Paris Campus

11-15 October, 2021

CONFLICT MANAGEMENT
AND
EMPLOYEE WELL-BEING

Jose M. Leon-Perez
([email protected])

Master Elective Course

ICEBREAKERS
 INTRODUCING YOURSELF

Jose-María Leon-Perez Seville

Born-Now
([email protected])

Manchester
2009-2010

Lisbon
2012-2015

Background
• Technician in Occupational Health and Safety
• BSc Psychology
• MSc Human Resources Management (HRM)
• PhD Human Resources and Organizational
Behavior (Social Psychology)
 INTRODUCING YOURSELF

1. What about you? What are u doing here /

What do u expect from this course?
2. Two truths and a lie
 INTRODUCING YOURSELF

Two truths and a lie

1. My fav. meal is fish and chips

2. My recent best travel was to Japan

3. My fav. movie is “Life is beautiful”

PLANNING
 PLANNING
SOMMAIRE

INTENSIVE COURSE
1.PARTIE 1
Goal: Providing some resources for managing workplace
conflict and prevent it potential
2.PARTIE 2 negative consequences of
employee wellbeing

Mon, Tue, Wed, & Fri: 4 hours (10’ coffee breaks per hour)
3.PARTIE 3
Wednesday next week = MCQ online exam (Wiseflow) 40%

4.PARTIE 4
Sunday 14th Nov. = Individual work assignment (written report) 60%

Jose M. Leon-Perez ([email protected])

 EVALUATION
25 MCQ + 5 Short questions (40%)

Wednesday 20th October 2021 – from 2 pm to 3 pm (CET) in room

GR01 (under the Arch).

Requesites:
1. Bring your own laptop
2. Connect to Wiseflow at least 15 minutes before (1.45 pm CET)
3. Read the IESEG’s examination rules
4. Any problem during your online exam > email to examens-
[email protected].
 EVALUATION
Individual work assignment (60%)

Requesites:
1. Movie/Film/TV show or Newspaper
2. Conflict situation (describe)
3. Explain according to a theoretical model
How does the model capture and explain the conflict
situation described?
How to deal with the situation/intervene according to
the selected theoretical model?
4. Deadline: Sunday, 14th Nov. by IÉSEG online
 EVALUATION

Individual work assignment

Example:

https://www.youtube.com/watch?v=5ebv3i_9Ltc
WELL-BEING
 WELL-BEING
WHAT IS WELL-BEING?
WHAT ARE THE DETERMINANTS OF WELL-BEING?

Jose M. Leon-Perez ([email protected])

 WELL-BEING
WHAT IS WELL-BEING?
WHAT ARE THE DETERMINANTS OF WELL-BEING?

“the state of feeling

healthy and happy”

Jose M. Leon-Perez ([email protected])

WELL-BEING

Jose M. Leon-Perez ([email protected])

 EMPLOYEE WELL-BEING
WHAT ENERGIZES YOU AT WORK MORE? WHAT EMOTIONALLY
DRAINS YOU AT WORK?

DESCRIBE 2 SITUATIONS IN WHICH YOU FELT

POSITIVE EMOTIONS/HAPPY AT WORK AND
2 SITUATIONS IN WHICH YOU FELT NEGATIVE EMOTIONS/SAD AT WORK

Jose M. Leon-Perez ([email protected])

 EMPLOYEE WELL-BEING

ARE HAPPIER WORKERS MORE PRODUCTIVE?

WHY I SHOULD CARE ABOUT EMPLOYEE WELL-BEING?

Jose M. Leon-Perez ([email protected])

 EMPLOYEE WELL-BEING
ARE HAPPIER WORKERS MORE PRODUCTIVE?
WHY I SHOULD CARE ABOUT EMPLOYEE WELL-BEING?

Tenney, E. R., Poole, J. M., & Diener, E. (2016). Does positivity enhance work
performance?: Why, when, and what we don’t know. Research in Organizational
Behavior, 36, 27-46.

Jose M. Leon-Perez ([email protected])

 EMPLOYEE WELL-BEING
ARE HAPPIER WORKERS MORE PRODUCTIVE?
WHY I SHOULD CARE ABOUT EMPLOYEE WELL-BEING?

Tenney, E. R., Poole, J. M., & Diener, E. (2016). Does positivity enhance work
performance?: Why, when, and what we don’t know. Research in Organizational
Behavior, 36, 27-46.

Jose M. Leon-Perez ([email protected])

 EMPLOYEE WELL-BEING
WHAT ARE THE DETERMINANTS OF EMPLOYEE WELL-BEING?

