THE GRATITUDE BOOK Benefits

1) expanded capacity for happiness and optimism (*13. Lashini, Shaeiri, Asghan-Moghadam, & Golzari, 2012).

Gratitude and Career Benefits In the workplace gratitude can:

2) Make us more effective managers–research has shown that practicing gratitude enhances your managerial skills, enhancing your praise-giving and motivational abilities as a mentor and guide to the employees that you manage (*14. Stone, etal., 1983). 3) Reduce impatience and improve decision making–as anyone who has ever worked in a stressful job already knows, decisions made to satisfy short term urges rarely provide positive work results or a boost to your career. 4) Help us find meaning in our work–gratitude is one factor that could help people find meaning in their job, along with applying their strengths, positive emotions and flow, hope, and finding a “calling”(*15. Dik, Duffy, Allan, O’Donnell, Shin, and Steger, 2015). 5) Contribute to reduced turnover–research has found that gratitude and respect can help employees feel embedded in their organization or welcomed and valued (*16. NG, 2016). 6) Improve work-related mental health and reduce stress.

Gratitude and Physical Health Gratitude can:

7) Reduce depressive symptoms 8) Reduce your blood pressure 9) Improve your sleep 10) Increase your frequency of exercise 11) Improve your overall physical health–apparently, grateful people are healthy people.

Gratitude Role in Recovery Gratitude may:

12) Help people recover from substance misuse 13) Enhance recovery from coronary health events 14) Facilitate the recovery of people with depression

RESOURCES

1.

https://www.happierhuman.com/benefits-of-gratitude/

2. Emmonse, R. A., & Mccullough, M. E. (2003). Counting blessings versus burdens: An experimental investigation of gratitude and subjective well-being in daily life. Journal of Personality and Social Psychology , 84 (2), 377-389. 3. Seligman, M. E. P., Steen, T. A., Park, N., & Peterson, C. (2005). Positive Psychology Progress: Empirical Validation of Interventions. American Psychologist, 60 (5), 410–421.

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