Finding Strengths in the Workplace
The most beneficial tool people could cultivate in order to further their satisfaction in the work environment, is to learn how to find and build upon innate strengths. It is a well-known fact that the most productive employees are the most satisfied, therefore it is important to invest in finding ways to make employees and leaders as happy as possible. In this paper I will cover what it means; to use the Clifton strengths finder, some ways to utilize these strengths and build on them and how to discover a more pleasant working atmosphere, how these are utilized as functions in nursing, as well as: how this will translate into my role as a nurse.
History: the Clifton Strengths Finder In the book by Tom …show more content…
Because people often waste valuable time working on personality traits that is believed to lead to more success in the future (Rath & Buckingham, 2007). By people deciding that they will just have to work harder at being a certain type of employee in order to get to the manager position without considering that possibly the manager or leadership skills are lacking; then there stems a problem, society supports the underdog and values true heroic story about someone who worked extremely hard for a long time to achieve the same results as someone who was born with the same skills and mastered the level of leadership much easier (Rath & Buckingham, 2007). There is an easier way, if everyone would learn what their own personal strengths are and realized how to work with what we have got first, enhance it, then determine from there the optimal plan of action in regards to advancement (Rath & Buckingham, 2007). Should we not instead find our own areas which we personally and naturally excel and build from that foundation, to help make a satisfactory work life and help others by leading them to self-acknowledgement (Rath & Buckingham, 2007)?
Defining Disengagement As Rath (2007) discusses in the strength finder 2.0: there is a link between those who are emotionally engaged and content at work; with those who feel they are able to go to work and do what they do best. Disengagement …show more content…
There are some tasks that are best mastered by someone who can be autonomous; someone who is able to work or function with little to no requirement of direction (Zerwekh & Zerwekh Garneau, 2015). This type of person could exhibit strengths of an achiever; someone who best operates using lists and marks off the tasks completed, giving themselves a scoring system to gain self-points for the day, or of someone who is strong in adaptability; someone who able to live in the moment and adjust to the current need such as those who can thrive in an emergent situation (Rath & Buckingham,
The most beneficial tool people could cultivate in order to further their satisfaction in the work environment, is to learn how to find and build upon innate strengths. It is a well-known fact that the most productive employees are the most satisfied, therefore it is important to invest in finding ways to make employees and leaders as happy as possible. In this paper I will cover what it means; to use the Clifton strengths finder, some ways to utilize these strengths and build on them and how to discover a more pleasant working atmosphere, how these are utilized as functions in nursing, as well as: how this will translate into my role as a nurse.
History: the Clifton Strengths Finder In the book by Tom …show more content…
Because people often waste valuable time working on personality traits that is believed to lead to more success in the future (Rath & Buckingham, 2007). By people deciding that they will just have to work harder at being a certain type of employee in order to get to the manager position without considering that possibly the manager or leadership skills are lacking; then there stems a problem, society supports the underdog and values true heroic story about someone who worked extremely hard for a long time to achieve the same results as someone who was born with the same skills and mastered the level of leadership much easier (Rath & Buckingham, 2007). There is an easier way, if everyone would learn what their own personal strengths are and realized how to work with what we have got first, enhance it, then determine from there the optimal plan of action in regards to advancement (Rath & Buckingham, 2007). Should we not instead find our own areas which we personally and naturally excel and build from that foundation, to help make a satisfactory work life and help others by leading them to self-acknowledgement (Rath & Buckingham, 2007)?
Defining Disengagement As Rath (2007) discusses in the strength finder 2.0: there is a link between those who are emotionally engaged and content at work; with those who feel they are able to go to work and do what they do best. Disengagement …show more content…
There are some tasks that are best mastered by someone who can be autonomous; someone who is able to work or function with little to no requirement of direction (Zerwekh & Zerwekh Garneau, 2015). This type of person could exhibit strengths of an achiever; someone who best operates using lists and marks off the tasks completed, giving themselves a scoring system to gain self-points for the day, or of someone who is strong in adaptability; someone who able to live in the moment and adjust to the current need such as those who can thrive in an emergent situation (Rath & Buckingham,