Abstract
In the system in which we are currently inserted, happiness and work seem to be completely exclusive words and without any possibility of association. The following study intends to show that it is possible to find a balance between happiness and work (Csikszentmihalyi in Gestão qualificada: a conexão entre felicidade e negócio, Bookman, Porto Alegre, 2004), by diagnosing the level of happiness shown by people in their working environment’s, proposing solutions to enhance happiness and productive in certain enterprise’s staff (Tidd and Bessant in Innovation and entrepreneurship, Wiley, London, 2007; Gestão da Inovação, Bookman, Porto Alegre, 2008). It is necessary, hence, an analysis beyond the happy-unhappy dichotomy when observing the different happiness levels presented in the routine and in the working hours, based on the interactions between creativity and innovation (Amabile in KEYS to creativity and innovation: user’s guide, Center For Creative Leadership, Greensboro, 2010; Sawyer in Explaining creativity: the science of human innovation, 2nd edn, Oxford University Press, Cambridge, 2012; West and Richter in Handbook of organizational creativity, 1st edn, Taylor and Francis, New York, 2008). Furthermore, this article shows that it is essential to combine the present’s happiness to a long-term project, an optimistic vision for the future (James and Drown in Handbook of organizational creativity, 1st edn, Elsevier, San Diego, 2012). To evaluate the work and a person’s life, this article develops a Multi Criteria Model of Work Organization and Evaluation and a Map of the Corporate Happiness Levels as a conscious path through workplace, collaboration in the enterprise, the marketplace and society, up to the personal and social life of a subject (Kamel in Artesão da minha própria felicidade, 1st edn. E-papers Serviços Editoriais Ltda, Rio de Janeiro, 2007). It offers ten practical recommendations to raise corporation rates of happiness. Accordingly, this paper proves its relevance by offering reference material to professionals and enterprises who search changes in its current personal management policy, willing to move towards a society with increasingly fulfilled professionals, happy and productive in their own employment.
Highlights
The current discussion around innovation and creativity as propellers for happiness is present in our daily lives, since society seems not to have tracked the technological changes related to means of production, preserving ideas that were typically from other productive systems, which do not fit the current reality anymore
“The disruptive innovation model overturns any sector, by bringing simpler alternatives, satisfactory, to an underserved group.”. It touches a large range of organizations and economic sectors, clearly indispensable in times which technological race improves its practices and interpretations of daily life
We chose, in between ten papers presented in such discipline, each covering entertainment market professionals, two examples that best show the wok quality enhancement of the subjects, along with the development of innovation and creativity for managing the corporate happiness
Summary
The current discussion around innovation and creativity as propellers for happiness is present in our daily lives, since society seems not to have tracked the technological changes related to means of production, preserving ideas that were typically from other productive systems, which do not fit the current reality anymore. “The disruptive innovation model overturns any sector, by bringing simpler alternatives, satisfactory, to an underserved group.” It touches a large range of organizations and economic sectors, clearly indispensable in times which technological race improves its practices and interpretations of daily life. Sennett describes in its own “Corrosion of Character” the path to follow to become “healthily self-sufficient, based on its own time control” He considers work routine the flexibility and legitimacy of work and life ethics. A panorama of incredibility and lack of openness, is created, stimulating the standardization of the work that was concretely done, and of the social relationships maintained in the working environment The latter, in this way, tends to be considered something beyond the true life, the one enjoyed when the working hours are over, which blocks creativity and innovation and delegitimizes the concept of happiness in the workplace. Seeks to identify in the so-called innovative and creative professions the drive of this vocational sense in the new Entertainment Engineering research area (Kamel 2006, 2012; Vogel 2011; Wolf 2003) and which of it can be expanded to other areas of knowledge
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