Growing up, I lived in an environment where I watched literary movies. Stories about heroes and heroines who overcame huge barriers to achieving goals that benefited their personal objectives. I learned that in life all individuals have a purpose. They must continually improve through learning. One must relate to others in order to improve the quality of life. Life is like a puzzle of ideas which all link together. One must also remain true to themselves and formulate rules of responsibility and beliefs by which they must live.ttionalionaloi
Clifton, Anderson, and Schreiner state, to identify your strengths you must first identify your talents (2006). At the beginning of this assignment, I thought Strength and talents were the same; however, …show more content…
Strengths Quest: Discover and Develop Your Strengths in Academics, Career, and Beyond. Washington, D.C.: Gallup Organization,.Print.
Just as an acorn can't become a palm tree you can't become something other than the very best of who you already are" (Anderson, Clifton, & Schreiner. 2006. p.237 par. 3). In my opinion, organizations tend to overlook an employee's strengths because they fail to provide the nourishment and care required to make people grow because of their own selfish reasoning, lazy practices, and failure to meet the operational needs of the organization.
As a Direct line supervisor, I have been guilty of this limiting staff's full potential by failing to access staff's hidden innate abilities. By failing to recognize one's ability, I fail to utilize an organization best secret resource. In the field of Correction's, days are so busy and extemporaneous events occur often. When making out the daily roster, I place staff where they are needed by the strengths that I have witnessed. I know it works for me, but is it fair to staff who return daily to an organization that fails them. This practice denies staff professional growth. I have personally witnessed staff get burned out, overlooked for better job opportunities, and organization high turnover …show more content…
Strengths Quest: Discover and Develop Your Strengths in Academics, Career, and Beyond. Washington, D.C.: Gallup Organization,.Print.
Three potential benefits of having a "strength-based" Organization are employee's professional and personal needs are met. The organization's mission is met. The outcome result of the organization is positive. John L. Holland, Career Psychologist believed, "It is important to remember that people do not fit neatly into boxes" (Anderson, Clifton, & Schreiner. 2006. p. 297 par. 1). When employee are offered other opportunities within and organization, the organization and people thrive causing the company to accel.
Happy employees benefit from of a strength-based organization because they are the foundation on which it is built. Policies and procedures are written by employees to meet Federal and states guidelines. They design the infrastructure that dictates daily operations. Although machines are essential, they can never replace human being contributions intellectually or emotionally. Happy Employees are the cornerstone of any strength-based organization.
Clifton, Anderson, and Schreiner state, to identify your strengths you must first identify your talents (2006). At the beginning of this assignment, I thought Strength and talents were the same; however, …show more content…
Strengths Quest: Discover and Develop Your Strengths in Academics, Career, and Beyond. Washington, D.C.: Gallup Organization,.Print.
Just as an acorn can't become a palm tree you can't become something other than the very best of who you already are" (Anderson, Clifton, & Schreiner. 2006. p.237 par. 3). In my opinion, organizations tend to overlook an employee's strengths because they fail to provide the nourishment and care required to make people grow because of their own selfish reasoning, lazy practices, and failure to meet the operational needs of the organization.
As a Direct line supervisor, I have been guilty of this limiting staff's full potential by failing to access staff's hidden innate abilities. By failing to recognize one's ability, I fail to utilize an organization best secret resource. In the field of Correction's, days are so busy and extemporaneous events occur often. When making out the daily roster, I place staff where they are needed by the strengths that I have witnessed. I know it works for me, but is it fair to staff who return daily to an organization that fails them. This practice denies staff professional growth. I have personally witnessed staff get burned out, overlooked for better job opportunities, and organization high turnover …show more content…
Strengths Quest: Discover and Develop Your Strengths in Academics, Career, and Beyond. Washington, D.C.: Gallup Organization,.Print.
Three potential benefits of having a "strength-based" Organization are employee's professional and personal needs are met. The organization's mission is met. The outcome result of the organization is positive. John L. Holland, Career Psychologist believed, "It is important to remember that people do not fit neatly into boxes" (Anderson, Clifton, & Schreiner. 2006. p. 297 par. 1). When employee are offered other opportunities within and organization, the organization and people thrive causing the company to accel.
Happy employees benefit from of a strength-based organization because they are the foundation on which it is built. Policies and procedures are written by employees to meet Federal and states guidelines. They design the infrastructure that dictates daily operations. Although machines are essential, they can never replace human being contributions intellectually or emotionally. Happy Employees are the cornerstone of any strength-based organization.