Psychological Construct of Kindness and Generosity - Coursework Example

Kindness and Generosity Name Institution Date Kindness and Generosity Introduction Positive psychology refers to the applied scientific study of the human flourishing and the optimal human functioning. In other words, positive psychology refers the study of human, community, and organizational strengths and virtues that enable them thrive. Based on the social construct of positive psychology, being kind and extending acts of generosity to others ultimately leads one to perceiving others in a more positive way (Gable & Haidt, 2005). According to a positive psychologist, Sonja Lyubomirsky, she links old age and unhappiness to the lack of acting on individual propensities of kindness and generosity. In view of coaching, positive psychology and the construct of kindness and generosity have received overwhelming interest as coaches continue to apply the two instruments of psychology into professional coaching. Based on study evidence about sports coaching and development, the positive construct of kindness and generosity has significantly increased engagement and the measured effects of happiness. The measured effects of happiness and positive emotions induced by acts of kindness and generosity have also directly related with individual’s well-being in sports coaching. Hence, the area of positive psychology in the relation to the positive psychological constructs of kindness and generosity continues to expand and evolve with everyday life; coaching effects (Lyubomirsky, 2001). This paper discusses the positive psychological construct of kindness and generosity from a positive psychology perspective; in relation to its potential and practical application in coaching. Basing on previous studies on altruism, acts of kindness and generosity fall among the key determinants of happiness and an individual’s satisfaction. Subjective happiness remains a major area of concern in the study of positive psychology, and therefore psychologists have devised various interventions in fostering its application. One of the applications displaying the experiences and effect of the construct of kindness and generosity involve coaching. Various psychologists have borrowed a few principles that claim that by doing small acts of kindness the resultant effect increases an individual’s well-being (Dulin et al., 2001). Practical and Potential Application in Coaching Research studies exist that explain the practical application of acts of kindness, as an integral part of the coaching engagement. The positive effects experienced by the volunteers who took part in the intentional acts of kindness and generosity reveal the practicality and potential application of the same aspect of a coaching engagement. In a practical application of the construct of kindness and generosity, volunteers took part in controlled research with one group undertaking acts of kindness in a coaching engagement; to create personal resources. The other group explored the same perspective to determine how dissatisfied individuals can become without the exploration of the same aspect. The findings revealed the impact of acts of kindness in developing new and positive emotions and the appropriate application of the same in the coaching context (Fredrickson, 2001). In practical application, acts of kindness directly correlate with positive emotion and positive results in coaching interventions. Kindness has been repeatedly referred to as the act that produces a warm glow in someone else’s heart. This construct has the potential to impact positively on the world as its application mechanism has displayed a remarkable satisfaction for universal needs. For example in positive psychology coaching, the construct of kindness has significantly contributed to the social harmony and relationships between clients and psychologists; portraying its adaptive characteristic. In support of the construct of kindness and generosity’s practical application, psychologist Boehm, and Lyubomirky, (2009) reiterated that acts of kindness tend to make individuals happy, charitable, more cooperative and social. Performing acts of kindness as a strategic intervention in positive psychological coaching engagement, suggests that 40% of an individual’s happiness may be influenced by intentional, behavioral, cognitive or voluntary activities. In search of answers to the potential application of this kindness in positive psychological coaching, volunteering family members and friends showed different outcomes correlating to positive mental stimulation. Among the members who took part in acts of kindness for six weeks experienced significant improvements in well-being; compared to their friends who only did it for a week. Another practical application of kindness is the self-kindness practice. This exists as the easiest application of kindness and generosity. Unlike any other attribute self-kindness does not require a view from others or a second party; instead it allows individuals to accept themselves. This acceptance becomes the major key to an individual’s happiness that directly correlates with their well-being. The positive psychology construct of kindness and generosity happens most when one wants to boost their outward appearance or self-image. A