What is *Put Happiness to Work* about?

*Put Happiness to Work* by Eric Karpinski provides evidence-based strategies to boost workplace happiness and engagement by focusing on intrinsic motivation rather than superficial perks. It outlines 7 science-backed techniques rooted in neuroscience and positive psychology, such as aligning tasks with employees’ values and fostering meaningful progress. The book emphasizes sustainable, actionable steps to create long-term organizational success.

Who should read *Put Happiness to Work*?

This book is ideal for managers, HR leaders, and executives seeking to improve team productivity and retention through genuine employee engagement. It’s also valuable for employees aiming to enhance their own work satisfaction. Karpinski’s practical tools cater to those prioritizing data-driven methods over temporary workplace fixes.

Is *Put Happiness to Work* worth reading?

Yes, particularly for its blend of academic rigor and real-world applicability. Endorsed by thought leaders like Adam Grant and Daniel Pink, the book translates 20+ years of psychology research into digestible strategies. Readers gain frameworks to address burnout, foster resilience, and align personal and organizational goals.

What are the 7 strategies in *Put Happiness to Work*?

While the full list isn’t detailed in search results, key strategies include: - Prioritizing **meaningful progress** over short-term rewards. - Aligning tasks with employees’ core values and strengths. - Creating **autonomy-supportive** leadership styles. - Using neuroscience-backed habits to rewire workplace behaviors.

How does *Put Happiness to Work* differ from other leadership books?

Unlike generic advice about office perks, Karpinski focuses on **intrinsic drivers of happiness** validated by decade-long research. The book merges Wharton-level business acumen with clinical psychology insights, offering metrics-driven solutions rather than anecdotal tips.

Can *Put Happiness to Work* help with remote team management?

Absolutely. The strategies address universal motivators like purpose and growth, making them effective for hybrid or remote settings. For example, virtual “progress check-ins” and value-aligned goal-setting can combat isolation and disengagement.

What criticisms exist about *Put Happiness to Work*?

Some may argue the strategies require consistent effort from leadership, which can be challenging in fast-paced environments. However, the book mitigates this by providing scalable tools integrated into existing workflows, like restructuring meetings to focus on accomplishments.

How does Eric Karpinski define workplace happiness?

Karpinski distinguishes between fleeting “fun” and **sustainable happiness**, which he ties to feelings of purpose, mastery, and autonomy. He cites neuroscience research showing that intrinsically motivated employees exhibit 31% higher productivity and 37% higher sales.

让幸福为你工作

7 个提升参与度以实现最佳绩效的策略

埃里克·卡平斯基

3.97(34 Reviews)

《让幸福为你工作》概述

在埃里克·卡平斯基（Eric Karpinski）这本具有变革意义的指南中，探索幸福感如何驱动职场成功。该方法得到了亚当·格兰特（Adam Grant）的认可，并在英特尔（Intel）和脸书（Facebook）得到应用。这种基于科学的方法已经改变了多家财富500强企业的团队生产力。准备好在摒弃肤浅福利的同时，提升员工敬业度了吗？

选择讲述方式

一本书，多种聆听方式。

来自《让幸福为你工作》的相同理念。选择适合你的声音、深度和节奏，随时切换。

第 1 章

The Science of Happiness at Work: A Revolutionary Approach to Engagement

When Shawn Achor's TED Talk on happiness at work went viral (now with over 25 million views), it signaled a fundamental shift in workplace psychology. His colleague Eric Karpinski's book "Put Happiness to Work" builds on this revolution, presenting a counterintuitive truth: happiness drives success, not the other way around. While traditional workplace wisdom tells us to leave emotions at home, Karpinski demonstrates why this approach fundamentally misunderstands human motivation. The book has become required reading at companies like Facebook, NASA, and Intel, where implementing its strategies has led to dramatic improvements in engagement and productivity. As Daniel Pink notes, Karpinski's mission to "bring happiness to work" represents a paradigm shift that could transform our relationship with work itself-turning organizations from sources of stress into wellsprings of positive energy.

