{"id":1192,"date":"2019-01-14T12:59:00","date_gmt":"2019-01-14T12:59:00","guid":{"rendered":"http:\/\/practicalhealthpsychology.com\/?p=1192"},"modified":"2025-11-04T14:30:04","modified_gmt":"2025-11-04T14:30:04","slug":"positive-psychology-interventions-at-work","status":"publish","type":"post","link":"https:\/\/practicalhealthpsychology.com\/lv\/2019\/01\/positive-psychology-interventions-at-work\/","title":{"rendered":"Pozit\u012bv\u0101s psiholo\u0123ijas intervences darb\u0101"},"content":{"rendered":"

Aleksandra Mihele (Alexandra Michel), Feder\u0101lais darba vesel\u012bbas un dro\u0161\u012bbas instit\u016bts, V\u0101cija, un Annekatr\u012bna Hope (Annekatrin Hoppe), Humboltu universit\u0101te, V\u0101cija<\/strong><\/p>\n

Str\u0101d\u0101jo\u0161ie liel\u0101ko da\u013cu sava nomoda laika pavada darb\u0101. T\u0101p\u0113c nav p\u0101rsteidzo\u0161i, ka darba vid\u0113 ir svar\u012bgi samazin\u0101t darba pras\u012bbas un palielin\u0101t resursus (autonomiju, soci\u0101lo atbalstu, pa\u0161efektivit\u0101ti), lai veicin\u0101tu str\u0101d\u0101jo\u0161o darba un priv\u0101t\u0101s dz\u012bves l\u012bdzsvaru, labkl\u0101j\u012bbu un vesel\u012bbu. P\u0113d\u0113jo gadu laik\u0101 p\u0113t\u012bjumos ir apskat\u012bti ne tikai veidi, k\u0101 nov\u0113rst darba stresa negat\u012bv\u0101s sekas, bet ar\u012b veidi, k\u0101 veicin\u0101t resursus, lai uzlabotu darbinieku labkl\u0101j\u012bbu darb\u0101. \u012apa\u0161i j\u0101izdala pozit\u012bv\u0101s psiholo\u0123ijas intervences, kas ir jauns virziens darba vesel\u012bbas psiholo\u0123ij\u0101. Pozit\u012bv\u0101s psiholo\u0123ijas intervences koncentr\u0113jas uz resursu veido\u0161anu un resursu zaud\u0113jumu nov\u0113r\u0161anu, k\u0101 ar\u012b ietver darb\u012bbas, kuru m\u0113r\u0137is ir izkopt pozit\u012bvas izj\u016btas, uzved\u012bbu un dom\u0101\u0161anu. \u0160aj\u0101 rakst\u0101 m\u0113s izce\u013cam tr\u012bs pieejas, kas var pal\u012bdz\u0113t darbiniekiem veidot savus resursus un veicin\u0101t labkl\u0101j\u012bbu darb\u0101.<\/p>\n

<\/p>\n

    \n
  1. K\u0101 es var\u0113tu ieraudz\u012bt, pieredz\u0113t un nov\u0113rt\u0113t pozit\u012bv\u0101kus sava darba aspektus? <\/em><\/strong><\/li>\n<\/ol>\n

    T\u0101das kognit\u012bv\u0101s strat\u0113\u0123ijas k\u0101 optimistiskas dom\u0101\u0161anas praktiz\u0113\u0161ana un augsta pozit\u012bvas darba pieredzes nov\u0113rt\u0113\u0161ana var pal\u012bdz\u0113t darbiniekiem rad\u012bt pozit\u012bvas emocijas un justies lab\u0101k. M\u016bsu intervences p\u0113t\u012bjum\u0101 m\u0113s l\u016bdz\u0101m pal\u012bdzo\u0161o profesiju p\u0101rst\u0101vjiem (apr\u016bp\u0113t\u0101jiem) atcer\u0113ties pozit\u012bvu un noz\u012bm\u012bgu notikumu, k\u0101du vi\u0146i bija piedz\u012bvoju\u0161i darb\u0101. T\u0101 var\u0113ja b\u016bt pozit\u012bva mijiedarb\u012bba ar pacientu, jauka saruna ar kol\u0113\u0123i vai pan\u0101kumi sav\u0101 darb\u0101. M\u0113s l\u016bdz\u0101m darbiniekiem reflekt\u0113t par \u0161o pozit\u012bvo notikumu un izbaud\u012bt atmi\u0146as par piedz\u012bvoto pozit\u012bvo pieredzi. \u0160is piecu min\u016b\u0161u ilgais uzdevums audio pavad\u012bb\u0101 tika atk\u0101rtots desmit darba dienas p\u0113c k\u0101rtas. P\u0113c intervences perioda apr\u016bp\u0113t\u0101jiem intervences grup\u0101 bija zem\u0101ks noguruma un emocion\u0101l\u0101 izs\u012bkuma l\u012bmenis nek\u0101 apr\u016bp\u0113t\u0101jiem kontrolgrup\u0101. Visliel\u0101kais uzlabojums pa\u0161saj\u016bt\u0101 bija tiem apr\u016bp\u0113t\u0101jiem, kuriem jau bija saasin\u0101jusies vajadz\u012bba p\u0113c atp\u016btas, piem\u0113ram, tiem, kuriem bija izs\u012bkusi ener\u0123ija.<\/p>\n

      \n
    1. K\u0101 es var\u0113tu ieg\u016bt ener\u0123iju darba laik\u0101? Atp\u016btas br\u012b\u017eu v\u0113rt\u012bba <\/em><\/strong><\/li>\n<\/ol>\n

      Darba uzdevumi var iztuk\u0161ot darbinieku ener\u0123ijas kr\u0101jumus, k\u0101 sekas ir pazemin\u0101ta iesaiste darb\u0101, izs\u012bkums un nogurums. \u012as\u0101s atp\u016btas pauz\u0113s darbinieki var \u012bslaic\u012bgi novirz\u012bt uzman\u012bbu no darba uzdevumiem, t\u0101 uzturot un palielinot savu ener\u0123iju. M\u0113s izstr\u0101d\u0101j\u0101m divas \u012bsas atp\u016btas aktivit\u0101tes: simul\u0113tu dabas izbaud\u012b\u0161anu (piem\u0113ram, klaus\u012b\u0161anos dabas ska\u0146\u0101s – t\u0101d\u0101s k\u0101 putnu dzied\u0101\u0161ana, vi\u013c\u0146i u.\u00a0c.) un progres\u012bvo musku\u013cu relaks\u0101ciju. M\u0113s klasific\u0113jam \u0161\u0101du \u012bsu pauzi k\u0101 “mikrointervenci”, ko var izpild\u012bt darba viet\u0101 un kas darbiniekam dod iesp\u0113ju atp\u016bsties no darba, novirzot uzman\u012bbu no darba uzdevumiem. M\u016bsu p\u0113t\u012bjuma dal\u012bbniekiem p\u0113c nejau\u0161\u012bbas principa tika piem\u0113rota vai nu dabas izbaud\u012b\u0161anas, vai progres\u012bv\u0101s musku\u013cu relaks\u0101cijas metode. Rezult\u0101ti liecina, ka abu \u0161o veidu atp\u016btas pauzes, kuras var viegli ieviest darba dien\u0101, palielina darbinieku mundrumu un samazina nogurumu jau 10 darba dienu laik\u0101.<\/p>\n

        \n
      1. K\u0101 es var\u0113tu atsl\u0113gties no darba un atrast labu l\u012bdzsvaru starp darbu un priv\u0101to dz\u012bvi? <\/em><\/strong><\/li>\n<\/ol>\n

        Darbiniekiem, kuri bie\u017ei dom\u0101 par darba jaut\u0101jumiem un saglab\u0101 emocion\u0101lu piesaisti darbam br\u012bvaj\u0101 laik\u0101, bie\u017ei vien ir gr\u016bti \u201catrauties\u201d vai psihiski p\u0101rsl\u0113gties no darba. Sekas tam ir samazin\u0101ts darba un priv\u0101t\u0101s dz\u012bves l\u012bdzsvars. Saska\u0146\u0101 ar robe\u017eu teoriju m\u0113s izstr\u0101d\u0101j\u0101m intervenci, kas pal\u012bdz darbiniekiem atrast individu\u0101lu veidu, k\u0101 integr\u0113t vai no\u0161\u0137irt abas dz\u012bves jomas. M\u016bsu tie\u0161saistes intervence m\u0101ca apzin\u0101t\u012bbu k\u0101 kognit\u012bvi emocion\u0101l\u0101s atdal\u012b\u0161an\u0101s strat\u0113\u0123iju. Apzin\u0101t\u012bba apz\u012bm\u0113 st\u0101vokli, kur\u0101 tiek praktiz\u0113ta nev\u0113rt\u0113jo\u0161a pa\u0161reiz\u0113j\u0101s pieredzes apzin\u0101\u0161an\u0101s. M\u016bsu intervences laik\u0101 str\u0101d\u0101jo\u0161ie reflekt\u0113ja par sav\u0101m segment\u0101cijas strat\u0113\u0123ij\u0101m (t.\u00a0i., strat\u0113\u0123ij\u0101m, kas paredz\u0113tas, lai nodal\u012btu darba un priv\u0101to dz\u012bvi), k\u0101 ar\u012b iem\u0101c\u012bj\u0101s apzin\u0101t\u0101s elpo\u0161anas vingrin\u0101jumus, kas vi\u0146iem pal\u012bdz\u0113ja koncentr\u0113ties uz pa\u0161reiz\u0113jo br\u012bdi un atteikties no nev\u0113lam\u0101m ar darbu saist\u012bt\u0101m dom\u0101m un j\u016bt\u0101m. Tie \u013c\u0101va darbiniekiem koncentr\u0113ties uz darb\u012bb\u0101m konkr\u0113t\u0101 dz\u012bves jom\u0101 (piem\u0113ram, sp\u0113l\u0113joties ar b\u0113rniem m\u0101j\u0101s) un aizmirst ar darbu saist\u012bt\u0101s r\u016bpes un raizes. M\u016bsu p\u0113t\u012bjuma rezult\u0101ti r\u0101da, ka, sal\u012bdzin\u0101jum\u0101 ar kontroles grupu, intervences grupas darbiniekiem bija maz\u0101ks emocion\u0101lais izs\u012bkums, maz\u0101k negat\u012bvu j\u016btu un spriedzes izrais\u012btu darba un \u0123imenes konfliktu, k\u0101 ar\u012b liel\u0101ka psiholo\u0123isk\u0101 “atsl\u0113g\u0161an\u0101s” no darba un liel\u0101ka apmierin\u0101t\u012bba ar darba un priv\u0101t\u0101s dz\u012bves l\u012bdzsvaru.<\/p>\n

        Secin\u0101jumi <\/strong><\/p>\n

        Intervences, kas v\u0113rstas uz pozit\u012bvu darbu atspogu\u013co\u0161anu, atp\u016btas pauzes un dz\u012bves jomu segment\u0101cija var pal\u012bdz\u0113t darbiniekiem veidot resursus un uzlabot labkl\u0101j\u012bbu. Attiec\u012bb\u0101 gan uz organiz\u0101cij\u0101m, gan darbiniekiem m\u0113s redzam \u0161\u0101dus ieguvumus: \u0161\u012bs intervences var viegli integr\u0113t gan darba dienas gait\u0101 \u012bsu p\u0101rtraukumu br\u012b\u017eos, gan br\u012bvaj\u0101 laik\u0101 darba dienu vakaros. T\u0101s var izmantot da\u017e\u0101d\u0101s profesij\u0101s, un t\u0101s var padar\u012bt pieejamas tie\u0161saistes platform\u0101s, viedt\u0101lru\u0146u lietotn\u0113s vai pap\u012bra form\u0101t\u0101. Organiz\u0101cij\u0101m un darbiniekiem j\u0101patur pr\u0101t\u0101, ka visliel\u0101ko labumu no \u0161\u0101d\u0101m intervenc\u0113m g\u016bst t\u0101di darbinieki, kuriem ir ak\u016bti nepiecie\u0161ama atslodze (tie, kuriem, piem\u0113ram, ir liela darba slodze, emocion\u0101li gr\u016bti darba uzdevumi), un \u0161o interven\u010du ilgtermi\u0146a ietekme v\u0113l nav zin\u0101ma. Visbeidzot, \u0161\u012bs individu\u0101l\u0101s intervences ne vienm\u0113r aizvieto vispus\u012bg\u0101kus vesel\u012bbas veicin\u0101\u0161anas centienus darba viet\u0101 (piem\u0113ram, darba slodzes samazin\u0101\u0161anu, komandas veido\u0161anas semin\u0101rus, vad\u012bt\u0101ju apm\u0101c\u012bbas), kuru m\u0113r\u0137is ir visaptvero\u0161i pilnveidot darba apst\u0101k\u013cus.<\/p>\n