Jose M. Leon-Perez ([email protected])

 WELL-BEING
https://www.ted.com/talks/robert_waldinger_what_makes_a_good_life_lessons_from_the_longest_study_on_happiness

Jose M. Leon-Perez ([email protected])

 WELL-BEING
https://www.ted.com/talks/susan_pinker_the_secret_to_living_longer_may_be_your_social_life

SUSAN PINKER
Jose M. Leon-Perez ([email protected])
 EMPLOYEE WELL-BEING
https://www.ted.com/talks/kelly_mcgonigal_how_to_make_stress_your_friend

KELLY McGONIGAL
Jose M. Leon-Perez ([email protected])
 EMPLOYEE WELL-BEING
https://www.ted.com/talks/shawn_achor_the_happy_secret_to_better_work

SHAWN ACHOR

Jose M. Leon-Perez ([email protected])

 EMPLOYEE WELL-BEING
https://www.ted.com/talks/dan_ariely_what_makes_us_feel_good_about_our_work

DAN ARIELY

Jose M. Leon-Perez ([email protected])

THEORETICAL MODELS

Wellbeing formula @ work

(PERMA model: Seligman, 2011)

Jose M. Leon-Perez ([email protected])

 THEORETICAL MODELS
Wellbeing formula @ work (PERMA model: Seligman, 2011)
Positive emotions (>negative emotions)

Fredrickson, B. L. (2001). The role of positive emotions

in positive psychology: The broaden-and-build theory of
positive emotions. American Psychologist, 56, 218-226.

Jose M. Leon-Perez ([email protected])

 Increasing sense of humor to cope with stress
(Leon-Perez et al., 2021)

Pre-post intervention study

N = 58 emergency medical doctors (ambulance)
12+1 sessions (90’ each)
Increasing sense of humor to cope with stress
(Leon-Perez et al., 2021)
Increasing sense of humor to cope with stress
(Leon-Perez & Leon-Rubio, 2020)

10

9,5 Distress (0-10)

9

8,5

7,5

6,5

5,5

5
PRE POST
 THEORETICAL MODELS
Wellbeing formula @ work (PERMA model: Seligman, 2011)
Engagement (the investment of an individual's complete self into a role)

“On personal engagement

people employ and
Kahn, W. A. (1990). Psychological
express themselves conditions of personal engagement and
physically, cognitively, disengagement at work. Academy of
emotionally and mentally Management Journal, 33(4), 692-724.
during role performances”
(Kahn, 1990, p. 694)
(Bakker & Oerlemans, 2011, based on
Russell & Carroll, 1999)
Jose M. Leon-Perez ([email protected])
 THEORETICAL MODELS
Wellbeing formula @ work (PERMA model: Seligman, 2011)
Engagement (the investment of an individual's complete self into a role)

Let’s check our level of engagement

Jose M. Leon-Perez ([email protected])

 THEORETICAL MODELS
Wellbeing formula @ work (Seligman, 2011)
Engagement (the investment of an individual's complete self into a role)

Let’s check our level of engagement

Jose M. Leon-Perez ([email protected])

 THEORETICAL MODELS
Wellbeing formula @ work (PERMA model: Seligman, 2011)
Vigor Dedication Absorption
Engagement (the investment of an individual's complete self into a role)
Very Low < 1.40 < 2.00 < 1.50
Low 1.40 – 2.10 2.00-3.30 1.50-2.40
Let’s check our level 2.11-3.00
Moderate-Low of engagement
3.31-4.20 2.41-3.00
Moderate-High 3.01-3.50 4.21-4.90 3.01-3.65
High 3.51-4.80 5.00-5.80 3.66-4.66
Very High >4.80 >5.80 >4.66
Mean 2.98 4.08 3.06

Jose M. Leon-Perez ([email protected])

 THEORETICAL MODELS
Wellbeing formula @ work (PERMA model: Seligman, 2011)
Relationships (positive interactions and social support)

Jose M. Leon-Perez ([email protected])

 THEORETICAL MODELS
Wellbeing formula @ work (PERMA model: Seligman, 2011)
Relationships (positive interactions and social support)

https://www.youtube.com/watch?v=X7EFYwUopf8
Eisenberger, N.I., Lieberman, M.D. y Williams, K.D. (2003). Does rejection hurt?
An fMRI study of social exclusion. Science, 302 (5643), 290-292
Eisenberger, N.I. y Lieberman (2004). Why rejection hurts: a common neural
alarm system for physical and social pain. Trends in Cognitive Sciences, 8(7),
294-300

Jose M. Leon-Perez ([email protected])

 THEORETICAL MODELS
Wellbeing formula @ work (PERMA model: Seligman, 2011)
Meaning (experience of something meaningful / valuable)

Hackman & Oldham (1975). Development of the Job Diagnostic Survey. JAP
-- (1976). Motivation through the design of work: Test of a theory. OB&HP
-- (1980). Work redesign. Reading, MA: Addison-Wesley
Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. AoM Review.

