Grand Canyon University Strengths Based Organizational Culture Essay

User Generated

fnaqloyhr

Business Finance

Grand Canyon University

Description

What Does It Mean to Build a Strengths-Based Organizational Culture?

For this critical thinking assignment, you will conduct research on what it means to create a strengths-based organizational culture. Please begin by reviewing the information located in the required readings:

Gallup, I. (2020, May 20). How to create a strengths-based company culture. https://www.gallup.com/cliftonstrengths/en/290903/how-to-create-strengths-based-company-culture.aspx (Links to an external site.)

Based on your research, write an essay that addresses the four points listed below.

  1. What are key elements that need to exist in a strength based organizational culture?
  2. What strategies are companies using to create a strength based organizational culture?
  3. What are the differences between a strengths-based organizational culture and one that is not?
  4. What is the role of a leader in creating a strength based organizational culture?

Keep in mind this is academic writing. It should be written in third person and should not include unsubstantiated opinions, but rather facts and theories.

Your well-written paper must adhere to the following parameters:

  • 4-5 pages in length, not including the title and reference pages.
  • 3 scholarly references cited in the assignment. Remember, you must support your thinking/opinions and prior knowledge with in-text citations and references; all facts must be supported; in-text citations used throughout the assignment must be included in an APA-formatted reference list.
  • Formatted according to CSU Global Guide to Writing and APA Requirements (Links to an external site.).

Unformatted Attachment Preview

1 Title of Paper Student Name Colorado State University Global Course Code: Course Name Instructor Due Date 2 Title of Paper Academic essays should begin with an introduction, but do not begin your paper with an “Introduction” heading. The introduction will provide readers with the context necessary for understanding your argument and the body of your paper. When composing the introduction, think about what context or background information the reader would benefit from knowing. Once your context is established, transition from that context into your thesis statement. The thesis statement generally comes at the end of your introduction and usually consists of a few sentences that sum up the argument for your paper overall. Thesis statements should also provide a roadmap for the reader so that they can navigate through the ideas present in the rest of your paper. Level 1 Header Headers are useful for organizing your paper. Level 1 headers are used with broad or general topics in your paper. Depending on the topic, length, and genre of your assignment, you might use only Level 1 headers. Level 1 headers should be bolded and centered. The longer and more complex your argument is, the more you might benefit from using Level 2 and Level 3 headers. Level 2 headers should be bolded and aligned with the left margin. Level 3 headers should be bolded, italicized, and aligned with the left margin. Level 4 and Level 5 headers exist, but they should only be used in manuscripts with many topics and subtopics. If you choose to use headers in your paper, you should have at least two sections for each level of header. For more information on how to use headings in your paper, see the APA Style website. Level 2 Header Body paragraphs should follow the MEAL structure. This structure will help your ideas build on one another in order to support your thesis statement and to develop your argument over the course of your essay. Each body paragraph should consist of a claim, which also functions as 3 the topic sentence or the main idea of a paragraph. The claim should then be followed by evidence. Evidence is typically source material that you either paraphrase or quote directly. Remember, APA style guidelines prefer paraphrasing to directly quoting a source. Evidence should provide support for your main idea in the form of examples, statistics, facts, anecdotes, etc. Next, your paragraph should include analysis. Analysis is your explanation of the preceding evidence and its significance. In other words, you should not let the evidence speak for itself. Through analysis, you can show the reader exactly how you interpret the evidence, how it supports your claim for the paragraph, and how it supports your thesis statement. Finally, each body paragraph should end with a sentence that functions as a conclusion for the paragraph. This sentence can rephrase the claim for the paragraph, tie back to the thesis statement, or transition to the idea you present in the next paragraph. Level 2 Header Whenever you use a source, it must be cited both in text and in the references. However, there is one exception: Personal communications that do not produce recoverable data and cannot be located by the reader should only be cited in text and do not need to be included on the References page. Examples of personal communications include emails, text messages, direct messages, personal interviews, telephone conversations, letters, etc. Both your in-text citations and references should follow APA style. In academic writing that follows APA style, it is important to paraphrase source material whenever possible, as opposed to quoting the source directly. When paraphrasing source material, you can use page numbers to point the reader to a specific portion of the source, but this is optional. When paraphrasing, you should follow the paraphrased material with an in-text citation that contains the author’s last name and the source’s year of publication (Author, Year) or use a signal phrase to introduce the paraphrased material 4 with the author and year (ex: “According to Eriksson (2015)...”). When quoting source material directly, a page number (p. ) or page range (pp. ) is always required. When your source does not have page numbers, you can use other information to point the reader to the part of the source where the quotation can be found. You can use information like paragraph numbers, section headings/names/numbers, slide numbers, and more, depending on what kind of source you are using and how the source is organized. When citing in text, parenthetical citations should appear as close to the source material as possible. The author’s name should never be separate from the year of publication. In-text citations point readers to the References page, which is a list of all the sources used in your assignment. When formatting the References page, start a new page. At the top of the new page, the word References should be bolded and centered. Alphabetize the references according to the first author’s last name or by the name of the organization if there is no individual author for a text. All references should have a hanging indent: The first line of each reference should be aligned with the left margin, and subsequent lines should be indented. Finally, each reference should follow APA style, and the proper formatting will change depending on the type of source. Conclusion The last section or paragraph of your paper should be the conclusion. If you are using headers in your paper, use a “Conclusion” heading. A conclusion should reiterate the major points of your argument. To do this, think about developing your thesis by adding more detail or by retracing the steps of your argument. You can recap major sections for the reader. You can also summarize the primary supporting points or evidence you discussed in the paper. The conclusion should not introduce any new information in order to avoid confusing the reader. To 5 end the paper, think about what you want your reader to do with all the information you just presented. Explain what logical next steps might be taken in order to learn more about this topic. Use the conclusion to establish the significance and importance of your work, motivate others to build on what you have done in this paper, and encourage the reader to explore new ideas or reach other conclusions. 6 References Colorado State University Global. (2020). Module 5: Role of ethical communication and influence in leadership [Interactive lecture]. Canvas. https://portal.csuglobal.edu CSU Global Writing Center. (n.d.). Writing consultations. https://csuglobal.libguides.com/writingcenter/writing_consultations Darlin, D. (2014, August 5). How to talk about America’s newest arrivals. The New York Times. https://www.nytimes.com/2014/08/06/upshot/how-to-talk-about-americas-newestarrivals.html Devereaux, A. (2015). Pandemic influenza: An evolutionary concept analysis. Journal of Advanced Nursing, 71(8), 1787–1796. https://doi.org/10.1111/jan.12654 Kinderman, P. (2019). A manifesto for mental health: Why we need a revolution in mental health care. Palgrave Macmillan. https://doi.org/10.1007/978-3-030-24386-9 Lundgren, B., & Holmberg, M. (2017). Pandemic flus and vaccination policies in Sweden. In C. Holmberg, S. Blume, & P. Greenough (Eds.), The politics of vaccination: A global history (pp. 260–287). Manchester University Press. McWilliams, K. (2020, March 30). What’s an appendix for anyways? CSU Global Writing Center Blog. https://medium.com/@csuglobalwritingcenter/whats-an-appendix-foranyways-ac73d89e8423 Wu, J., Cai, W., Watkins, D., & Glanz, J. (2020, March 22). How the virus got out [Interactive infographic]. The New York Times. https://www.nytimes.com/interactive/2020/03/22/world/coronavirus-spread.html
Purchase answer to see full attachment
User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.