第 2 章

Why Engagement Initiatives Fail (And What to Do Instead)

Despite billions spent on employee engagement programs, Gallup's engagement index has remained stubbornly around 30 percent for decades. This persistent failure stems from a fundamental misalignment: organizations focus on engagement outcomes while employees care about happiness. When managers talk about engagement, employees hear "work harder without more pay," which naturally reduces motivation rather than enhancing it. The solution lies in aligning these seemingly competing interests. By tapping into employees' intrinsic motivation for happiness-which encompasses all positive emotions from joy and enthusiasm to pride, connection, and inspiration-we can naturally drive engagement. This isn't about superficial happiness but rather eudaimonic happiness-the pursuit of meaning, challenges, and growth that creates sustainable fulfillment. Research consistently shows that positive emotions unlock engagement. Organizations implementing the Orange Frog training program (based on increasing workplace positive emotions) have seen remarkable results: Cemex experienced a 20% engagement increase, an insurance brokerage saw 14% higher engagement leading to 50% sales growth, and Genesis Health System transformed from operating losses to profits while significantly boosting employee optimism despite undergoing layoffs. Three major traps prevent successful engagement initiatives. First, organizations fail to articulate personal benefits for employees. Second, companies focus on the wrong kinds of happiness-perks like free food and nap pods create contentment but not the activated positive emotions that drive engagement. Third, engagement efforts remain separate from daily work, becoming temporary HR initiatives rather than integrated practices. The seven strategies presented in this book provide concrete tools for creating sustainable positive change: hardwiring authentic appreciation, cultivating connection, putting stress to work, activating employee superpowers, mining for meaning, embracing the negative, and approaching as a coach. Each strategy includes specific habits and exercises designed to rewire brains for positive emotions and create lasting cultural change.

边听边看，每个词都清晰呈现

轻松跟读，《让幸福为你工作》中的每个词都会随音频实时高亮。

第 3 章

Hardwiring Authentic Appreciation: The Foundation of Workplace Positivity

When COVID-19 hit, Dr. Lisa Hagel, superintendent of a school district in Flint, Michigan, sent nightly emails highlighting stories of team members helping each other. This wasn't new-following the Flint water crisis, she had already established a culture of appreciation through "WOW boards" for posting recognition notes and orange superhero capes passed among staff who did something positive. Her efforts created a supportive culture that sustained her team through multiple crises. Authentic appreciation combines two powerful happiness drivers: gratitude and altruism. Research by Robert Emmons found happiness increased by 25% in groups practicing gratitude daily for just 21 days, with benefits lasting over six months. Those practicing gratitude consistently feel increased joy, optimism, and vigor while becoming more helpful and empathetic. Appreciation creates positive emotions for both giver and receiver-recipients feel valued and affirmed, while providers experience the inherent reward of kindness. Despite widespread knowledge about appreciation's importance, most leaders aren't practicing it enough-surveys show 80% of senior leaders believe employees are recognized monthly, but only 22% of individual contributors report this frequency. The good news is that appreciation creates virtuous cycles: research shows employees who receive four or more touchpoints of praise in a quarter double the amount of praise they give peers. Creating a culture of authentic appreciation requires three key elements: finding good things to appreciate, delivering appreciation effectively, and getting your team involved. To find more opportunities for appreciation, start with a work-focused gratitude practice. Write down three specific things you're grateful for daily, including work items, noting both what you appreciate and why it matters. This rewires your brain through neuroplasticity to notice positive contributions. When delivering appreciation, specificity is crucial. Rather than generic "good job" comments, explain exactly what was done well and its impact. Ask team members how they prefer to receive recognition-some thrive on public praise while others prefer private acknowledgment. Avoid comparison-based praise that ranks employees against each other, and recognize collective wins rather than just superstars. As a manager, you're the linchpin for gratitude, but effective leaders turn team members into praise providers themselves. Create a culture of continuous recognition by making space for appreciation in team meetings. Implement peer recognition systems, which have been shown to increase engagement by up to 14% and employee satisfaction by 88%. Help your team receive recognition gracefully by teaching them to accept praise with a simple "thank you" rather than deflecting it.

