How Employee Strengths Improves Your Organization

Strength is that part of your intellect or nervous system that is more effective and productive than other parts. Throughout your experience of life, your actions or reactions drive different thoughts, behavior and emotion in your brain. The requests that are processed more efficiently and rapidly are known as your strengths. Nowadays, strengths-based approaches to work and life are gaining a lot of popularity and often they are used to improve leadership and create more productive and efficient work teams.

Rather than focusing on what the child can’t do, focus on what he can do. Recognising that the child has the initiative to take on experiences that empowers his development. Implementing inclusive, strengths based activities exercises the way children can recognise their competencies, this also involves the relationships you entitle with parents and fellow educators to aid the child's development. Partnerships offer valuable insights in regards to finding information about the child, it is important that when working together that opinion, perspectives and decisions are equally valued and respected.

Therefore, different job evaluation systems and different job evaluators are likely to assign different rankings to the same set of occupations.

When you have a strict culture with a million rules, I see that it affects the whole organization and it makes the internal employees not perform as well as they should. At Walt Disney world, they are entertaining people so their culture is set in being energized, fun and exciting. Having this type of culture also bring more people into the company and these talented individuals may have the next million-dollar idea. One of Eisner’s ways of getting people to be idea-generators was by having systems called the “gong show” and “charettes”. These two systems were great ways to get people to speak their thoughts and generate ideas. They would meet once a week and people would say ideas and they would get reactions from other people at the meeting. Having these two systems was a good way for people in an organization to know one another and how they tend to operate. Also, it is one way for an organization to become big and successful.

Question 9. Do you feel job descriptions are distributed fairly, determined by classification of jobs?

It will help the organization tremendously because you will be able to utilize the employee to the fullest based on the individual key strengths. Focusing on their strength so that they can be more of an asset to the company. By doing this not only will it benefit the organization but it will help the individual personally as well. They will be aware of their strengths, become more confident within themselves and therefore make wiser choices based on their strengths. Have you every heard of the saying "the right person for the right job"? That is exactly what can happen from employees taking the strength finder survey. Based on the employee's strengths she or he will be placed in the position to utilize and capitalize on them. Making a happy employee and an even happier employer. Personally, I know at my job as a welder, I like that my supervisor sees the "activator" (one of my strengths) in me and puts me in the right spot to use it accordingly. The strength finder survey should be a mandatory thing during the hiring process of each and every person applying. It would eliminate many unnecessary mistakes, errors or problems when actually in the field of work saving money and time. I am a person that is driven by my strengths and improve on weaknesses as I go. So to put people in a certain working atmosphere that goes with that individual strengths is a good idea and brings the best out of people. Making people work harder, smarter and take pride in their

My understandings of strengths based perspective come from both class discussions and from reading chapter one in the text written by Dennis Saleebey. Strengths based theory is a type of practice in the social work profession that helps the clients see their problems or struggles from a positive perspective, what I mean by this is that instead of using the clients problems to guide the focus of the sessions and practice. The social worker practitioner uses the person’s strengths, abilities and willpower to guide the client in helping the client improve their quality of life. Though in the reading the author goes in-depth about strengths based perspective the point of strengths based perspective is to help the client see that no matter what circumstances they have been in or currently are experiencing, every single person and family has strengths.

Places value on individualism, self-assertion, and competition. Not common in cultures that prioritize cooperation, keep others from failing, finding areas of agreement

The occupational performance strengths that my client presented during the senior fitness testing were being motivated and being in shape prior to the testing. My client scored in the 90-95 percentile in the Two-Minutes Step Test, 8-Foot-Up & Go Test, Arm Curl Test, and Chair Sit and Reach Test. D.K. scored average in two areas, Chair Stand Test and Back Scratch Test. My client also scored in the low fall risk category for his age and reached an average of 20.25 centimeters. The occupational performance challenges and areas of concern that my client obtained throughout the testing was the light pain that was presented in his left arm during the external rotation in the Back Scratch Test. This pain could be simply because my client did not stretch

0.5 points -- What are some individual strengths you can bring to your community care planning team? Explain.

The strengths and weaknesses of a committed actor can be paradoxical. For this area I chose to consult with an acting colleague of 17 years. I thought it was necessary to have an objective perspective to honestly describe what has been observed from someone that knows me, personally. The following paragraph from a close friend and veteran actor explains this quandary in her description of me.

My current strengths include; my honesty and passion towards my work. I have always been positive and confident regarding my aims and targets. Along with these, I am a good decision maker, due to which I can make right and quick decisions. Moreover, I have ability to motivate others and do team work. I am also a responsible person, when I make a target; I work day and night to achieve my goal.

An organization’s culture governs day to day behavior. This type of power may be seen as a control mechanism, which businesses use to manipulate internal and external perception. Every organization has a set of assumed understandings that must be adopted and implemented by new employees in order for them to be accepted. Conformity to the culture becomes the primary basis for reward by the organization. “The role of culture in influencing employee behavior appears to be increasingly important in today’s workplace, as organizations have widened spans of control, flattened structures, introduced teams, reduced

Organizational culture has been described as shared values and beliefs that underline a company’s identity. A strong culture that encourages employees from the top to the bottom in adaptation and change can increase organizational performance by energizing and motivating employees, shape behaviors, unify personnel in the goals / objectives and align employee’s actions with the priorities of the company (Daft, R., 2013). Creating a constructive culture should be a manager’s top priority because the right culture will propel a company into a top performer in its industry.

The classic Phrase by Mckinsey organisation, “the culture is how we do things around here” is taken as reference by many great people. It’s true that culture exist in an organisation which influences the work being done and also affects the success or failure of the project.