We want this questionnaire to contribute to understanding where someone is in terms of Wellbeing, how someone experiences her or his Wellbeing. Internally in organizations, using the questions for ‘Well-being in a job’ also serves as a measurement at team level, where we consolidate the data for them so that the result of the measurement forms a basis for open dialogue.
Also, once we have sufficient comparative data, we want to provide a well-founded picture of the answer to the same question in relation to a larger group. We also included information from research from a wide variety of perspectives in compiling the model and in developing the underlying statements.
Research by Emmanuel Stamatakis shows that people who step faster live both longer and have a higher sense of well-being.
According to Harvard’s George Vaillant* research, there is a direct relationship between love and happiness.
The importance of good relationships, as much with a partner as with friends and colleagues. Here, we question both the person’s own appreciation of relationships and how he or she assesses himself or herself by the social environment.
Emerged in a large number of studies as very important for a sense of well-being, equally in your job and in everyday life.
Proves to be a key factor in research on resilience and coping with stress
Everyone who fills in can give their own score to this syndrome. Those who don’t suffer from it don’t quite grasp that you can suffer from it, those who do suffer from it recognize with all too well.
Represents your perception of the social engineering of the world. Someone with an internal locus of control places the dynamics and source of success as much as failure with themselves. Someone with an external locus of control, on the contrary, places this with the outside world.
The “ultimate concern” – a purpose you care about so much that it organizes and gives meaning to almost everything you do. Determination is unwavering adherence to that goal. Even when you fall. Even when you screw up. Even when you make slow progress towards that goal.
For entrepreneurs and the self-employed, we have developed questions that build further on the concept of “Self-Efficacy” or “Belief in own ability”. We hope that over time we can contribute to a better understanding from concrete self-reporting and follow-up.
It is useful for this group to have a dialogue with a coach about this, so that both self-overestimation and self-underestimation – both can also occur simultaneously in different aspects of entrepreneurship – can lead to exaggerated or wrongly negative expectations as much as a belief in one’s own predictions.
To want to contribute to a better world through our support of People and Organisations with the best Talent Instruments, Reports, Guidance and Co-creation.