第 4 章

Cultivating Connection: The Social Foundation of Engagement

Connection is fundamental to human survival and workplace success. Social connection doesn't require becoming best friends with coworkers-it's about creating the sense that we belong, are valued, and care about each other's welfare. This feeling of connection helps diverse teams achieve collective goals more effectively. Research consistently shows that strong social connections are the number one driver of happiness, with studies from Harvard to the University of Illinois confirming that people with strong social ties are happier, healthier and live longer. At work, Google's Project Aristotle found that individual traits mattered less to team success than social connections and psychological safety. Gallup research shows employees who can discuss non-work topics with their manager are nearly seven times more engaged than those who can't, and those with a best friend at work are seven times more likely to be engaged. Building meaningful workplace connections requires more than occasional company picnics or birthday celebrations. True connection comes through everyday building blocks: authentic caring, psychological safety, mutual support, and creating space for small positive interactions throughout the day. Your relationship with direct reports is the primary driver of their workplace happiness and engagement. This requires genuinely caring about every team member's welfare-even those you wouldn't socialize with outside work. People can sense insincerity, so your intentions must be authentic. Two practices can help build your "caring muscle": a gratitude practice focused on team members, and a connecting meditation where you mentally wish well-being for others. Psychological safety forms the foundation of workplace connection. In the modern workplace, psychological safety means people feel comfortable speaking up, sharing ideas, and asking for help without fear of embarrassment or punishment. Project Aristotle at Google found this was the number one dynamic of successful teams. Leaders should model having curious conversations rather than blaming ones, assuming positive intention and asking open-ended questions. Micromoments of connection-those brief interactions where people feel in sync, heard and energized-are essential building blocks for workplace relationships. To create these moments: convey full presence by making eye contact and leaning in; put away your phone; ask more questions than you tell; and focus on positive topics, celebrating good news with "active constructive responding." As a leader, you need to encourage team members to connect with and support one another through daily work and routines, not just special events. Start team meetings with connection exercises like check-in questions, include quick help requests as a recurring agenda item, schedule weekly team lunches, create designated coffee breaks for weekend updates, establish social spaces in the office, and give permission for laughter and play-which helps people form stronger bonds and take more risks together.

从《让幸福为你工作》中收获更多

每日获取新洞见，探索 10 万+ 条课程内容
文字实时高亮，与音频同步
保存你的书库，在所有设备上随时访问

第 5 章

Putting Stress to Work: Transforming Pressure into Performance

We've been conditioned to see stress as the enemy of productivity and health, with research linking it to major causes of death and numerous physical ailments. But there's another perspective: stress can actually boost performance and health when properly channeled. Our stress response evolved to help our ancestors survive threats, preparing the body and mind for action. The key distinction is between the harmful "threat response" (believing we lack resources to meet demands) and the beneficial "challenge response" (believing we can rise to the occasion). While both involve physiological arousal, the challenge response includes higher levels of DHEA relative to cortisol, enabling better focus, clearer thinking, and healthier cardiovascular function. The ASPIRe framework offers five powerful tools for channeling stress productively: Acknowledge your stress (recognize when you're stressed to gain response choice); Shift your mindset (adopt a stress-is-enhancing perspective); Purpose (connect to meaning behind stressors); Inventory your resources; and Reach out to help others. Simply recognizing when we're stressed shifts processing from reactive brain regions to the prefrontal cortex, giving us choice in our response. Your mindset about stress-whether you see it as debilitating or enhancing-determines its impact. Research from Stanford and Rochester shows this dramatically: a landmark Wisconsin study found people with high stress who believed stress harmed health had 43% higher mortality than those with identical stress levels who didn't hold this belief. When facing stress, our subconscious makes split-second judgments about whether we have resources to cope, often defaulting to threat response due to our evolutionary negativity bias. But by consciously inventorying our resources-personal (strengths, skills), team (colleagues), tangible (money, time, technology), and network (advisors, contacts)-we can shift toward a challenge response. Counterintuitively, helping others when we're stressed can activate the "tend-and-befriend response," shifting us from threat to challenge. This response activates three systems: the offspring-community caregiving system (releasing oxytocin for connection and courage), the reward system (releasing dopamine for motivation and hope), and the attunement system (enhancing perception through serotonin). The power of stress mindset can be extended to teams in two important ways. First, it happens naturally-research shows that positive stress mindsets are contagious. When leaders demonstrate challenge responses, team members automatically adopt similar approaches. Second, leaders can proactively share this knowledge with their teams, introducing the counterintuitive but science-backed idea that stress can be beneficial.

