The Authentic Organization (TAO): The Tao of Positive Business in an Authentic Culture

Document Type

Thesis or dissertation

Date of this Version



According to the study of positive psychology, from negativity can come a reordering of goals, a resilience to frame optimistic views for the future and the ability to flourish toward higher levels of happiness, even, potentially, to greater meaning and purpose. Though, this is a process for individuals, not organizations. It is only through the positivity of individuals that we can create Positive Business.

In considering engagement at work, there is a disconnect between the definition and the implementation of what it is to be engaged. It is defined via the employees, as it pertains to the attachment they have to their work. However, it is implemented along the organization’s needs, offering clarity in the communication and the training necessary to be more productive in the work. This creates a power imbalance, giving leadership the say - in what gets done and how - that promotes a culture of unfairness, which, in turn, hinders productivity and engagement.

By reframing engagement to the side of the employee, promoting an authentic culture and creating a fair and balanced way of measuring the outcomes at work, businesses may flourish for the impact of their flourishing employees.

Just as Tao represents “that which should be followed for harmony”, so should The Authentic Organization (TAO) represent the same to Positive Business.


business, work, engagement, employee, productivity, workplace, system, assessment, positive business, employee engagement, individual, fairness, organization, team, development, learning, tasks, relationships, wellness, well-being


Achievement, Business/Work



This document is currently not available here.



Date Posted: 08 July 2015