discussion  write about your initial thoughts after reviewing the resources. The initial post should be at least 600 words. When you post a discussion, please back up your position with evidence from your textbook or other reliable scholarly resources. You are encouraged to use the Stratford Library for additional resources. Remember that you must use APA formatting for your cites and references. You must cite each and every sentence in which you used materials from a referenced source. Your work will be checked for academic integrity by the Turnitin system. For help with APA formatting, please feel free to use the Purdue Owl website. During the following week you will reply to at least two of your classmates. The replies should be at least 300 words. See the discussion rubric for more details on grading. 1. Initial Post Answer the following questions in a scholarly post of 600 words or more by the first Wednesday of the module period. Support your post with academic literature in the form of APA formatted cites and references: What is your operational definition of the ‘happiness factor’? How can a leader measure employees’ happiness? What are some leadership tools that may foster happiness in the workplace? POST I need 300 words for the below discussion post Happiness can be hard to clearly define because it intrinsically has a unique meaning for each individual. Aristotle was of the point of view that happiness was feeling the emotions that you feel are appropriate for your needs (Tamir, Schwartz, Oishi, & Kim, 2017, para. 3). I feel this is an appropriate definition of happiness because all emotions have their purpose and can have a role in making you happy. Life, as they say, is a journey and I am of the mind that everything that you experience good bad or otherwise has a role in defining who you are, so while sorrow may hurt, anger can be unpleasant sometimes you need to feel those emotions and you cannot find happiness if you don’t. No external entity can define happiness for you, nor can one make you happy, it is something you have to find for yourself. You cannot control what emotions people or events inspire in you to feel but you can control how you respond to them and what you do with them and that is the path to happiness (Fredrickson, 2011).Commonly in business, an employees’ happiness is measured by their work output, following the old mantra of “happy workers, are productive workers” but research into this link is not very conclusive (Mohammed, 2019). While it is not a perfect metric it can and does influence employee performance. Studies have shown that doing the following can improve employee happiness; make the culture supportive, have effective leaders at all levels, fair treatment and given due recognition, make the work challenging, interesting, autonomous as possible, support skill growth (Mohammed, 2019).Asking your employees either directly during a meeting, performance review or surveys is one of the best ways in my opinion for a leader to gauge their employee happiness. But as part of this, you need to also ask them to give feedback on the above mentions areas that have been shown to impact employee happiness. However, for this method to work you and your organization needs to already have or be working on developing a reputation with your employees of actually listening to their feedback and making changes inspired upon it. If you or your organization has shown to not care or respond poorly to criticism, your employees will eventually stop giving you honest feedback and will simply tell you what they think you want to hear or what they feel will cause the least disruption to them (Eubanks, Antes, Friedrich, & Caughron, 2011). Monitoring their work output especially for saddened changes in volume or quality would be another way for a leader to gauge their employees’ happiness since an abrupt change could be a sign that they are no longer happy and that you need to engage with them to see if the source of the issue is within your ability to influence. I say influence because you cannot make people happy you can only support them in finding it for themselves while still being fair and not putting one employees’ happiness over another.ReferencesEubanks, D., Antes, A. L., Friedrich, T. L., & Caughron, J. J. (2011). Criticism and outstanding leadership: an evaluation of leader reactions and critical outcomes. IEEE Engineering Management Review, 39(3), 34-63. https://doi.org/10.1109/EMR.2011.6019092Fredrickson, B. L. (2011, June 24). The Role of Positive Emotions in Positive Psychology. American Psychologist, 56(3), 218-226. https://doi.org/10.1037/0003-066X.56.3.218Mohammed, A. (2019). Workplace Happiness and Positivity: Measurement, Causes and Consequences. International Journal for Research in Engineering Application & Management, 5(2). https://doi.org/10.35291/2454-9150.2019.0007Tamir, M., Schwartz, S. H., Oishi, S., & Kim, M. Y. (2017). The Secret to Happiness: Feeling Good or Feeling Right? Journal of Experimental Psychology, 146(10), 1448-1459. https://doi.org/10.1037/xge0000303 I need 300 word for the below discussion post.We all agree with what kind of corporate culture is toxic. Poor management, overwork, and a lack of innovation are key features of a toxic corporate culture. Unrealistic demands can lead to employee burnout and an inability to feel valued, which can affect morale, ethics, turnover, and ultimately the success of the business. However, there are thousands of definitions of healthy and happy work culture. Under the background of rapid change and development, people and organizations are no longer the simple one-way relationship as in the past, and the performance-centered management is doomed to be short-lived in organizations. I totally agree with Alexander as he mentioned in his article, happiness at work is a feeling of happiness derived from work (2006). The sense of happiness factor of employees refers to the satisfaction with work content, work environment, work remuneration, personal growth, work-life balance, and other aspects in life and work, and the psychological pleasure generated on this basis. Happy people are more pleasant to be around, but there are other business benefits to a happy workforce besides a more positive environment (Ayers, 