majority of people fear being rejected. Therefore, most people apply the acts of kindness and generosity as an inward practice of determining self-worth and self-image. We tend to treat ourselves as good as we would treat a friend and self-kindness embraces the basic aspects of human imperfection (Seligman & Csikszentmihalyi 2001). Certain considerations are put into perspective when undertaking acts of kindness in the coaching context; in relation to improved and positive outcomes. Research on the application of this context in coaching asserted that for a coached individual, the positive emotions last and feel good in the present. Also, their effects enhance someone’s thinking contributing to a positive feeling about the future. According to findings based on the practical approach on the construct of kindness, it is evident that emotions and acts of kindness have both positive and negative outcomes depending on the context of occurrence. Positive psychological coaching also presents the same view on the relationship between kindness and happiness as merely correlative. The research points out that happy people only desire to remain kind and happy; therefore they may stay attuned to recognizing acts of kindness and acting in the same way. It is, therefore, possible that this construct of kindness and generosity intervention may have little effect or impact on those people facing significant challenges in psychological coaching. Equally, coaching clients who frequently undertake acts of kindness, or commonly experience existing happiness levels may not reveal a recognizable effect of the positive emotions of the kindness construct. This statement explains why those who rarely experience levels of happiness may report negative emotions and negative outcomes in relation to the positive construct of kindness and generosity. Looking at the clients’ strengths and well-being during coaching instead of their pathological differences, positive psychological constructs of kindness and generosity may well suit the context of coaching. One factor that most coaches ought to know is that unpredictable outcomes and enduring positivity when dealing with this construct is highly unachievable. Even is the coach decides to vary the types of kindness activities during coaching sessions, which will only reduce the impact of the construct and the clients adaptability to the expected outcomes. According to previous studies, there exist risks that link over-emphasis on positive emotions to clients feeling rejected when their acts of kindness are not well reciprocated. Also, the coaches stand a high chance of disregarding the potential outcomes of experiencing negative emotions (Grant, 2006). Current Research Existing controversies over the construct of kindness and generosity have pointed out that there exists no guarantee on the casual correlation between acts of kindness and the positive emotion that individuals display in coaching engagements. According to Boniwell (2008) a two-year-old child undergoing coaching displayed intrinsic motivation behavioral characteristic towards a helping behavior; suggesting that acts of kindness in coaching can bring out the best of behaviors; not positive emotions. According to statistics, an approximated 44% of American adults participate in volunteer acts of kindness every day. For instance, they share space-time and products; referred to as a shared economy. These individuals have reported the positive impact of acts of kindness associating their happiness to their weekly indulgence. What remains unclear is the correlation adaption of kindness with subjective happiness as studies report that most happy US citizens are wealthy individuals, and it has nothing to do with the construct of kindness and generosity. Controversies from various psychologists directly scrutinize the argument that kindness directly generates positive outcomes or positive emotions. In a separate psychological coaching engagement, the researchers discovered more outcomes linking kindness to reactions of surprise, gratitude, and disbelief as well as reactions of anger and rejection. Additionally, research showed that women react positively in coaching engagements than men do in relation to acts of kindness. Therefore for a coach who is skeptical about applying the acts of kindness in a coaching engagement, the likelihood of positive outcome such as positive emotions may be minimal or sometimes; the client may exhibit negative reactions. Considerations for Coaching Practice The current measures of kindness indicate that coaching predominantly focuses on the cognitive aspect in that the individuals being coached are drawn to the adaptive significance of the positive outcomes and emotions. In this case coaching with the aim of building the individual’s personal resources will entail interventions that constitute the positive psychology construct of kindness and generosity; couples with positive evidence from previous studies. At the beginning of a coaching engagement, one must consider if the intervention will readily be compatible with the cognitive coaching approach. Goals of cognitive coaching require that the intervention be experimental in nature, the judgement of risk and final invitation to the clients; to construct new meanings