Managerial practices to increase workplace positivity [13].

Table 1: Managerial practices to increase workplace positivity [13].

1. Positive Thinking
Positive Focus	Ignore small negative frustrations Celebrate small wins Share success stories Point out individual HCW's strengths Focus on solutions rather than problems
Optimism	Help HCWs view adverse events as temporary setbacks Dispute pessimistic thoughts Learn from mistakes Trying new ideas/changes to reach goals
Gratitude	Develop a culture of gratitude Appreciate the current situation Start meetings by asking HCWs what they are thankful for Express gratitude frequently
Forgiveness	Develop a culture of forgiveness Mistakes happen but don't blame or dwell on what happened View mistakes as opportunities to learn
2. Positive Relationships
Respect/Appreciation	View HCWs as competent and valuable Listen to the HCW's ideas and opinions Use collaborative problem solving Let HCWs know you appreciate who they are
Recognition	Recognize HCWs for doing good job or behaviour Recognize HCWs for what they achieved Recognize HCWs contributing to cost reduction and extraordinary work Recognize HCWs during work and after their retirement Celebrate accomplishments
Trust	Act with integrity, dependability, and benevolence Encourage participation in decision making in delicate matters Share information freely
Generosity	Establish a culture of support Reward people for helping their colleagues Establish a mentorship program
3. Strengths
Identify	Look for rapid learning, high energy or repeated success Administrate a strength's inventory/team feedback loop/direct observation
Use	Select individuals whose strengths fit the ministry's needs Assign, or modify roles to maximize the use of HCW's strengths Designate a few hours each week as "strengths time" Experience moments of flow
Develop	Focus feedback on HCW's strengths (e.g., give three positive to one negative feedback) Provide job training to develop the HCW's strengths Provide skill-building training Provide good mentoring/coaching
4. Empowerment
Clarity	Define goals and expectations Define results/outcomes expected Define the HCWs responsibility
Support	Provide the time, encouragement and resources needed to achieve goals Remove obstacles/barriers to success Manage roles as a facilitator, coordinator, and supporter of the achievement
Autonomy	Let HCWs choose how to do their work Provide supporting autonomy and direct support when it is needed
5. Meaning
Mission	Continuously remind HCWs of the company's mission Clarify office purpose and there a son for existing
Impact	Highlight the impact of action have on clients or colleagues Show customer appreciation for their work
Social Responsibility	Communicate the company's social responsibility initiatives Encourage participation in social responsibility programs
6. Wellbeing
Health	Adopt wellness programs to prevent health problems Encourage a healthy lifestyle Provide fitness facilitate Provide stress management program
Fun	Play games, have parties, find creative ways to have fun in/outside work
Work-Life Fit	Choosing appropriate work schedule that fit HCWs needs Offer quality of life benefits, flexible work, childcare, etc.