2017). Employee happiness is also closely related to employee's work motivations, work goals, sense of belonging, team cohesion, and enterprise competitiveness.The employee is the most active factor in the production and operation of the enterprise. If the enterprise provides the employee with happiness, then the employee will return the enterprise with dedication and production, which is the benign interaction between the employee and the enterprise. In order to improve the happiness of employees, enterprises should understand the needs of employees and try their best to meet such needs. The top three factors lead to happiness in the workplace are the sense of meaning, opportunities to advance, and being well-paid (Parker,2019) and leaders can measure employee happiness from these three perspectives.Sense of meaning: In order to carry out work more effectively, it is necessary to assign the right job to the right person. In this way, employees can not only engage in the work they are good at and interested in but also feel their own value reflected so that they can be more proactive to do their job well. Making employees feel valued and dedicated through appropriate work is an important factor in improving employees' happiness.Opportunities to advance: Many younger professionals are concerned with their career progression and will consider leaving their employer for an organization that shows it invests in employees and promotes from within (Parker,2019). Employees' personal growth and future career development are closely related to their happiness. Leaders should assist them in achieving their career development goals and encourage them to continuously improve their performance.Being well-paid: For many employees, salary and benefits are the direct feelings of happiness. For employees in the 25-34 age range, the @Work Survey found that “being paid well” mattered more than any other demographic (Parker,2019). Competitive compensation, benefits, and a fair compensation system are the key to improve the happiness of employees. If the enterprise can combine performance and pay reasonably according to its own situation, it can give full play to the incentive effect of compensation and benefits.In addition, leaders play a pivotal role in employees’ motivation levels and overall happiness. It all comes down to being authentic; acting ethically, showing integrity, inspiring and being true to your values (Keay, 2018). Leaders must remember that make the employee feel happy and satisfied in the workplace is the foundation of a high performing team.ReferencesAyers, R. (2017, October 7). 7 Factors That Determine Workplace Happiness Levels. Retrieved from https://gethppy.com/workplace-happiness/7-factors-determine-workplace-happiness-levelsAlexander. (2006, September 17). What is happiness at work. Retrieved from https://positivesharing.com/2006/06/what-is-happiness-at-work/Parker, P. (2019, July 22). The Top 3 Factors That Lead to Happiness at Work. Retrieved from https://www.biospace.com/article/the-top-3-factors-that-lead-to-happiness-at-work/Keay, R. M. (2018, August 16). How Can Leadership Be Effective For Employee Happiness? Retrieved from https://www.ethosplc.com/2018/02/09/how-can-leadership-be-effective-for-employee-happiness/ I need 300 words for the below discussion postHappiness can be hard to clearly define because it intrinsically has a unique meaning for each individual. Aristotle was of the point of view that happiness was feeling the emotions that you feel are appropriate for your needs (Tamir, Schwartz, Oishi, & Kim, 2017, para. 3). I feel this is an appropriate definition of happiness because all emotions have their purpose and can have a role in making you happy. Life, as they say, is a journey and I am of the mind that everything that you experience good bad or otherwise has a role in defining who you are, so while sorrow may hurt, anger can be unpleasant sometimes you need to feel those emotions and you cannot find happiness if you don’t. No external entity can define happiness for you, nor can one make you happy, it is something you have to find for yourself. You cannot control what emotions people or events inspire in you to feel but you can control how you respond to them and what you do with them and that is the path to happiness (Fredrickson, 2011).Commonly in business, an employees’ happiness is measured by their work output, following the old mantra of “happy workers, are productive workers” but research into this link is not very conclusive (Mohammed, 2019). While it is not a perfect metric it can and does influence employee performance. Studies have shown that doing the following can improve employee happiness; make the culture supportive, have effective leaders at all levels, fair treatment and given due recognition, make the work challenging, interesting, autonomous as possible, support skill growth (Mohammed, 2019).Asking your employees either directly during a meeting, performance review or surveys is one of the best ways in my opinion for a leader to gauge their employee happiness. But as part of this, you need to also ask them to give feedback on the above mentions areas that have been shown to impact employee happiness. However, for this method to work you and your organization needs to already have or be working on developing a reputation with your employees of actually listening to their feedback and making changes inspired upon it. If you or your organization has shown to not care or respond poorly to criticism, your employees will eventually stop giving you honest feedback and will simply tell you what they think you want to hear or what they feel will cause the least disruption to them (Eubanks, Antes, Friedrich, & Caughron, 2011). Monitoring their work output especially for saddened changes in volume or quality would be another way for a leader to gauge their employees’ happiness since an abrupt change could be a sign that they are no longer happy and that you need to engage with them to see if the source of the issue is within your ability to influence. I say influence because you cannot make people happy you can only support them in finding it for themselves while still being fair and not putting one employees’ happiness over