SOCIAL CAPITAL AND ENRICHED ENGAGEMENT OF SENIORS DR SHAMBHU N CHOWDHURY RSW, BSW, MBA, PHD

SOCIAL CAPITAL AND ENRICHED ENGAGEMENT OF SENIORS DR SHAMBHU N CHOWDHURY RSW, BSW, MBA, PHD

Part-1 What is Social capital? Types of social capital How it is different from other types of Capital? Sources of Social capital The Downside of Social Capital

Part-2- Engagement What is engagement? Do seniors need engagement-maslow in context? What are the classical engagement theories? What is self-engagement? My research and practice tools in selfengagement?

Part-3: Social capital and Seniors Engagement Positive psychology and engagement? Types of Engagement What is in between Illness and wellness? Dr. Martin Seligman s Video Questions?

What Are We Looking for A presentation or an engaging Conversation

SOCIAL CAPITAL The basic idea of social capital is that One s family, friends and associates constitute an important asset, that can be called upon in a crisis, enjoyed for its own sake and leveraged for multiple benefits.

CONCEPT OF SOCIAL CAPITAL 1 3 Social capital 2 4

CONCEPT OF SOCIAL CAPITAL Bonding Linking Social capital Bridging Structural

SOCIAL CAPITAL The system of community norms and interrelationships that produce TRUST COLLABORATIVE ACTION COMMUNITY CONSCIOUSNESS It is a network of trusting connections that members have with each other, inside and outside the community.

BONDING SOCIAL CAPITAL BONDING SOCIAL CAPITAL Connects people with common values, language, identity. Is by choice or necessity; inward-looking. Trusting relationship of members inside their network. It operates within a horizontal network -family, friends, neighbors, colleagues to facilitate cooperation and collective action

BONDING SOCIAL CAPITAL Is inward looking- can be found in Racial/ethnic organizations and associations Religious associations Gender-based groups Regional-based groups It strengthens reciprocity and solidarity among people who already have a high level of trust among themselves BUT, it tends to be EXCLUSIVE and, may undermine integrative goals associated with the larger society

BRIDGING SOCIAL CAPITAL Is OUTWARD looking and includes individuals across diverse social clefts Links with external resources, enables information diffusion and is characterized by respect and mutuality between people varying by age, ethnic group and class More valuable in terms of creation of collective resources through cooperation between dissimilar people in a given social structure

LINKING SOCIAL CAPITAL Special type of bridging capital as the network bridges people to diverse individuals. VERTICAL in dimension and more formal norms of respect and network of trusting relationships Operates across explicit, formal or institutionalized power or authority in a given society.

Social vs. Other Types of Capital Physical capital: plants, machinery, other equipment Financial capital: money and monetary instruments (e.g., stocks, bonds) Human capital: individuals--knowledge and skills Social capital: connections among people social networks and the norms of reciprocity and trustworthiness

WHY DO WE NEED SOCIAL CAPITAL

WE NEED SOCIAL CAPITAL TO Facilitate coordination and communication Create channels through which information about the trustworthiness of other individuals and groups can flow, be tested and verified Social capital tends to cumulate when it is used, and be depleted when not

The Need for Social Capital (cont d) Social interaction enable people to: Build communities Commit themselves to each other Knit the social fabric

Sources of Social Capital (World Bank, 2002) Families Firms Civil society The public sector Ethnicity Gender Communities: Music Gr., Fan Club, Social media

Part-2- Engagement What is engagement? Do seniors need engagement-maslow in context? What are the classical engagement theories? What is self-engagement? An inner art and science of flow and happiness. My research and practice tools in self-engagement?

ENGAGEMENT William Kahn the first academic to research and write about engagement, referred it as personal engagement. He referred personal engagement or disengagement arises when people bring in or leave out their personal selves during work-role performances. His notion was that Engagement is the investment of the self into work roles.

WHAT IS ENGAGEMENT Commitment Involvement Engagement Passion Enthusiasm

ENGAGEMENT Includes Absorption Focused effort Zeal Dedication Energy

Engagement-Definition Parker and Griffin argue that engagement is an active psychological state, and therefore is associated with Energetic States of Mind. There is, additionally, broad agreement that engagement is not a One-dimensional construct but rather comprises several facets.

Linking the term community to engagement serves to broaden the scope, Shifting the focus from the individual to the collective, with associated implications for inclusiveness To ensure consideration is given to the diversity that exists within any community.

Self-Engagement Is it Inner Engagement e.g. Self-development Meditation Things My home, My car Self? Engagement Beings Engaging with Kids, Grand kids Neighbors, Colleagues Roaming in the Past-75% Travelling in Future-15% Thoughts

Self-Engagement Do we Possess Ourselves? Is Self-Possession key to happiness? Engagement Do others possess us? Are we really independent?

Benefits of Engagement Engagement can foster a sense of Self-belonging, belonging to community It can bring considerable benefits for self and for the community. Individuals may become empowered and proactive with regard to issues that affect them.

Part-3: Social capital and Seniors Engagement Engagement and Social Capital Types of Engagement Transforming Illness into wellness Dr. Martin Seligman s Video Key Questions?

Engagement and social capital Trust is what makes engagement sustainable and enriching Trust: Core of Social Capital Trust: The very basis of building sustainable relationship Trustlessness=disengagement

SOCIAL CAPITAL & ENGAGEMENT Sense of belonging Values & Norms Participation Trust & Safety Diversity Trusted Networks Bridging & Bonding

Types of Engagement Are all engagements healthy?