Jose M. Leon-Perez ([email protected])

 THEORETICAL MODELS
Wellbeing formula @ work (PERMA model: Seligman, 2011)
Accomplishment (personal growth and achievement)

Goal Setting Theory (Locke and Latham)

Jose M. Leon-Perez ([email protected])

 THEORETICAL MODELS
Wellbeing formula @ work (PERMA model: Seligman, 2011)
Positive emotions (>negative emotions)
Engagement (the investment of an individual's complete self into a role)
Relationships (positive interactions and social support)
Meaning (experience of something meaningful / valuable)
Accomplishment (personal growth and achievement)

Jose M. Leon-Perez ([email protected])

 THEORETICAL MODELS
Wellbeing formula @ work (PERMA model: Seligman, 2011)
Positive emotions (>negative emotions)
Engagement (the investment of an individual's complete self into a role)
Relationships (positive interactions and social support)
Meaning (experience of something meaningful / valuable)
Accomplishment (personal growth and achievement)

Jose M. Leon-Perez ([email protected])

 WELL-BEING CULTURE
oCreating a well-being culture

Jose M. Leon-Perez ([email protected])

 WELL-BEING CULTURE
oKey Qs

ORGANISATION
Do the company’s environment and practices facilitate employee
engagement?
LEADER
Are leaders cultivating high-quality relationships with their teams?
TEAM
Are co-workers strongly connected in order to assist and support each other?
JOB
Does the design of the job enable employees to feel meaning and purpose in
their work?
INDIVIDUAL
Do employees feel a sense of achievement within their role and are they
empowered to be able to seek assistance when needed?

Jose M. Leon-Perez ([email protected])

 WELL-BEING CULTURE
Some ideas…

o Ensure roles within the organization are well defined and employees clearly understand
their roles and responsibilities
o Develop appropriate policies and procedures in workplace for bullying, harassment and
discrimination prevention.
o Develop and support a procedure for addressing conflict, grievances and critical incidents
in the workplace
o Provide onsite seminars, workshops on stress reduction techniques, conflict management,
communication techniques, emotional intelligence, sense of humor, and time management…
o Promote Employee Workplace Assistance Programs as an option to confidentially discuss
stress, anxiety, confidence or other issues

Jose M. Leon-Perez ([email protected])

 WELL-BEING CULTURE
Some ideas (cont.)…

o During times of organizational change, ensure employees are supported and well informed
of the process
o Include a regularly updated social calendar and volunteering opportunities
o Promote links to local community opportunities such as book clubs, libraries, art, dance,
sporting, craft…
o Host a general wellness challenge over several weeks focused on wellbeing, for example,
improved stress and conflict management techniques…
o Run an annual family fun day or workplace picnic. Consider opportunities for a guest celebrity to
attend. Think broadly, egg and spoon races, a healthy cooking challenge, quiz or game-show…
oInclude well-being issues on relevant meetings and planning agendas (e.g., flexible working
arrangements, social planning…)
oInitiate feedback mechanisms for employees to participate in decision making processes

Jose M. Leon-Perez ([email protected])

 WELL-BEING
DAY 1 ASSIGNMENT
 WELL-BEING CULTURE
1. Please write down a list of measures that your
company is implementing for promoting employee
well-being…
2. … In which category of the PERMA model does
each measure fit better?
3. What can your company do to improve conflict
management and how does it fit with well-being
measures?

Jose M. Leon-Perez ([email protected])

WELL-BEING
DAY 1 SUMMARY
 SUMMARY
What have we learned?
*Happy-Productive Worker Hypothesis
*PERMA model (Determinants of Employee Well-being)
*Healthy organizations: Employee well-being culture

Recommended readings:
[R4] Stuart J. Slavin et al. (2012). PERMA: A model for institutional
leadership and culture change. Academic Medicine, 87, 1481.
 EMPLOYEE WELL-BEING
Connecting the dots…
Linking PERMA MODEL AND HAPPY-PRODUCTIVE HYPOTHESIS

Jose M. Leon-Perez ([email protected])

 EMPLOYEE WELL-BEING
Connecting the dots…
Positive spirals between well-being and organizational performance

Jose M. Leon-Perez ([email protected])

 EMPLOYEE WELL-BEING
Connecting the dots…
Working Conditions/HR practices/Interpersonal relationships are crucial in the
wellbeing-performance formula (so we need to manage conflict effectively)

Jose M. Leon-Perez ([email protected])