another.ReferencesEubanks, D., Antes, A. L., Friedrich, T. L., & Caughron, J. J. (2011). Criticism and outstanding leadership: an evaluation of leader reactions and critical outcomes. IEEE Engineering Management Review, 39(3), 34-63. https://doi.org/10.1109/EMR.2011.6019092Fredrickson, B. L. (2011, June 24). The Role of Positive Emotions in Positive Psychology. American Psychologist, 56(3), 218-226. https://doi.org/10.1037/0003-066X.56.3.218Mohammed, A. (2019). Workplace Happiness and Positivity: Measurement, Causes and Consequences. International Journal for Research in Engineering Application & Management, 5(2). https://doi.org/10.35291/2454-9150.2019.0007Tamir, M., Schwartz, S. H., Oishi, S., & Kim, M. Y. (2017). The Secret to Happiness: Feeling Good or Feeling Right? Journal of Experimental Psychology, 146(10), 1448-1459. https://doi.org/10.1037/xge0000303 I need 300 words for the below discussion post.We all agree with what kind of corporate culture is toxic. Poor management, overwork, and a lack of innovation are key features of a toxic corporate culture. Unrealistic demands can lead to employee burnout and an inability to feel valued, which can affect morale, ethics, turnover, and ultimately the success of the business. However, there are thousands of definitions of healthy and happy work culture. Under the background of rapid change and development, people and organizations are no longer the simple one-way relationship as in the past, and the performance-centered management is doomed to be short-lived in organizations. I totally agree with Alexander as he mentioned in his article, happiness at work is a feeling of happiness derived from work (2006). The sense of happiness factor of employees refers to the satisfaction with work content, work environment, work remuneration, personal growth, work-life balance, and other aspects in life and work, and the psychological pleasure generated on this basis. Happy people are more pleasant to be around, but there are other business benefits to a happy workforce besides a more positive environment (Ayers, 2017). Employee happiness is also closely related to employee's work motivations, work goals, sense of belonging, team cohesion, and enterprise competitiveness.The employee is the most active factor in the production and operation of the enterprise. If the enterprise provides the employee with happiness, then the employee will return the enterprise with dedication and production, which is the benign interaction between the employee and the enterprise. In order to improve the happiness of employees, enterprises should understand the needs of employees and try their best to meet such needs. The top three factors lead to happiness in the workplace are the sense of meaning, opportunities to advance, and being well-paid (Parker,2019) and leaders can measure employee happiness from these three perspectives.Sense of meaning: In order to carry out work more effectively, it is necessary to assign the right job to the right person. In this way, employees can not only engage in the work they are good at and interested in but also feel their own value reflected so that they can be more proactive to do their job well. Making employees feel valued and dedicated through appropriate work is an important factor in improving employees' happiness.Opportunities to advance: Many younger professionals are concerned with their career progression and will consider leaving their employer for an organization that shows it invests in employees and promotes from within (Parker,2019). Employees' personal growth and future career development are closely related to their happiness. Leaders should assist them in achieving their career development goals and encourage them to continuously improve their performance.Being well-paid: For many employees, salary and benefits are the direct feelings of happiness. For employees in the 25-34 age range, the @Work Survey found that “being paid well” mattered more than any other demographic (Parker,2019). Competitive compensation, benefits, and a fair compensation system are the key to improve the happiness of employees. If the enterprise can combine performance and pay reasonably according to its own situation, it can give full play to the incentive effect of compensation and benefits.In addition, leaders play a pivotal role in employees’ motivation levels and overall happiness. It all comes down to being authentic; acting ethically, showing integrity, inspiring and being true to your values (Keay, 2018). Leaders must remember that make the employee feel happy and satisfied in the workplace is the foundation of a high performing team.ReferencesAyers, R. (2017, October 7). 7 Factors That Determine Workplace Happiness Levels. Retrieved from https://gethppy.com/workplace-happiness/7-factors-determine-workplace-happiness-levelsAlexander. (2006, September 17). What is happiness at work. Retrieved from https://positivesharing.com/2006/06/what-is-happiness-at-work/Parker, P. (2019, July 22). The Top 3 Factors That Lead to Happiness at Work. Retrieved from https://www.biospace.com/article/the-top-3-factors-that-lead-to-happiness-at-work/Keay, R. M. (2018, August 16). How Can Leadership Be Effective For Employee Happiness? Retrieved from https://www.ethosplc.com/2018/02/09/how-can-leadership-be-effective-for-employee-happiness/

The SBU is Corning Inc. For each of the following topics:Generate a short summary of the top 2-3 major factors impacting the project SBU. Use referenced research.In addition, be sure to indicate the implications of those factors on the product or product strategy. You will then after your analysis need to make a commentary on the effect on strategy from these environmental factors.Your search strategy should include using terms such as: industry news trends (place in industry name). You can also use sources that are specifically designed to provide macro trend information. A few examples of macro trend sources were outlined in the discussion. This information is not industry specific, so you would need to make and justify linkages.1. Sociocultural Forces & Demographic Shifts2. Economic Trends3. Competitive Trends4. Science and Technology5. Political and Legal6. Major Global ForcesIdentify the top 2-3 most relevant items for your SBU related to the criteria below: