoughts on a daily basis. This is not for no reason as studies have shown that individuals whom experience happiness will usually be more grateful, manifest self-control, generate a positive atmosphere at the workplace, act more loyally to their own objectives and are generally more content,

In our lives, the 'work' component is substantial and is often considered our "home away from home". If so, happiness at the workplace is equally important to happiness at times of leisure. This should be considered, therefore, a meaningful factor to be considered when reviewing workers' experience from a business-oriented organizational point of view.

Up till now, most organizations referred to happiness as part of the following formation:

Although material benefits are very acceptable at organizations, it is clear that happiness stemming from material benefits is fleeting.

So what is organizational happiness and how is it related to professionalism?I gladly introduce you to the three circles of happiness: meaning, enthusiasm & enjoyment, sense of connection.


Meaning= the will to be part of something greater, to contribute to an establishment endowed with a purpose;

Enjoyment and enthusiasm= positive experience, contentment;

Engagement= acknowledging each individual's skills and unique talents.


By utilizing these three circles of happiness we can generate a professional worker that over time receives, besides material benefits (which are vital and necessary), satisfaction and enjoyment from his/her work experience as well as emotional engagement which in turn leads to a meaningful relationship which is of value to both the worker and the organization. This process affects the worker's level of professionalism, since a committed and loyal worker is generally a better learner. In short, happy workers can become experts.

For the last two decades the workplace has been regarded mainly as a source of income, it is our goal nowadays to attain happiness in the form of self-fulfillment.


So, what tools can be of use when attempting to generate organizational happiness?

  1. Engagement with the organization's essence: connect your workers to the organizational and business objectives and agendas.

  2. Encourage each worker's personal contribution to organizational activity: anyone can contribute in their respective field; everyone is good in their unique area. Learn how to recognize a worker's talent and direct it in a manner that can assist the organization.

  3. Innovation and ingenuity: enable workers to create and innovate (including through leading changes); the ability that workers have to initiate substantial and extensive changes that would have been met with resistance if initiated by management.

  4. Social-organizational identity: foster a sense of community and belonging. An atmosphere of togetherness is vital to all; when a community is supportive it can serve as a significant steppingstone towards workers' professionalism.

  5. Experience and gamification: enjoyment is the key to conveying important messages. Use this tool fearlessly in order to reach workers' hearts.


Remember, this is a mutuality-based process:

As put by Uzi Hitman, an Israeli songwriter wrote: “Not on another block, nor in a strange house; not on another day, nor in some hidden heart. Happiness lives in me”


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