第 6 章

Activating Employee Superpowers: Leveraging Signature Strengths

Signature strengths combine two essential elements: being good at something (through natural talent or developed skill) AND gaining energy when using it. This energy component distinguishes signature strengths from mere competencies and taps into intrinsic motivation. In contrast, "decoy strengths" are skills you excel at but find draining. This contradicts traditional educational emphasis on being "well-rounded," which forces focus on weaknesses rather than building on natural strengths. Research strongly supports the connection between using signature strengths and increased happiness. A 2019 meta-analysis of 30 controlled studies showed significant improvements in both frequency of positive emotions and overall life satisfaction when people identified their strengths and found new ways to apply them. Gallup research found people who focus on strengths are three times more likely to report high quality of life than those who don't. The workplace benefits of strengths-based approaches are substantial and well-researched. Gallup's massive study of nearly 50,000 business units and over 1.2 million employees found that work groups using strengths-based interventions saw 9-15% increases in employee engagement, leading to 14-29% profit increases. The manager's role is crucial: 67% of employees whose managers focused on their strengths were engaged versus only 2% whose managers didn't. Despite two decades of knowledge about strengths, most workplaces fail to apply this knowledge daily for three main reasons. First, lack of ownership: people often take assessments but don't reflect on which strengths genuinely energize them versus which are merely "decoy strengths" that drain energy. Second, lack of practical application: many take assessments, find them interesting, but never integrate findings into daily work. Third, the persistent expectation that everyone needs to be well-rounded. To identify your signature strengths, take a strengths assessment like CliftonStrengths or Strengths Profile, solicit outside perspectives through the Reflected Best Self Exercise, and examine your "weaknesses" which may actually be overutilized strengths. After gathering potential strengths, prioritize them based on energy, not just competence. Create a comprehensive "My Strengths" document with definitions, supporting evidence, and application ideas. The core benefit of knowing your strengths is finding ways to use them more often. Even small changes create a virtuous cycle where the energy gained drives you to find more opportunities to apply them. Examine your job description, calendar, and goals to identify opportunities to use your strengths more often. Take the 21-Day Strengths Challenge by spending five minutes before work noting how you used a strength in the past 24 hours, then identifying at least one opportunity to apply a strength that day. As a leader, you can implement strengths work with your team by learning each member's strengths one-on-one, redistributing work based on strengths, assigning new projects based on signature strengths, and focusing development on each person's strengths rather than weaknesses. When team members develop in areas of natural talent and motivation, they make greater leaps forward with the same investment of time.

