SAPA Project: My Personality Strengths

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.

A1a. Description of Experience One experience in my life where I was successful and used these specific personality dimensions was when I was a Production Supervisor at a fast paced food manufacturing plant. I learned the process inside and out which enabled me to step in and help out when needed at many levels of the production process. The trust that I gained and willingness to step in and help at any level also gave me respect and trust which in a goal oriented fast paced production

Where do I see myself in four years? I see myself graduating with the Core 40 Technical Honors diploma. Also going to college to become a Crime Scene Investigator. I 'm not really sure where I want to go yet because I haven 't really thought about it yet.

Background Tom Rath began working with a group of scientists in 1998 to start a conversation about our strengths (Rath, 2007). A 40-year study, led by Donald O. Clifton, helped to create a language of common talents, and in 2001, included this assessment into their bestselling management book Now, Discover Your Strengths (Rath, 2007). During their study, they found out that “people who do have the opportunity to focus on their strengths every day are six times as likely to be engaged in their jobs and more than three times as likely to report having an excellent quality of life in general” (Rath, 2007, pg. iii). A major problem with this was a majority of people were either unsure of or unable to explain their strengths (Rath, 2007). When developing StrengthFinder 2.0, the ultimate goal was to build upon your true strengths which take practice and hard work (Rath, 2007).

My five strengths that strengthsquest gave me is Input, Connectedness, Relator, Futuristic, and Responsibility. Each of these strengths definitely describe me and how I look at my life. I have worked in retail and customer service for the past four years and I use each of my strengths while working with the customers.

In the past couple of weeks I found a common theme about my personality and my strengths through Strengthsfinder, MBTI, and the FOCUS 2 assessments. I have come into touch with my strengths of adaptability, competition, empathy, curiosity, communication, and consistency. On all three assessments I have learned that I

Productivity according to Stevenson (2016) can measure the output over time, this allows the organization to evaluate the performance and determine where improvements can be made. My organization

I like to think I have many strengths. After review of my character/ personality test, I can see what they are. I am a task-oriented leader, which drives me to finish a project. I have a strong individual work ethic, which allows me to be responsible and not rely on others. I am good at building and leading

Gallup has estimated that collectively, disengaged employees could conceivably cost the economy in the U.S. up to $350 billion a year. Research has shown that around 15 to 20 percent of the workforce is currently disengaged. This means that they could be actively bringing down the overall level

Collaborative and Workflow Tools A paper presented to the Department of Information Systems University of Cape Town By Ntombenhle Mngomezulu In partial fulfillment of the requirements for the course Systems Development (INF4004W) Seminar #10 TABLE OF CONTENTS 1. Introduction 3 2. Collaboration 3 3. E-Collaboration and virtual teams 5 3.1. Challenges of virtual teams 6 3.1.1. Virtual Environment: 6 3.1.2. Trust: 7 3.1.3. Communication 7 3.1.4. Cultural differences 7 3.1.5. Team Cohesion 7 3.1.6. Software Collaboration 7 4. Drivers of e-collaboration 8 4.1. Increase in internet technology 9 4.2. Pressure to constantly innovate 9 4.3. Globalisation and Liberalisation of markets 9 4.4. Emergence of Increased productivity can lead to an organisation having a more sustainable competitive advantage in the market place (Li et al, 2007; Riemer et al, 2009).

“Newspapers are riddled with stories of deceit and deception from leaders in both the commercial and government sectors” (Wilson, 2009, p. 12). The article raises the growing issue and challenges leaders face with disengaged employees and high turnover rates; and turnover isn’t cheap. For those concerned with the bottom line, it’s important to know that the cost of turnover is estimated to be equivalent to an entire year’s salary of the employee who left, not to mention the cost of lost productivity, absenteeism, and increased health costs. Wilson also indicated that research by Gallup and other organizations indicate employee disengagement is costing companies billions of dollars every year (as cited in Wilson, 2009). Average employee tenure is less than five years, and for millennials- less than three (Morgan, 2015).

My Personality Based on Three Perspectives What makes you who you are is your personality or so I think. Personality is what makes you special and different from every other person. Personality is what people see in you and perceive what kind of person you are. Personality is defined as individual differences in the way we think, behave and act (American Psychological Association, 2015). One of my strong personalities is that I’m a defender, which means I am willing to defend my loved ones at any time, in any situation. If someone I love is need of me I will not hesitate to be there for them and support them. This may be different from another person’s personality and that’s what makes me special. Having said that, I’m also a loving and caring

HR issues have been common in many organizations. Productivity is one of the recent issues that a certain organization is facing. The level of production matters a lot in all organizations (Eden, 2015). This is the main aspect that an organization focuses and aims to achieve in its daily operations. The organization has met challenges as it tries to sustain its performance. Productivity management involves the process of monitoring and developing activities in an organization to ensure that there is a gradual increase in productivity levels. In the case study, the organization’s performance has been low for the last two years. Managers and owners of the organization have witnessed a fall in its production (Eden, 2015). As a result, a need

Increase Employee Productivity with Technology Staying ahead of the competition and increasing profits are the fundamental objectives for every organization. However, many firms today continue to invest extensively in business development activities and less on employee productivity. This mindset ignores the firm’s chief asset and its core foundation, which is its workforce.

Job satisfaction is defined as "the extent to which people like (satisfaction) or Recruiting and training new employees consumes a substantial proportion of the organization’s budget where losses may even amount to more than two times the person’s salary. There are also various costs that cannot be measured on monetary terms like, disturbances in the day-to-day operations, stress etc. Frequent and unwanted turnover can also create a negative image of the organization. (Singh and Loncar, 2010)