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APA Center for Organizational Excellence
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When it comes to business, a little psychology can have a big impact!

We're featured in the Employee Benefits supplement in USA Today's weekend issue. Pick up a copy on the newsstand today, or check out the digital version, here.
 
How can a more trusting, open and honest work environment make you more productive and boost your well-being?
Layoffs, benefit cuts and job insecurity that accompanied the recession fostered mistrust in the employee-employer relationship. Savvy companies are fixing that by nurturing a psychologically healthy
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New APA survey results on employee #recognition. As we mark #LaborDay’s 120th year as a federal holiday, only about half of the U.S. workforce (51 percent) say they feel valued by their employer, more than a third (36 percent) haven’t received any form of recognition in the last year and just 47 percent say recognition is provided fairly. These were among the findings of a survey released today by the +American Psychological Association's Center for Organizational Excellence. Full survey results are available online at http://bit.ly/1sIVd2j 
A survey released by the American Psychological Association’s Center for Organizational Excellence shows that only about half of the U.S. workforce say they feel valued by their employer.
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Just announced! Pre-Conference Session at Work & Well-Being 2014: #Chicago -- Working Effectively as a Flexible Team with +Kyra Cavanaugh from Life Meets Work. #worklife #workflex #teams 
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Why a Quarter of Americans Don’t Trust Their Employers. The +American Psychological Association's Dr. +David Ballard talks to +Harvard Business Review about our 2014 Work and Well-Being Survey results.
They don't feel involved in or recognized by their company.
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The +American Psychological Association's Center for Organizational Excellence just launched a new resource page on workplace #bullying. Check out this short video about workplace bullying and share it with the HR staff and managers in your organization to help get the conversation started. Then, visit http://www.apaexcellence.org/bullying for more information and resources.
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I posted my YouTube video the other day about being bullied at work and fired when I reported it. After I made my video I received a courier delivered letter from an Attorney representing Monitronics. It was a cease and desist letter. 

The lawyer demanded I immediately stop posting anything regarding the company and stated I had "until Friday" to take down all of my postings.

 I asked the attorney what posting did he have an issue with and he refused to say. He simply said I had better take down all of my postings and my video and never speak of the company. I worked at the company. I had an experience at that company. 

The lawyer told me I was posting false statements and that Monitronics had "statements" (two of which were from two women involved in the bullying and the other three from their friends and cohorts who sat with them and who were friends with them). It was like a mob rule and the lawyer didn't care. 

I thought we had freedom of speech in America. How can a corporation sic an attorney on a person and demand that they remove "EVERYTHING" and say "NOTHING ELSE EVER" even about their own experience? I didn't know this was possible. I am being THREATENED.
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We're in the homestretch to the weekend. Time to get on up and stretch it on out, so you have some energy to make it through the rest of the day. 

Your mission, should you accept it: Pick one of these 12 office exercises and do it right now. There are even animations that show you how to do them properly and ratings for how humiliating it will be if a colleague walks by and sees you doing "The Hulk." 
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While you're at it, why not download and print the poster of all 12 office exercises and hang it in your office to remind you to move around during the workday. Grab it at http://www.washingtonpost.com/wp-srv/special/health/workout-at-work/images/office-exercise-poster.pdf 
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New -- in the January issue of our Good Company newsletter!
 
Work-life efforts typically treat employees' non-work life as a vague and amorphous construct, or focus narrowly on family demands. Since life satisfaction is a key predictor of job performance, it is important to consider the full spectrum of life domains that can influence life satisfaction. Read more from +Matthew Grawitch in this month's issue of the +APA Center for Organizational Excellence's Good Company Newsletter. 
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Please Share: DC Employers -- Get Recognized for Creating a Healthy, High-Performing Workplace. Organizations headquartered or located in the District can apply now for the Psychologically Healthy Workplace Award, which recognizes employers for taking steps to create a positive work environment where employees and the organization can thrive.
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Ever wonder what really makes employees work harder? #autonomy   #management   #worklife  
New research suggests the more you try to dictate how and when employees work, the less they will accomplish.
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Tell your senators that you want to close the gender wage gap! Urge them to support the Paycheck Fairness Act at http://bit.ly/1mXAY1w 
By Roberta Downing, PhD (Senior Legislative and Federal Affairs Officer, APA Public Interest Directorate – Government Relations Office) Have you ever wondered if you’re being discriminated against ...
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From our Good Company Blog.
 
Balance is bunk, you say? Dr. Lacie Barber calls out the logical fallacy of articles that claim there's no such thing as #WorkLife Balance.
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Performance feedback, especially criticism, can be uncomfortable for managers and employees alike. Read these evidence-based suggestions for making your next feedback session a constructive one.
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Story
Tagline
Promoting employee well-being and organizational performance
Introduction
The American Psychological Association’s Center for Organizational Excellence works to enhance the functioning of individuals, groups, organizations and communities through the application of psychology to a broad range of workplace issues.

The Center houses APA’s Psychologically Healthy Workplace Program (PHWP), a public education initiative designed to engage the employer community, raise public awareness about the value psychology brings to the workplace and promote programs and policies that enhance employee well-being and organizational performance.
The PHWP includes APA’s Psychologically Healthy Workplace Awards, support of local programs currently implemented by 56 state, provincial and territorial psychological associations, and a variety of resources for employers and the psychologists who work with them.

Internally, the Center bridges APA’s business units and provides an overarching strategy for promoting the health and well-being of the association’s own workforce, thereby supporting APA’s functioning and effectiveness.