Depletion: Burn Out Syndrome People have fixed amount of psychological, physiological resources Demands from one role create stress that restricts performance in other roles Multiple demands of work and family are detrimental to the individual What do you think?

Enrichment: The positive antithesis of burnout Can engagement Be positive A state of well-being Fulfilment and Self-actualization?

Enrichment: The positive antithesis of burnout A greater number of role commitments offer benefits to individuals rather than straining them Overall benefits of engagement in multiple roles outweigh the costs associated with them

Do Seniors Need Engagement According to Maslow all actions and engagement are driven by needs.

Burnout Vs Enrichment In Burnout Energy turns into exhaustion Involvement turns into cynicism, and Efficacy turns into ineffectiveness. In Enrichment Fulfilment results instead of emptiness of life Energy expands Energetic and effective connection with work

Holistic Engagement Head Intellectual Engagement Hand Physical engagement Heart Emotional Engagement

Purposeful Engagement Engaging with Things With Beings With Thoughts Engaging with self

Isolation to Engagement is a Journey From I(ll)ness To We(ll)ness I is We is Illness Togetherness Isolation Loneliness disconnectedness Engaged-ness Wellness Connectedness

Social Capital can turn I-llness to We-llness Social capital is a trusting connectivity where We can surrender I-ness as individual or I-ness as individual agency We become well either as individuals or as organizations.

Are social capital and sustainable senior engagement related? How can we use/develop trust in a diverse & capitalistic community So whose job is it to prepare the next generation to be active, informed, and engage Senior citizens?

Social Capital is Trusted togetherness When we are together We are much stronger We can overcome many barriers we can surely win new frontiers Agree or Disagree! We can Discuss!

Summary Social capital is trusted togetherness in the form of Bonding, Bridging and Linking The more we use it, the more it grows Sources of it: Families, Firms, Society, Ethnicity, Gender, Interest groups Trust is the Head & Heart of Social Capital- Trust is the soul of Engagement- so I think Social Capital and Engagement are made for each other Engagement can both be beneficial or detrimental Social Capital and Engagement are journeys from myself to Ourselves The joy of Engagement is when we are able to replace I-ness with we-ness Holistic Engagement is a multidimensional process that builds relationship with things, beings, thoughts and with self When we engage ourselves through our Head, Heart and Hands we enter the kingdom of happiness

References Bakker, A. B. & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223 Bedarkar, M. & Pandita, D. (2014). A study on the drivers of employee engagement impacting employee performance. Procedia-Social and Behavioral Science, 133, 106-118. Breevaart, K., Bakker, A. B. & Demerouti, E. (2014). Daily self-management and employee work engagement. Journal of Vocational Behavior, 84, 31-38. Gozukara, I. & Simsek, O. F. (2015). Linking Transformational Leadership to Work Engagement and the Mediator Effects of Job Autonomy: A Study in a Turkish Private Non-Profit University. Procedia- Social and Behavioral Science, 195, 963-971. Gruman, J. A. & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21, 123-136. Kular, S., Gatenby, M., Rees, C. Soane, E. & Truss, K. (2008). Employee Engagement: A Literature Review, Kingston University Working Paper Series, 19, 1-33.. doi: 10.1016/j.jvb.2010.06.007 Lee, J. and Michael, C. (2015). Drivers of work engagement: An examination of core self-evaluations and psychological climate among hotel employees. International Journal of Hospitality Management, 44, 84-98. Loher,J. (n.d.) Retrieved from https://www.google.ca/search?q=image+of+multidimensional+engagement&s ource=lnms&tbm=isch&sa=x&ved=0ahukewjboeslnfxuahvq82mkhypadr AQ_AUICigB&biw=1536&bih=759#imgrc=CuKmUTbwbzb0dM:

References Markos, S. & Sridevi, M. S. (2010). Employee Engagement: The Key to Improving Performance. International Journal of Business and Management, 5(12), 89-96 Rothbard, N. P. (2001). Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles. Administrative Science Quarterly, 46, 655-684. Schaufeli, W. B. & Bakker, A. B. (2010). Work engagement: A handbook of essential theory and research, 10-24. New York, NY, US: Psychology Press. Siu, O. L., Lu, J. F., Brough, P., Lu, C., Bakker, A. B., Kalliath, T,Shi, K. (2010). Role resources and work family enrichment: The role of work engagement. Journal of Vocational Behavior, 77(3), 470-480. doi: 10.1016/j.jvb.2010.06.007 Rothbard, N. P. (2001). Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles. Administrative Science Quarterly, 46, 655-684. Schaufeli, W. B. & Bakker, A. B. (2010). Work engagement: A handbook of essential theory and research, 10-24. New York, NY, US: Psychology Press. Siu, O. L., Lu, J. F., Brough, P., Lu, C., Bakker, A. B., Kalliath, T,Shi, K. (2010). Role resources and work family enrichment: The role of work engagement. Journal of Vocational Behavior, 77(3), 470-480. doi: 10.1016/j.jvb.2010.06.007 Tims, M, Bakker, A. B. & Xanthopoulou, D. (2011). Do transformational leaders enhance their followers daily work engagement? The Leadership Quarterly, 22, 121-131.