边听边看，每个词都清晰呈现

轻松跟读，《让幸福为你工作》中的每个词都会随音频实时高亮。

第 7 章

Mining for Meaning: Finding Purpose in Any Work

Meaning comes from feeling your life has value and purpose, as illustrated by Ed, a construction project manager who nearly abandoned his career before finding fulfillment. There are two major pathways to meaning: Purpose-Meaning involves contributing to something bigger than yourself (like Ed transforming an industry fraught with conflict), while Values-Meaning comes from aligning your activities with your deepest-held values. Meaning is an essential human need that helps us make sense of life and turn challenges into opportunities. While people with purpose-driven lives report nearly 10 times higher overall well-being, pursuing meaning isn't always the easiest path. Like parenting, meaningful work often requires sacrifice, stress, and delayed gratification. The very challenge and caring that makes work meaningful can temporarily reduce short-term happiness while building deeper fulfillment. Finding meaning at work dramatically increases motivation and engagement. Research shows that making progress in meaningful work is the single most important factor in workplace engagement. Employees who find meaning report 1.7 times higher job satisfaction and are 1.4 times more engaged. Your odds of being completely engaged increase by 250% when you spend significant time doing meaningful work. Three common barriers prevent people from finding meaning at work: 1) The belief that meaning belongs outside work in family or community, not in "rational" professional settings; 2) Inability to clearly define personal values in applicable ways; and 3) The misconception that meaning is only available in certain "noble" careers like healthcare or education. Research shows meaning can be found in any job-from janitors to executives-by transforming work from just a job into a calling. To tap into Purpose-Meaning, facilitate a team brainstorming session about who benefits from your work. Even in technical roles with no direct patient contact, employees can find deep meaning in their work's impact. After identifying who benefits from your work, gather specific stories about people whose lives have been changed by your team's efforts. Sharing meaning stories dramatically impacts motivation and performance-when university telephone fundraisers spent just five minutes hearing how scholarships changed students' lives, they doubled their calls per hour and increased revenue by over 400 percent. To tap into Values-Meaning, help team members discover and prioritize their core values through reflection exercises. Finding meaning requires seeing clear connections between core values and daily activities. Bryan, newly promoted to manager, felt empty making compliance training videos until he completed a values prioritization exercise and discovered his core interpersonal values: inclusion, appreciation, trust, and team orientation. By applying these values to his management style, he found renewed motivation and meaning in the exact same job. After establishing a prioritized list of values, write a sentence or two defining what each value means specifically to you. Rate how well you're honoring each value in both work and personal life, then write specific examples of how you're currently living each value. Small changes can create ripples that spread through the team, creating a virtuous cycle of meaning without requiring massive overhauls.

第 8 章

Embracing the Negative: Working With Difficult Emotions

When I transitioned from venture capitalist to happiness speaker, I expected perpetual positivity. Instead, I discovered that suppressing negative emotions led to anxiety, insomnia, and eventually depression. This two-year journey taught me that covering negativity with positive thinking doesn't work-some negative emotions must be fully experienced for a flourishing life. Negative emotions-disappointment, frustration, sadness, anger, fear, guilt, anxiety, embarrassment-are those we instinctively avoid. Yet the ability to accept and work with these feelings-called "distress tolerance"-strongly predicts success in work, relationships, and life. Authentically happy people don't suppress negative emotions; they turn toward them, recognizing that these feelings ground us in reality and provide crucial information. Negative emotions come in two forms: necessary and gratuitous. Necessary negative emotions are the "first darts" of human existence-unavoidable discomforts that arise when living meaningfully in the world. Gratuitous negative emotions are the "second darts" we throw at ourselves-the expanded stories we create that contaminate our thoughts with extra layers of negativity. To boost emotional agility, we must first become aware of our negative emotional states through regular check-ins. Next, we should name the specific emotion we're feeling, which brain scans show immediately diminishes its power by shifting processing from primitive emotional centers to the logical prefrontal cortex. Then, rather than trying to squash the feeling, we should allow it space to exist, determine whether it's necessary or gratuitous, and consciously choose our response. Gratuitous negative emotions-those uncalled-for feelings caused by our internal dialogue-provide little value while consuming our emotional energy. They directly impede happiness by stealing time we could spend in neutral or positive states. They also significantly obstruct engagement, fostering apathy, detachment, and boredom that push people to disengage or do minimal work. To reduce gratuitous negativity, use healthy distractions to interrupt negative cycles, act the way you want to feel for short periods, avoid emotional triggers when possible, prepare better for stressful situations, reframe unavoidable negative situations, appreciate the protective intent behind your inner critic, challenge negative thoughts with evidence, and clarify what you actually control. While embracing negative emotions seems counterintuitive to increasing happiness, it's actually essential. Many people suppress negative emotions through "positive thinking" or numbing behaviors like alcohol or mindless entertainment. This emotional suppression leads to "emotional leakage" where bottled feelings surface inappropriately elsewhere. Paradoxically, numbing negative emotions also closes us off to positive ones, taking us further from happiness. When facing significant negative emotions from external events-job loss, death, missed promotion, relationship ending-research shows the only healthy way forward is to let these feelings in. This approach can lead to "posttraumatic growth," where negative events catalyze personal development. Studies show 30-70% of trauma survivors report greater connection with others, increased resilience, deeper self-knowledge, and more appreciation for life. Powerful tools for embracing necessary negative emotions include expressive writing (writing continuously for at least 15 minutes on four consecutive days about upsetting experiences), self-compassion practices (combining mindfulness, common humanity, and self-kindness), sharing struggles authentically with trusted others, and seeking professional help when needed.

