The use of strengths-based development practices in large South African businesses
The global workforce is stressed. Only one in seven employees. There is an emergence of an employee that seeks greater meaning and personal development, this has put employers under pressure to meet these expectations. The employer’s search for value and the individual’s search for a greater meaning...
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2013
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| Online Access: | http://hdl.handle.net/2263/23470 Mvulane, M 2007, The use of strengths-based development practices in large South African businesses, MBA dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://hdl.handle.net/2263/23470 > http://upetd.up.ac.za/thesis/available/etd-03252010-150254/ |
| Summary: | The global workforce is stressed. Only one in seven employees. There is an emergence of an employee that seeks greater meaning and personal development, this has put employers under pressure to meet these expectations. The employer’s search for value and the individual’s search for a greater meaning has created a disconnect. Consequently, there’s a growing movement premised on the positive psychology paradigm which argues that individuals and organisations should focus their people development efforts on maximising individual’s strengths instead of fixing weaknesses. The research report presents the findings of an empirical study in the use of Strengths-Based Development practices in large South African businesses collected through a web-based survey. The study found that Strengths-Based Development practices are underutilised South Africa. The most important predictors of Strengths-Based Development practices are Human Resource practices, organisational design and positive psychological orientation. Immediate Bosses were found to have positively impacted the use of SBD practices. The implementation of SBD practices has had a positive impact on desirable business outcomes. === Dissertation (MBA)--University of Pretoria, 2010. === Gordon Institute of Business Science (GIBS) === unrestricted |
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