Hope: A Driver of Positive Organization behaviourLiterature ReviewFred Luthans defined Positive Organization Behaviour as the study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in todays workplace. Positive state like psychological capacities such as optimism, efficacy, hope, resilience, and psychological capital plays a major role in generating positive organization behaviour. The studies suggest that positively oriented behaviours may have a substantial positive impact on the performance and other desired outcomes. The positive traits that influences the individual to core self-evaluation.Snyder, Irving, and Anderson define hope as a positive motivational state that is based on an interactively derived sense of successful (1) agency (goal-directed energy) and (2) pathways (planning to meet goals). Hope is State like thus it is open for development and improvement. Hope capitalizes on self-initiated goal-directed motivations and behaviours. In essence, the higher an individuals self-evaluations, the positive the persons self-regard and the more goal self-concordance is expected.PathwaysPathways are the replications of the perceptions of the individual on how to achieve the desired goals. Actual experiences on of goal attainment process will improve pathway thinking process. The pathway creates a base for the Goal setting which is agency aspect of the Hope. The main objective of the pathway is how to attain the goal. Cognitive therapy can also help in generating more efficient pathways; where cognitive therapy is an effort to convert problems into solvable problems.

Hypothesis: Does Planning of the Goal/Objective improves efficiency of achieving goals?AgencyAgency refers to peoples thoughts about the ability to begin with and continue movement on selected pathways toward their goals. Without agency thinking the individual will not have motivation as the individual wouldnt have any goal to work for. The decision of individual reflects the agency as it involves the decision to implement a particular pathway toward the goal of improving. Hypothesis: Do efforts for achieving goals improve performance of the individual?

Research MethodIn this research the qualitative method has been developed to conceptualize the role of hope in Positive Organization behaviour. For the research 10 individuals have been interviewed from different organization to understand how hope plays roles in any employees performance and how it drives different positive traits which relates to Positive organization behaviour. Questionnaire was used to interview the individuals which included questions such as; 1. Are you satisfied with the current salary and other perks offered?2. If no, then what are the different factors that are holding your faith in the organization?3. Was the last performance appraisal was up to your expectation? 4. If no, then what contributed to your thought of staying in the organization?5. Do you like the working environment of your organization?6. What are the factors apart from salaries and perks that inspire you to work in the organization? 7. Do you like to work overtime to achieve your targets given by your superior?8. Do you set your own targets to work upon?9. Do you look forward to work upon other assignments which are not assigned to you?10. What are your long term and short term goals?11. Have this targets, goals and extra work helped you in getting better results?12. For how many years you have been working in this organization?Data AnalysisTwo analysis were critical for purpose of this research: How different factors maintained individuals hope and how goal setting and setting different targets helped individual perform better. Some of the employees were satisfied with their current salaries as they have chosen their Job benchmarking the salaries. But some individuals who has more than 5 years of experience are not satisfied with their salaries when they compared their salaries with others working in same industry; still they were working in the organization with the hope of getting promotion. Though false hope also had led to dissatisfaction in one individual where individual was having expectation of getting appraisal as he considered that good relation with superior can lead to good results. Some cases also reported that grapevine in the organization can also help in maintaining hope in the organization. Informal groups like friends and peer groups helps in staying positive when a person facing and unexpected results. Goals attributed as a directly proportional to the performance. Setting targets and goals motivated individuals in the organization. Pathways also attributed as positive factor. Some individual didnt get appraisal as per their expectation but as they were progressing on their path of achieving their personal goal they didnt take their unexpected results negatively; in fact they set a higher targets and started working on it which further helped them achieve good performance appraisal. Targets given by superior helps individuals set some benchmarks but personal targets and short term goals actually motivates them. Individuals who works upon extra assignments apart from their assigned work actually got more recognised in their job which played a role of motivator for them. ConclusionFrom the Data analysis, alternative hypothesises should be selected. Planning and efforts of Goals actually improves efficiency and performance. Hope capitalizes a positive organization behaviour so manager should try to identify what are different factors that contributes to hope for any individual in the organization. References1. KEEPING AN EYE ON THE MIRROR: IMAGE ANDIDENTITY IN ORGANIZATIONAL ADAPTATION -JANE E. DUTTON, University of Michigan-JANET M. DUKERICH, University of Texas at Austin2. The Role of Hope in Cognitive-Behaviour Therapies- C. R. Snyder, Stephen S. Ilardi, Jen Cheavens, Scott T. Michael, Laura Yamhure, and Susie Sympson3. Emerging Positive Organizational Behaviour- Fred Luthans, University of Nebraska - Lincoln, fluthans@unl.edu