从《让幸福为你工作》中收获更多

每日获取新洞见，探索 10 万+ 条课程内容
文字实时高亮，与音频同步
保存你的书库，在所有设备上随时访问

第 9 章

Approaching as a Coach: The Framework That Brings It All Together

Manager-coaching involves regular conversations to understand each team member as an individual-their skills, strengths, goals, values, and motivations-and helping them apply these to meet organizational needs. When done well, it builds trust and strong relationships while tapping into employee expertise and creativity, essential for tackling today's complex work challenges. Manager-coaches differ fundamentally from directive managers. While directive managers operate through authority and personal expertise, manager-coaches hold people accountable while facilitating growth. Directive management may be faster in the short run for task-based activities, but sacrifices autonomy and motivation-key drivers of engagement. Unlike annual performance reviews that activate threat responses, coaching stimulates neurogenesis, well-being, and cognitive openness. Regular coaching conversations help employees feel valued, supported, and cared for as individuals-all driving happiness. Research shows 68% of coached employees report increased work satisfaction. Effective manager-coaches retain 20% more employees, saving significant hiring and training costs. Your relationship with your team members is their most important organizational connection, accounting for nearly 70% of variance in engagement scores. Employees with effective manager-coaches are 40% more engaged and show 38% more discretionary effort. Despite clear benefits, managers resist coaching for several reasons. Many claim there's "not enough time," though effective coaching actually saves time by empowering employees, reducing distractions, and enabling shared leadership. Research shows the most effective "connector-manager" style increases employee performance by 26%, while micromanaging "always-on" coaching degrades performance by 8%. Successful coaching requires genuine care for employees' development as people, not just for productivity. Adopt Adam Grant's "prestige influence style" by asking more questions and speaking only 20% of the time during coaching sessions. Focus sessions on employee strengths and building on successes rather than weaknesses. Act as a resource, not a fixer-ask open questions like "What have you tried?", "Where did it fail?", "What did you learn?", and "How could you do it differently?" For effective coaching sessions, ask team members to send a brief preparation email, review notes from previous sessions, create a top-level agenda focused on their development, stay attuned to them during meetings, and end conversations by summarizing agreed-upon next steps for both parties. Powerful coaching tools include getting to know your people as humans by asking good questions about their goals, needs, strengths and values; believing in them and communicating high expectations; encouraging job crafting by providing flexibility in technique, task, time and team; finding their intrinsic motivation through questions like "Why might you want to change?" and "Why didn't you pick a lower number?" on readiness scales; connecting them to resources; and passing the coaching approach down to other managers. This coaching strategy connects with all six previous strategies, as coaching sessions provide the perfect opportunity to implement tools from each while supporting team development and creating a more positive work environment.

★★★★★

你已读完《让幸福为你工作》

深受 100 万+ 学习者喜爱

“坚持使用 23 天了，我每天都会打开它。它现在已经成为我的日常习惯。”

jayallen

《让幸福为你工作》核心主题

intrinsic motivation
positive psychology
employee engagement
workplace culture
authentic appreciation

《让幸福为你工作》经典语录

Happiness drives success, not the other way around.
Employees care about happiness.
Positive emotions unlock engagement.
Appreciation creates virtuous cycles.
Connection is fundamental to human survival and workplace success.

