In today’s economy, he continued, hiring the best people is more critical than ever which is why organizations are moving toward strategic staffing as it has a process to follow in order to get the right people (Hall, 2012). The first characteristic he spoke of was competency. Being competent, according to Alan, is the first factor to consider to ensure that the potential employee have the requisite skills, experiences and education to successfully complete the task the organization will assign to the individual. The second C that Mr. Hall highlighted was capability. When choosing and hiring an individual to fit an organization, the person should be able to complete not only easy tasks but also find ways to deliver on the functions that require more effort and creativity.
Conceptual training would have provided him with the necessary knowledge and skills to “analyze and diagnose” the facts in this situation and devise an appropriate response to Johnson’s concerns before it became an agency disciplinary issue (Stojkovic, et al., 2015, p.239). Furthermore, humanistic training would have provided Sgt. Rick with insight on how to care and support the family lives of subordinate officers, thus, aiding and facilitating their supervision, as well as, in the achievement of organizational goals (Stojkovic, et al.,
They need challenges and interesting work. They need to develop their skills, and to feel supported in their efforts to do a good job. (Mind tools editorial team, n.d.) (Mind tools editorial team, 2017, “Providing Support and Stimulation” para.1) It means I need to check my task allocation, am I pick the right person for the jobs, and assign them the task that fit with their skills and proficiencies (Mind tools editorial team,
Understanding oneself through self-analysis is essential to success in the workplace. One must have a firm grasp of who they are as a person, and how best they work with others for them to be able to achieve their goals in their career. Achievement is not determined by what your personality is, but on how you use your specific strengths to your advantage at work. For this self-analysis, I took the Myers-Briggs Type Index, the Big Five Personality Test, Emotional Intelligence Questionnaire and The Blake and Mouton Managerial Grid Leadership Self-Assessment Questionnaire. Having a better sense of myself will help me to communicate with others more effectively, and will guide me to utilize my strengths and weaknesses in the workplace.
The way you approach and dress are both very important for a job interview, but it is also very crucial that you have good references that can be given to the employer. References can be very helpful to the employer to get some sense of what work experience you have. Most work experiences are places that you worked at and people you worked for. Present or past supervisors are the most useful references that can be very beneficial for the employer to know how is your work. References don’t only have to be from
First with a strength-based organization, there are assessments and observations that help find strengths. This will allow the managers to get to know their staff better, also allowing the staff member to feel as though what makes them unique is important (Samuels & Hoxsey, 2010). The staff members are also going to get to know the strengths of the manager. This allows the staff members to better understand how and why the manager makes decisions and comes up with ideas like they do. Another benefit of a strength-based organization is it allows each staff member to be placed in the right part of the team (Samuels & Hoxsey, 2010).
307). Fittingness, credibility, and auditability will be a better fit and more appropriate for qualitative studies (LoBiondo-Wood & Haber, 2014, p. 125). Fittingness gives a detailed description of the participants’ daily lives to prove the relevance of the research findings and can be used for relatable research and theory development (LoBiondo-Wood & Haber, 2014, p. 126). When adequate information is provided for the evaluation of data analysis, an accurate and in depth description of research findings are made which demonstrates fittingness. Credibility allows the researcher to verify their interpretations and accuracy of their perspective by returning for further interviews with the participants (LoBiondo-Wood & Haber, 2014, p. 126).
The most effective part of the workshop was learning about Situational Leadership and the types of leadership styles. By Understanding about Situational Leadership Styles, helped me to identify the important tasks and to priorities them accordingly. This also helped me to analyse the Ability and Willingness of my team members. I find Situational Leadership styles very helpful because can be changed according to the requirement of the Organisation. The style like *Telling and Selling* helped to focus on accomplishing the task, While *Participating and Delegating *helped me to identity and understand the development required within the team members.
The strongest teams are when each group member understands their own strengths and weaknesses well. Unfortunately, it is not easy to honestly evaluate one’s strengths and weaknesses but there are assessments such as; True Color that provide insight. After taking the True Color and Clifton Strengths finder assessment, I realized the best way for me to cultivate a positive team environment is clearly understanding my role within the group early-on, providing a logical perspective for decisions, and identifying others strengthens and weakness so we can offset one another. Additionally, Leader-Membership-Exchange theory, known as LMX, is important towards establishing a successful team. The combination of all these elements result in teams achieving their goals.
It is an effective strategy to retain talent in the organization and encouraging them to carry out their responsibilities in a better fashion. Right person for right job : Job Redesigning helps in creating a right person-job fit while harnessing the full potential of employees. It helps organization as well as employees in achieving their targets or goals. The job characteristics model designed by Hackman and Oldham which is based on the idea that the task