Welcome

1. Welcome Factors of Resilience Dr. Andrea Egger Klinische und Gesundheitspsychologin Arbeitspsychologin T Allgemein beeidete und gerichtlich zertifizierte Sachverständige

2. Value andFunctions of Work Unemployment = Critical Life Event • Requirements-Resource-Balance • Individual stress perception (health+) Depending on resource consumption • Daily hassles: • Financial problems • Confusion regarding roles • Change of self-perception requires Re-orientation

3. Functions of WorkValue of Health - Individual • Daily routine • Cognitive training • Motion (also in desk-jobs) • Benefitting of corporate well-being programs • Social activities – benchmarking, activities, competition • Staying competitive • Keeping quality of life of chronically sick at work after retirement

4. Productivity of Generations(according to Dr. J. Ilmarinen) • Every generation can be productive • Work has to be designed for every generation to enable high levels of productivity at work • Different strengths of generations shall be identified and utilized • “Well-being at work” is the most important pre-requisite for long and productive careers at work

5. PERFORMANCE PHYSICAL EMOTIONAL COGNITIVE Functionality in all fields

6. Evaluation of the Workplace • Specifics of work (work is complex, continuous concentration, multitasking, high requirement to be friendly, high responsibility) • Culture of the organisation (too little support by colleagues or management, too little feedback, inadequate training and development as well as career opportunities, no possibility to contribute and change within the organisation)

7. Evaluation • Work environment and work time (inadequate light, too little space, not the right equipment, high requirements, work time inadequate, periods of rest / breaks too short) • Work processes (unclear priorities, tasks are contradicting themselves, unclear competences, relevant information is missing, materials are incomplete / wrong)

8. Need to prove oneself Full scale burn-out Depression Increasing contribution Emptiness Subtle disregarding of own needs Loss of feeling for own personality Negating conflicts Noticeable changes in behaviour Re-interpretation of values Increasing negation of occurring problems Retreat

9. One in five medical doctor risks suffering from a burn-out! • What about the remaining four? • 25% patients with psychical problems! • What about the remaining 75%?

10. Resilience Ability to cope with stress and keeping or re-gaining one‘s own health. (Ryff, 2012)

11. MIDUS – Mid Life in the United States Requirements Resource Model • Micro • Macro • Person

12. More Life Experience Model (Glück et al., 2012) • Mastery: active coping and accepting of uncontrollable issues • Openness • Reflection, complexity, self reflection, possibilities to develop • Regulation of emotions and empathy

13. Edison: I found 5,000 ways how to produce NO Lightbulb!

14. Factors of Resilience(Morozink et al. 2012, Kim et al., 2013; Frederickson et al., 2013) • Room to act • Experiencing control ( Plan B ) • emotion regulation • Socio - economic background • Personality (optimism) : what I stand for ? Self-esteem / self-efficacy • Education • Sense of reality • Coherence: comprehensibility , manageability , meaningfulness

15. Emotions Regulation of emotions: When a call centre employee is angry because a caller acts rude, but does not shout back, or when a pharmacist – despite massive problems in her private life – goes to work and smiles at customers and gives them good advice, these people are controlling their emotions. Regulation of emotions describes the ability to stay calm under pressure. Resilient people are more actively aware of their emotions, recognise them and can express them as well as control different adaptive ways of behaviour.

16. Impulses Impulse control: This is the ability to control one‘s own behavior in stressful situations and to concentrate on a specific task in increasingly complex work environments over a longer period of time. People with high impulse control have a clear strategy to achieve goals, plan ahead, do not follow their first impulses and operate efficiently and stay focused. They manage to complete tasks and thereby experience a great satisfaction

17. Analysis Causal analysis: Describes the willingness to analyze a problem thoroughly and accurately in the context of time and content. This ability helps people not to make the same mistake again and again and protects against resignation. This is particularly true when people are able to assess the reasons for success and failure properly on the basis of this analysis. Resilient people are thus able to attribute successes internally and failures externally. From this, they generate positive cognitive schemata, are motivated, goal-oriented and experience positive feelings.

18. Self Esteem Self-efficacy: Describes the desire to take on challenges and believe that things can be changed by own actions. People with high levels of self-efficacy are convinced to cope with given tasks well. They transform problems into opportunities and opportunities. They direct their energy to achieve desired results and to enable individual resources to provide improvements or to achieve new and creative solutions. Everyone constructs his or her own reality. Whether something is perceived and evaluated as a problem or as an opportunity, it is a result of own experiences, attitudes and values​​. The aim is to generate as many different alternatives to select an appropriate solution from.

19. Optimism Realistic optimism: Optimism arises from a positive view on the world and a positive self-concept. You look for good things when in trouble, new situations and circumstances are seen as unexpected opportunities and disappointments counted as experience. Our attitude determines our perception and our thinking. We see, hear and process things which we expect to confirm our assumptions. It is all about the ability to evaluate difficult situations as meaningful.

20. Empathy Empathy: Resilient people recognize the importance of valuable relationships. Building and maintaining such, supported by empathy and appreciation, generate synergies, create networks and form - through the mediation of a sense of belonging - a stabilizing factor in their lives. Instead of coping with everything all by themselves, they create different social support systems and an environment in which they can fall back on a variety of resources. There is a balance of give and take in resilient relationships. People are willing to contribute knowledge and skills to society and draw power for themselves out of this engagement. It is about the ability to put themselves in the psychological and emotional state of another person on the basis of observed behavior. Empathic people feel with other people. Empathy helps to raise more understanding for the other people and therefore is an important prerequisite for an effective emotion control. Thus, the above-quoted call center employee will probably feel less own anger when he or she makes him or herself aware that the customer is actually in an awkward position and that he or she would probably act in the same way if he or she were the customer.

21. Goals Goal orientation: Goal orientation is a measure of how keen a person is to set new goals, and, mostly dependent on the opinion of others, pursues and realizes them. People with high goal orientation are convinced that they are doing good work, are curious and have a clear picture of what they want to achieve. They take the necessary steps to achieve their goals in a self-confident, calm, realistic and consistently effective way. They set initiatives and steer their development. The future means new opportunities and possibilities regardless of the past. They set their own initiative and manage their own development. With clear objectives and evaluation of the individual sections resilient people do not lose the key intentions of their eyes. Visions and values ​​outlasting ideas provide orientation. The-present desire to realize their goals are an unsuspected strength to overcome obstacles and to cope with setbacks.

22. Work Engagement Is a positive , affective - motivational state of mind of the performance, characterized by vitality , dedication and exertion!

23. What is a Challenging Job? • Autonomy • Social support • Feedback • Learning and development opportunities • Task diversity • Responsibility Challenging jobs lead to work engagement!

24. A Spirale? • Resources • Self efficacy / challenge • Commitment • Power • Positive Thoughts

25. Practical Implications • Introspection: Requirements - Resources • Generate own positive feedback • Goal Setting • Cognitive techniques  ResourceOrientedManagement!