《让幸福为你工作》主要人物

Eric KarpinskiAuthor and workplace psychology expert
Shawn AchorHappiness researcher and TED speaker
Dr. Lisa HagelSchool superintendent and case study subject
Robert EmmonsResearch scientist focused on gratitude

关于作者

《让幸福工作》（Put Happiness to Work）的作者埃里克·卡平斯基（Eric Karpinski）是一位正向心理学专家和高管教练，以将科学研究转化为可操作的职场策略而闻名。卡平斯基拥有布朗大学的科学学位和沃顿商学院的工商管理硕士（MBA）学位，他将严谨的学术研究与企业实践相结合，专注于员工敬业度、生产力和福祉。

他的著作融合了神经科学与正向心理学，为组织的可持续变革提供了工具。这些工具源于他为英特尔（Intel）、Facebook 和美国国家航空航天局（NASA）等客户提供的近 1,000 小时国际教练联盟（ICF）认证教练经验。

作为肖恩·阿克尔（Shawn Achor）GoodThink 团队的核心成员，卡平斯基定期与妻子贝卡·拉贝·卡平斯基（Becca Labbe Karpinski）共同为《今日心理学》（Psychology Today）撰稿，提供关于领导力和团队动态的循证建议。他的方法论已被财富 500 强公司以及基因泰克（Genentech）和 T-Mobile 等机构在全球范围内采用。该书得到了亚当·格兰特（Adam Grant）和丹尼尔·平克（Daniel Pink）的认可，汲取了他 20 年来在商业与行为科学交叉领域的职业经验。

《让幸福工作》由麦格劳-希尔（McGraw Hill）于 2021 年出版，已成为寻求以数据驱动方法培养韧性与创新能力的领导者们信赖的资源。卡平斯基的作品经常被全球组织心理学课程和企业培训项目引用。

下载《让幸福为你工作》摘要

免费获取《让幸福为你工作》摘要的 PDF 或 EPUB 版本。可打印或随时离线阅读。

用户还喜欢

Bring Your Human to Work

Erica Keswin

The Happiness Advantage

Shawn Achor

Happiness Equation

Neil Pasricha

Making Work Human

Eric Mosley and Derek Irvine

Joy at Work

Marie Kondo & Scott Sonenshein

The Best Place to Work

Ron Friedman

Happier

Tal Ben-Shahar

Humor Habit

Paul Osincup

关于本书的常见问题

发现更多

学习计划

The Science of Workplace Motivation

Understanding the mechanics of human drive is essential for leaders looking to foster high-performance cultures. This plan is ideal for managers and HR professionals who want to move beyond surface-level perks and leverage psychological and biological insights to truly engage their teams.

1 h 30 m•3 章节

学习计划

The Psychology of High-Performance Teams

High-performing teams are built on psychological trust rather than just technical skill. This plan is essential for leaders and managers looking to unlock collective intelligence and improve productivity by fostering a secure, focused work environment.

1 h 36 m•3 章节

学习计划

Values that increase happiness

This learning plan synthesizes cutting-edge research on what truly drives human happiness, moving beyond quick-fix solutions to explore the deeper values and connections that create lasting well-being. Ideal for anyone seeking evidence-based approaches to improve life satisfaction, develop meaningful relationships, and align their daily choices with their core values.

3 h 18 m•4 章节

学习计划

Bridge the Intention-Action Gap

Many high-achievers struggle not with a lack of ambition, but with the psychological friction that prevents execution. This plan is designed for professionals and students who want to stop procrastinating and start automating their productivity through science-backed behavioral strategies.

1 h 12 m•3 章节

学习计划

The High-Performance Manager's Playbook

This playbook is essential for new and mid-level managers struggling to balance execution with strategic leadership. It provides the tactical tools needed to shift from doing the work to driving results through others and protecting deep work.

2 h•4 章节

学习计划

The High-Growth Leadership Playbook

In fast-scaling environments, traditional management often leads to burnout and missed deadlines. This playbook is designed for high-growth leaders who need to shift from tactical oversight to strategic empowerment to sustain team performance. It provides the psychological and behavioral tools necessary to build a self-sustaining, high-energy culture.

2 h•4 章节

学习计划

The Deep Work Strategy

In an era of constant digital distraction, the ability to focus deeply is a rare and valuable superpower. This plan is essential for professionals and creatives who want to increase their cognitive output and master hard skills quickly.

