Organizational Behavior Strengths-Based Development
22nd July 2014
Abstract
This paper deals with different kinds of organizational behavior, from deficit-based behavior to strengths based behavior. It also touches upon employees’ strengths & weaknesses, effect on employee engagement & managerial interaction with employees. It has a look at evidence, which supports a particular kind of organizational behavior. Keywords: deficit-based behavior, strengths-based behavior, employee engagement, managerial interaction.

Strengths-Based Development Every organization is faced with the dilemma whether to look at weaknesses and faults of employees & take corrective measures or whether to capitalize on strengths which each individual has. The answer is never simple. A lot depends on the characteristics of each individual. A major weakness needs correction before a person can build up on his strengths. There are many who feel that the deficit development approach is a good idea. Only concentrating on strengths may be shortsighted and a kind of self-indulgence. Understanding one’s weakness and making efforts to rise above it shows hard work and lack of ego. Often a person’s strengths may not coincide with organizational requirements hence the employee needs to learn additional skills. Great leaders show the way by dealing with weaknesses and overcoming them. By putting stress on existing skills one can rob the employee of developing latent skills. A company like Google with its huge sales does not simply accept its strengths but also tries to rectify its areas of weakness. Continuous development & exploring the unknown can have advantages.” The nature of business requires that you shed the strengths you no longer need, and develop the new ones required to be viable and