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Assignment Read and respond to your classmates posts, providing comments and qu

Assignment
Read and respond to your classmates posts, providing comments and questions that encourage critical thinking and insight. Your responses should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.
Discussion Topic to be used as a reference:
Developing a Growth Mindset in Organizations
After reading the article Getting practical about the future of work, use the Internet to research the concept of the growth mindset, popularized by Carol Dweck. For this discussion, explain how employers can develop a growth mindset in workers and prepare them for the future.
Classmate 1:
I believe there are two different types of leadership one is where there is a fixed mindset and the other there is a growth mindset. Employers can help develop a growth mindset in their employees by preparing them for the future and providing a learning environment. Implementing several resources and developmental opportunities, allowing employees to be coached into improving their skills. Employers can focus on their employer’s strengths and help them establish critical thinking skills. Creating a high learning working culture as in expressed in the article helps contributes to the development of a growth mindset. Employees who work growth -mind set organizations are more than likely to trust their employer and feel empowered. Employees are most likely to appreciate challenges, work harder, and could potentially allow them to be more successful learners and better contributors to their employers.
Strategies to help promote a growth mindset is allowing of constructive criticism and letting employees know where they can improve their skills that way; this will allow the employee to be successful. Most employers like to lead with a fixed mindset and telling every employee “Good job “Keep up the good work etc. where in some cases there is improvement that is needed, which can lead to failure. Encouragement strategy which is vital within the workplace, employers should welcome all opinions and enthusiasm from employee; This allows for creativity and new ideas for the workplace. The mistake strategy -accepting mistakes and sharing learnings, is important. It is ok to make a mistake but sharing how we learned from the mistake can help implement a solution mindset for employees.
Hancock, B., Lazaroff-Puck, K., & Rutherford, S. (2020). Getting practical about the future of work. McKinsey Quarterly, 1, 1–8.
Hancock, B., Lazaroff-Puck, K., & Rutherford, S. (2020). Getting practical about the future of work.
McKinsey Quarterly, 1, 1–8.
Classmate 2:
Developing a growth mindset in Organizations
According to Dweck (2015), a belief in one’s capacity for growth is known as a growth mindset. Instead of seeing failure as a sign of inadequacy or a sign that one cannot improve, a growth mindset encourages one to see it as a springboard for growth and an opportunity to stretch our current capabilities. Using Dweck’s theories, employers can develop a growth mindset in workers and prepare them for the future.
Frequently, the transformation of workers’ growth mindset must be driven by senior management; for instance, a new CEO may focus on maximizing employee potential (Dweck, 2015). Dweck cites Jack Welch of General Electric as exemplifying a growth-mindset CEO: He hired according to “runway,” not pedigree, favoring military veterans and Big ten graduates over Ivy League graduates, and spent thousands of hours coaching and grooming employees on his executive team—activities that demonstrate an appreciation for people’s potential for growth.
As Welch’s example demonstrates, appropriate hiring is one area where a growth mentality can be developed. Organizations with a growth mindset are more likely to hire from within. In contrast, those with a fixed attitude are more likely to hire from the outside (Dweck, 2015). Furthermore, whereas organizations with a fixed perspective stress candidates’ qualifications and prior achievements, organizations with a development mindset appreciate the potential, ability, and a love for learning. Dweck (2015) states that focusing on pedigree is not as beneficial as looking for people who love challenges, want to grow, and collaborate. She observes that Google appears to be undergoing such a move; the corporation has recently begun hiring more individuals who lack college degrees but have demonstrated their ability as self-directed learners. Companies that use Dwek’s theory to grow their employee’s mentality are likely to be more innovative, and workers are more collaborative.
Reference
Dweck. (2015). A Summary of Growth and Fixed Mindsets. Available at: https://fs.blog/carol-dweck-mindset/.

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