Strength Development - Staff Engagement

Introduction

Expectations and celebrations are the final two catalyst presented by Clifton and Nelson that help the individual develop their strengths (1992). According to studies, employee engagement and empowerment are the driving force for any high performance organization (Anonymous, 2012). Expectations are a valuable force in achieving goals and getting the most out of the individual’s strengths (Clifton and Nelson, 1992). Celebration is used as a catalyst for inspiring strengths and lifting up other people (Clifton and Nelson, 1992).

Personal expectations

“Whereas ideology reflects a societal perception of what should be done, personal expectations portray personal beliefs for what will be done” (Cook, Jones, Dick, and Singh, 2005, para. 7). According to Clifton and Nelson (1992), many people deal with two sets of demands. Those are internal and external (Clifton & Nelson, 1992, p.158). Personal expectations are helpful because the internal demands are thoughts, ideas, and attitudes (Clifton & Nelson, 1992, p.158) that push toward a goal. While external demands, are those that the world puts on us. One benefit of high personal expectations is found in the area of athletics, “High expectancy athletes tend to receive more praise and instruction compared to their low expectancy counterparts” (Marcia and Dawn, 2005, para. 8).

Celebrating Strengths

“Most managers feel that their employees could be producing at much higher levels, while most employees report that their hard work is not being adequately recognized or rewarded” (Shelley, 2000, para. 1). Clifton and Nelson (1992) believes that the best work happens when people are celebrated for it. Celebration can push the individual to reach for greater goals in the future (Clifton and Nelson, 1992). Studies reveal that there is a positive relationship between rewards and recognition (Shiraz, Rashid, & Riaz, 2011). Furthermore, to engage staff and increase their motivation management has to start by celebrating their achievements (Anonymous, 2012).

Strength Based Expectations

When the individual becomes familiar with their strengths, the individual can use them to fulfill their expectations. Six questions are presented by Clifton and Nelson (1992) to be used as a quiz to determine if the individual is building upon strength. Three of the questions asked by Clinton and Nelson (1992) are as follows: Does the strength allowing the individual to be paid well? Does the individual receive praise from others? Does the individual feel pride and pleasure from the task? Positive answers to the quiz indicate the individual is building upon their strengths (Clifton and Nelson, 1992).

Application

Relating to organizational management is shown that organizational leaders need to look to the future and develop expectations for the organization (Satterlee, 2009). Leaders can accomplish the organizations expectations by rewarding their employees. Common rewards may include a pay raise, bonus, or anything the employee desires (Satterlee, 2009). Correctly celebrating the employee’s contribution to the organization in the area of compensation can have an impact on the individual economically, sociologically, and emotionally (Satterlee, 2009). The organization should also strive to provide the proper training tools to allow employees to meet their personal expectations (Satterlee, 2009). Jeremiah 29:11 says, “For I know the thoughts that I think toward you, says the Lord, thoughts of peace and not of evil, to give you a future and a hope” (KJV). The concepts discussed here can be applied to organizational management and leadership because a leader must take the responsibility of influencing, motivating, and generating dedication and compliance among subordinates (Satterlee, 2009).

Conclusion

The individuals who set expectations for themselves will build upon their strengths. The individual who receives praise and takes time to celebrate their accomplishments will also build upon their strengths. Employers should also invest in promoting expectations to drive their employees to grow. At the same time employers need to celebrate the successes of their employees as those accomplishments are met. Doing so will benefit both the employee and the employer. Applying the concepts provided by Clifton & Nelson will ensure that employees are empowered and motivated to build their strengths and continue to meet the organizations expectations; which results in a win-win situation.

References

Anonymous. (2012). Engage staff by tuning in to their concerns and celebrating their achievements. Health Science Journal , 22-42.

Cook, J. L., Jones, R. M., Dick, A. J., & Singh, A. (2005). Revisiting men's role in father involvement: The importance of personal expectations. Fathering, 3(2), 165-165.

Clifton, D. O., & Nelson, P. (1992). Soar with your strengths, a simple yet revolutionary philosophy of business and management. New York, NY: Dell Publishing.

Marcia, A. W., & Dawn, E. S. (2005). Great expectations: How do athletes of different expectancies attribute their perception of personal athletic performance? Journal of Sport Behavior, 28(4), 392-406.

Satterlee, Anita. (2009). Organizational Management and Leadership: A Christian Perspective. Roanoke, VA: Synergistics, Inc.

Shelley, R. T. (2000). Motivating & rewarding employees: New and better ways to inspire your people. The Journal of Personal Selling & Sales Management, 20(1), 63-63.

Shiraz, N., Rashid, M., & Riaz, A. (2011). The Impact of Reward and Recognition Programs on Employee's Motivation and Satisfaction. Interdisciplinary Journal of Contemporary Research in Business, 1428-1434.