        Praktiski ieteikumi <\/strong><\/p>\n

          \n
        • Pusdienas p\u0101rtraukum\u0101 vai p\u0113c darba dienas beig\u0101s padom\u0101jiet par kaut ko, kas darb\u0101 norit\u0113ja veiksm\u012bgi. Piem\u0113ram: jauka saruna ar kol\u0113\u0123i, veiksm\u012bga prezent\u0101cija, uzdevums, kas jums pat\u012bk.<\/li>\n
        • Pl\u0101nojiet \u012bsus p\u0101rtraukumus darba dienas laik\u0101, lai \u201catsl\u0113gtos\u201d un uzl\u0101d\u0113tos. Izmantojiet tos, lai atp\u016bstos, medit\u0113tu vai dotos pastaig\u0101.<\/li>\n
        • Centieties atsl\u0113gties no darba. Mazi apzin\u0101tas elpo\u0161anas vingrin\u0101jumi var pal\u012bdz\u0113t jums koncentr\u0113ties uz pa\u0161reiz\u0113jo mirkli un atbr\u012bvoties no nev\u0113lam\u0101m dom\u0101m un emocij\u0101m.<\/li>\n<\/ul>\n

          Tulkoju\u0161as And\u017eela Ber\u0137e un Krist\u012bne M\u0101rtinsone<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

          By Alexandra Michel, Federal Institute for Occupational Health and Safety, Germany and Annekatrin Hoppe, Humboldt Universit\u00e4t, Germany Employees spend a major part of their waking time at work. It is no surprise then that reducing demands and increasing resources (e.g., […]<\/p>\n","protected":false},"author":1,"featured_media":1217,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[13],"tags":[],"class_list":["post-1192","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-interventions"],"translation":{"provider":"WPGlobus","version":"3.0.2","language":"lv","enabled_languages":["en","id","my","bg","zh","hr","cz","da","de","es","fr","gr","he","it","ja","kr","lv","lt","hu","nl","no","pl","pt","ro","ru","sk","fi","sv","tr","uk"],"languages":{"en":{"title":true,"content":true,"excerpt":false},"id":{"title":true,"content":true,"excerpt":false},"my":{"title":true,"content":true,"excerpt":false},"bg":{"title":true,"content":true,"excerpt":false},"zh":{"title":true,"content":true,"excerpt":false},"hr":{"title":false,"content":false,"excerpt":false},"cz":{"title":true,"content":true,"excerpt":false},"da":{"title":true,"content":true,"excerpt":false},"de":{"title":true,"content":true,"excerpt":false},"es":{"title":true,"content":true,"excerpt":false},"fr":{"title":true,"content":true,"excerpt":false},"gr":{"title":true,"content":true,"excerpt":false},"he":{"title":true,"content":true,"excerpt":false},"it":{"title":true,"content":true,"excerpt":false},"ja":{"title":false,"content":false,"excerpt":false},"kr":{"title":false,"content":false,"excerpt":false},"lv":{"title":true,"content":true,"excerpt":false},"lt":{"title":true,"content":true,"excerpt":false},"hu":{"title":false,"content":false,"excerpt":false},"nl":{"title":true,"content":true,"excerpt":false},"no":{"title":false,"content":false,"excerpt":false},"pl":{"title":true,"content":true,"excerpt":false},"pt":{"title":true,"content":true,"excerpt":false},"ro":{"title":true,"content":true,"excerpt":false},"ru":{"title":true,"content":true,"excerpt":false},"sk":{"title":true,"content":true,"excerpt":false},"fi":{"title":true,"content":true,"excerpt":false},"sv":{"title":false,"content":false,"excerpt":false},"tr":{"title":true,"content":true,"excerpt":false},"uk":{"title":true,"content":true,"excerpt":false}}},"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/practicalhealthpsychology.com\/lv\/wp-json\/wp\/v2\/posts\/1192","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/practicalhealthpsychology.com\/lv\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/practicalhealthpsychology.com\/lv\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/practicalhealthpsychology.com\/lv\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/practicalhealthpsychology.com\/lv\/wp-json\/wp\/v2\/comments?post=1192"}],"version-history":[{"count":17,"href":"https:\/\/practicalhealthpsychology.com\/lv\/wp-json\/wp\/v2\/posts\/1192\/revisions"}],"predecessor-version":[{"id":4617,"href":"https:\/\/practicalhealthpsychology.com\/lv\/wp-json\/wp\/v2\/posts\/1192\/revisions\/4617"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/practicalhealthpsychology.com\/lv\/wp-json\/wp\/v2\/media\/1217"}],"wp:attachment":[{"href":"https:\/\/practicalhealthpsychology.com\/lv\/wp-json\/wp\/v2\/media?parent=1192"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/practicalhealthpsychology.com\/lv\/wp-json\/wp\/v2\/categories?post=1192"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/practicalhealthpsychology.com\/lv\/wp-json\/wp\/v2\/tags?post=1192"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}