of events in their lives; as well as accept their circumstances unconditionally. The context of coaching and the clients’ thoughts normally influence the reactions and opinions coming from third parties. This implies that it is easy to measure the acts of kindness based on the opinions and reactions of others. Evidence shows that of the clients that participated in cognitive coaching approach, most of them experienced positive emotions such as joy, connection, and new interest. According to them they described the feeling as happiness; positive psychological responses to acts of kindness. Measuring kindness, however, has its limitation especially in cognitive coaching approach. The individual’s recollection of their experiences in this approach does not exhibit any impact on the scopes of thinking. Therefore, we can say that is is hard to measure the long-term effects of kindness based on a few present signs of positive emotion. Presumably cognitive coaching states that when individuals are feeling happy and satisfied they tend to access their potential or build personal resources (Bryant, Smart & King, 2005). Suggestions for the application of kindness Team coaching can borrow a few principles for businesses and organizations. This will include, for example, a team study of positive psychology and the construct of kindness and generosity; to determine the organizational dynamics that produce positive outcomes. Team coaching proposes that coaching incorporates acts of kindness and generosity in order to develop and broaden a culture of positive thoughts, outcomes, and behaviors. Through team coaching, acts of kindness can foster desirable organizational behaviors such tolerance. Patience creativity and transformative leadership; all these things promote positive emotional outcomes. Also, positive psychology coaches can help develop this application, by assisting teams in identifying and building the desired positive outcome. Also in team coaching random acts of kindness build up on team cohesion and relationships which boost positive emotional outcomes; hence positive well-being. The second suggestion for kindness is the executive coaching approach. According to psychological research on positive psychology construct of kindness and generosity, researchers have revealed that top performers have set their goals high enough and those goals include acts of kindness. Evidence show that top achiever are always aware of their potential and, therefore, the set their goals just above the performance levels. When they add acts of kindness to their goals, the results are remarkable. For example, if a leader desires his team to achieve the highest standards of organizational performance, they can start by undertaking acts of kindness and generosity which the rest of the team can emulate. This way the executives being coached learn to recognize and develop their individual talents as well as find roles that suit them best; for personal development, satisfaction and increased well-being. Conclusion In conclusion, assessing and applying acts of kindness to individual strengths and weaknesses during coaching will not only bring positive outcome but will also improve personal well-being. Positive psychology and coaching have much to offer in relation to the positive psychology construct of kindness and generosity; However we need to shift the models of approaching this aspect in enhancing clients’ lives. In my opinion kindness and generosity would foster positive results if only individuals started acting accordingly and perceive acts of kindness as their own. From the coaching perspective, it is important to understand how happiness impacts on the positive experiences linked with kindness and vice versa; in connection with desired goals of coaching clients. This study has successfully discussed the positive psychological construct of kindness and generosity from a positive psychology perspective; in relation to its potential and practical application in coaching. References Boehm, J. K., & Lyubomirsky, S. (2009). The promise of sustainable happiness. In S. J. Lopez (Ed.), Handbook of postive psychology (2nd ed., pp. 667–677). Oxford: Oxford University Press. Boniwell, I. (2008). Positive Psychology in a Nutshell, PWBC, London. Bryant, F. B., Smart, C. M. & King, S. P. (2005), 'Using the past to enhance the presence: Boosting happiness through positive reminiscence', Journal of Happiness Studies, vol. 6, pp. 227–260. Dulin, P., Hill, R. D., Anderson, J., & Rasmussen, D. (2001). Altriusm as a predictor of life satsifaction in a sample of low-income older adult service providers. Journal of Mental Health and Aging, 7, 349–359. Fredrickson, B.L. (2001), ‘The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions’, American Psychologist, vol. 56, no. 3, pp. 218-226. Grant, A. (2006), ‘A personal perspective on professional coaching and the development of Coaching psychology’, International Coaching Psychology Review, vol. 1, no. 1, pp. 12- 22 Lyubromirsky, S. (2001) Why are some people happier than others? American Psychologist, Vol. 56, No. 3: 239-249. Gable, S. L., & Haidt, J. (2005). What (and why) is positive psychology? Review of General Psychology, 9(2), 103-110. Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55(1), 5-14. Read More