Explanation & Answer

View attached explanation and answer. Let me know if you have any questions.

Running Head: STRENGTHS-BASED ORGANIZATIONAL CULTURE

Strengths-based organizational culture
Name
Course
Tutor
Date

1

STRENGTHS-BASED ORGANIZATIONAL CULTURE

2

Introduction
For a long time, organizations evaluated their employees using approaches that mainly
focused on identifying the weaknesses of employees and looking for ways to improve them.
However, this has since changed. The pendulum has now swung the opposite way, and
organizations are increasingly fostering strengths-based cultures. In this paper, we will address
four key areas, which include: the key elements that need to exist in a strength-based
organizational culture, the strategies that companies use to create a strength-based organizational
culture, the differences between a strengths-based organizational culture, and one that is not and
the role of a leader in creating a strength-based organizational culture.
What are key elements that need to exist in a strength-based organizational culture?
As already indicated, strength-based organizational culture is extremely important.
However, building it within an organization may not be a walk in the park. There are three
critical elements that must be present in order to achieve the fete. These include: Inspiring
greater performance while trading the focus on what the organization's employees do best,
managers also focusing on their strengths, and learning the steps to build a strengths-based
culture that improves performance.
Inspiring Greater Performance
Top talents prefer working for companies that value their employees' capabilities.
Organizations use strengths-based culture to achieve differentiation that enables them to attract
top talents the market can offer. In this day and error, virtually all organizations are keen on
assembling the best workforce due to the advantages that they come with. For instance, evidence
shows that organizations with such workforces close the skill gap in the most cost-effective way,

STRENGTHS-BASED ORGANIZATIONAL CULTURE

3

increase the rate of innovation, increase employee retention by increasing job satisfaction as well
as reduces the rate of poaching talents from local rivals, which is often costlier. If the top
executive of an organization can successfully build a strengths-based culture, there is the
likelihood of inspiring the productivity of the workforce to desirable levels as each employee
will always capitalize on the best of who they are to accomplish their assigned tasks. In these
types of cultures where leaders, managers, and employees choose to consistently develop each
person's potential, teams report employee engagement scores of up to 23 percent higher,
performance increases of 8 percent to 18 percent, and 20 percent to 73 percent lower turnover.
Executives beginning by first developing their own strengths
In order to drive organizational performance, the executives and CEOs must engage their
diverse constituencies. However, evidence shows that just 15% of employees strongly agree that
their organization's leadership inspires them to be optimistic about the future. This means that
nearly nine out of ten employees think their bosses can do a better job. As a result, leaders must
first examine themselves to see where they can raise the bar. When they do this, they increase
their self-awareness by thinking about how they can use the best parts of themselves to lead
effectively.
Learning the steps to build a strengths-based culture
In many cases, leaders strive to foster a productive atmosphere and good attitude in the
workplace by implementing team-building events or establishing more intriguing principles, but
they don't provide employees with a practical means to live out and connect with the company's
culture on a personal level. The majority of businesses are unsure how to modify their company
culture. Every business is different; some make adjustments quickly, while others take longer.

4

STRENGTHS-BASED ORGANIZATIONAL CULTURE
Some u...

Similar Content

Related Tags