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| A strong motivation in which a person repeatedly takes a course of action that is intrinsically satisfying. For example, a person who experiences a calling to teach teaches because the job is personally fulfilling, not just because of the paycheck. |
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| An attempt, based on attachment theory, at socialization that involves building caring and trusting relationships with students who have insecure attachments with their primary caregivers. |
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| An approach to education that consists of a foundation of care, trust, and respect for diversity, where teachers develop tailored goals for each student to engender learning and then work with him or her to develop the plans and motivation to reach their goals. Positive schooling includes the agendas of instilling hope in students and contributing to the larger society. |
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| A supervisor who is one of "those individuals who are deeply aware of how they think and behave and are perceived by others as being aware of their own and others' values/morals perspective, knowledge, and strengths; aware of the context in which they operate; and who are confident, hopeful, optimistic, resilient, and high on moral character" (Avolio et. al. 2004, p.4) |
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Definition
| An employee's feeling that, despite working hard, he or she is unable to do everything that needs to be done. The employee is tired and perceives a lack of reward from his or her job. |
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| Personal confidence in one's capacity to handle career development and work-related activities. |
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| An employee's involvement with his or her work. Engagement often depends on employees knowing what is expected of them, having what they need to do their work, having a chance to improve and develop, and having opportunities to develop relationships with coworkers. |
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Definition
| Work that contributes to a healthy life by providing variety, a safe working environment, sufficient income, a sense of purpose in work done, happiness and satisfaction, engagement and involvement., a sense of performing well and meeting goals, and companionship and loyalty to coworkers, bosses, and companies. |
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Definition
| The skills, knowledge, education, experience, ideas, and abilities of employees that are assets to a company. |
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Term
| Positive psychological capital |
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Definition
| Assets to a company that result from employee's efficacy (confidence in one's ability to reach desired goals), hope (the capacity to find pathways to desired goals along with the motivation to use those pathways), optimism (the attribution of good outcomes to internal, stable, and pervasive causes) and resiliency (the capacity to endure and succeed in adversity). |
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Definition
| Assets of a company or person that result from their social relationships, network of contacts, and friends; i.e., assets based on "who you know" |
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Term
| Strengths-based approach to gainful employment |
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Definition
| The strengths-based approach to employment involves increasing an employee's awareness of his or her natural and learned talents, integration of these talents into the employee's self-image, and behavioral change in which the employee learns to attribute successes to his or her talents. |
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| Traditional economic capital |
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Definition
| The physical facilities and assets of a company, such as plants and buildings, equipment, data, patents, and technology. |
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Definition
| A perspective in which the needs of the group are placed above the needs of the individual. The core emphases of collectivism are dependence, conformity, the desire to fit in, and the group as the fundamental unit of analysis. |
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Term
Individualism
Individualism |
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Definition
| A perspective in which the needs of the individuals are placed above the needs of the group. The core emphases of individualism are independence, uniqueness, and the individual as the fundamental unit of analysis. |
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Definition
| The pursuit of individualistic goals to produce a sense of specialness. |
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Definition
| The mistaken notion that one's beliefs are nonconforming. |
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