2 h•4 章节

学习计划

The Strategist's Toolkit for Human Dynamics

In high-stakes environments, understanding the hidden layers of human behavior is a critical survival skill. This plan is designed for leaders and professionals who need to identify predatory tactics and apply strategic decision-making to win in competitive social landscapes.

1 h 45 m•3 章节

由哥伦比亚大学校友在旧金山创建

LOVED BY

1,000,000+ curious minds.

4.7

avg rating

1M+ learners

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

@Raaaaaachelw

"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

@Matt, YC alum

108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

@Erin, Investment Banking Associate , NYC

254

"Feels effortless compared to reading. I’ve finished 6 books this month already."

@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

查看更多网络上关于 BeFreed 的讨论

由哥伦比亚大学校友在旧金山创建

LOVED BY

1,000,000+ curious minds.

4.7

avg rating

1M+ learners

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

@Raaaaaachelw

"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

@Matt, YC alum

108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

@Erin, Investment Banking Associate , NYC

254

"Feels effortless compared to reading. I’ve finished 6 books this month already."

@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

@Raaaaaachelw

"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

@Matt, YC alum

108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

@Erin, Investment Banking Associate , NYC

254

"Feels effortless compared to reading. I’ve finished 6 books this month already."

@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

@Raaaaaachelw

"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

@Matt, YC alum

108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

@Erin, Investment Banking Associate , NYC

254

"Feels effortless compared to reading. I’ve finished 6 books this month already."

@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

查看更多网络上关于 BeFreed 的讨论

开启你的学习之旅，就是现在

第 8 章

让幸福为你工作

概述《让幸福为你工作》概述

一本书，多种聆听方式。

The Science of Happiness at Work: A Revolutionary Approach to Engagement

Why Engagement Initiatives Fail (And What to Do Instead)

边听边看，每个词都清晰呈现

Hardwiring Authentic Appreciation: The Foundation of Workplace Positivity

Cultivating Connection: The Social Foundation of Engagement

从 《让幸福为你工作》中收获更多

Putting Stress to Work: Transforming Pressure into Performance

Activating Employee Superpowers: Leveraging Signature Strengths

边听边看，每个词都清晰呈现

Mining for Meaning: Finding Purpose in Any Work

Embracing the Negative: Working With Difficult Emotions

从 《让幸福为你工作》中收获更多

Approaching as a Coach: The Framework That Brings It All Together

你已读完 《让幸福为你工作》

《让幸福为你工作》核心主题

《让幸福为你工作》经典语录

《让幸福为你工作》主要人物

关于作者

下载《让幸福为你工作》摘要

用户还喜欢

关于本书的常见问题

What is Put Happiness to Work about?

Who should read Put Happiness to Work?

Is Put Happiness to Work worth reading?

What are the 7 strategies in Put Happiness to Work?

发现更多

1,000,000+ curious minds.

1,000,000+ curious minds.

一本书，多种聆听方式。

The Science of Happiness at Work: A Revolutionary Approach to Engagement

Why Engagement Initiatives Fail (And What to Do Instead)

边听边看，每个词都清晰呈现

Hardwiring Authentic Appreciation: The Foundation of Workplace Positivity

Cultivating Connection: The Social Foundation of Engagement

从 《让幸福为你工作》中收获更多

Putting Stress to Work: Transforming Pressure into Performance

Activating Employee Superpowers: Leveraging Signature Strengths

边听边看，每个词都清晰呈现

Mining for Meaning: Finding Purpose in Any Work

Embracing the Negative: Working With Difficult Emotions

从 《让幸福为你工作》中收获更多

Approaching as a Coach: The Framework That Brings It All Together

你已读完 《让幸福为你工作》

用户还喜欢

发现更多

《让幸福为你工作》概述

从《让幸福为你工作》中收获更多

从《让幸福为你工作》中收获更多

你已读完《让幸福为你工作》

从《让幸福为你工作》中收获更多

从《让幸福为你工作》中收获更多

你已读完《让幸福为你工作》