Organizational Socialization with AT&T

By: Torin Wetzel

att_hz_alt_lkp_rgb_pos
http://www.csc.com/global_alliances/alliances/112505-at_t

 

 

 

 

 

The purpose of this case study is to examine the organizational socialization within the company AT&T. This concept of organizational socialization is a factor in most companies throughout the world. AT&T has within the last couple years, had some changes that has affected the organizational socialization for the employees. This changed the ways that current employees were training as well as new employees. The goal of the case study is to examine these changes and provide examples of the effectiveness.

Organizational Socialization is the process where individuals are learning the ropes of an organizations culture because of a new or changing role. Essentially, it is how an employee learns to fit in to his or her role with the organization.  This process included an employee understanding the organization as a whole, as well as the specifics that the job will entail. There are multiple steps for organizational socialization, starting with the anticipatory stage. The anticipatory stage is all of the prior socialization efforts related to the organization that were known by the newcomer prior to entering the organization. This can also be the knowledge that a current worker has of the new programs that may be set in the future which demand for organizational socialization. Newcomers are almost always subject to this stage because prior knowledge at all falls into the anticipatory stage. Information that you may know from the internet, friends and family, or media all falls within this stage. The second stage of organizational socialization is the encounter stage. The encounter stage is where employees start to be able to learn the ropes, like corporate training. Usually, a person cannot get enough knowledge in the anticipatory stage to be able to breeze through the encounter stage. The encounter stage involves learning from coworkers, teachers, and supervisors. The third and final stage of organizational socialization, according to the book Organization Communication: Strategies for Success is the metamorphosis stage. The metamorphosis stage is in which employees begin to accept and manifest organizational norms and become organizational insiders. This is time when employees are brought into the organization just as everyone else and seen as a coworker. Employees at this point have learned the necessary training and information needed to continue as part of the organization.

Organizational socialization is very important within a company. Companies need to make sure that every employee fits in and is ready to take on the tasks of the company. An employee out of place can be very detrimental to a company, especially a company that is trying to grow and expand. New employees and current employees can both be affected by this socialization. New employees need to learn the ropes and the culture of the organization. They need to learn how to act in the business place and how to work for the best interest of the organization. Current employees are affected by the organization as a whole taking a turn to new ideas. New technology or work environments can leave a current employee with some organizational socialization to work on. Being able to adapt to new ideas and formats is part of the socialization. Employee training of most kinds also fall into this category. Employees, whether new or current, need to be open to learning more about the organization and how they want operations to run. The employees that are more socialized with their organization are typically more satisfied, committed, and make more than others. Employees that are socialized well are also less likely to quit their jobs, and are more likely to build successful careers.

Organizational socialization promotes change in the workplace. The concept promotes people to be able to adapt and to be eager to learn new ideas and concepts.  While promoting possible change, it is interesting how organizational socialization can also add stability and unity. While employees may be coming and going from time to time, the operations of socialization are implemented to make sure that the main theme in the workplace and in the environment stays the same. Newcomers learn the ropes and lay of the land as people say, before they are welcomed as a coworker. This enables the organization to continue to conserve unity.

The company being analyzed in this case study is AT&T. AT&T stands for American Telephone and Telegraph. AT&T is a telecommunications conglomerate. AT&T is the second largest provider of mobile telephone services and the largest provider of fixed telephone services, and in the United States it also provides subscription television services through DirecTV. This statement regarding the company is on the about us page of their website, “At AT&T, we’re bringing it all together. We deliver advanced mobile services, next-generation TV, high-speed internet and smart solutions for people and businesses. That’s why we’re investing to be the premier integrated communications company” (att). AT&T is a huge company out of Texas that is always working to try to become the largest prover of mobile services in the world.

In this case study examination of the organizational socialization will take place within AT&T. This involves employee training as well as employee development and mentoring. The main reason behind this case study is the recent shift of the company that has left current and new employees with the task of completing new and vigorous training. New workers are being trained differently than they once were as the company is adapting and current workers are being told to adapt, or not be a part of the company anymore. This is a trait we have seen in case studies with other companies. If someone’s skills are no longer needed and are outdated in the company, even if they are liked, there services are to be terminated. It is a harsh reality. At AT&T there are at least giving the current workers a chance to stay with their current positions as long as they complete the required training. New software and new ideas make for changes with current employees and that’s exactly what has happened at AT&T. This is unique because training was needed for over 130,000 employees at AT&T. Another reason that it is unique is because it changes the dynamics of the company. The new employees are now taking the same training as the current employees in order to learn the new software and ideas. The question is if it will make more unity between workers or less. Organizational socialization is easier when the new group of employees are coming into a “freshmen” type role where they learn from the older employees. What happens when the new employees are learning the same information as current employees for the first time? The unity within the organization has to still be kept in check. AT&T does this with asking employees to buy into training. Many new employees are having to pay for some of their training and classes. This is a way to keep a feeling of initiation for the newcomers, thus keeping somewhat of level heads for the more seasoned workers.

“By 2020, AT&T has said 75% of its network will be controlled by software. To make this happen, the company has reorganized about 130,000 employees to tear down the walls between IT and network operations to move faster to release software. The company is shifting to a DevOps mode, a software development method that emphasizes collaboration between developers and other IT professionals. DevOps was pioneered by companies such as Netflix. It’s part of a big pivot for the company that will require employees to learn new skills such as software-defined networking architecture and protocols as well as how to apply cybersecurity in a highly virtualized environment” (King, 2015). Many companies in the past have taught small groups new software of this kind, but never such a massive group. To achieve this large goal, AT&T teamed up with Georgia tech and online education company Udacity to teach these skills. Online course and classroom courses are offered by AT&T. department leaders with AT&T say that employees at AT&T have great skills to bring to the table, but the goal of the training is to get them to be able to adapt to where the company wants to be in the future. In other words, the company wants its employees to be able to evolve as the company does without slowing down production.

There are multiple organizational socialization factors involved with AT&T’s process of “retooling” over 130,000 employees. The anticipatory stage will change regarding AT&T. People from the outside have heard of the huge reform that AT&T is involved with, and word of mouth travels fast. Articles in newspapers, and on the media show people of the complexities of this reformation. This is turn will leave possible new employees with different prior knowledge of the company gin into working at AT&T. It is not for the better or worse it is just different. They will know that many current employees are having to take and some pay for training classes in order to keep their job. They will also know that the training will be given to them prior to joining the company if it applies to their job. This is affect decisions in some ways and it is not clear in which direction.

The second stage of encounter will largely change with AT&T. Workers will encounter this new training whether they are new or current. This is a fact and it will be different than it ever has been before. The demeanor of current employees may also change, either for their good or bad and that will also affect how they treat new employees. The fact that new and current employees may be in the same training sessions may also change the organizations morale and demeanor. Lastly, the metamorphosis stage will stay similar because being part of the company will stay the same. A new employee will be involved just as before and jobs will be given to the most qualified.

This new system at AT&T will push people aside who refuse to adapt and train to become more knowledgeable. It is said that workers who do not adapt will not have a future in the company. The organizational socialization in this company seems to be able to have some improvement. When employees are told to basically adapt, or leave, it can leave a very sour taste. AT&T wants their employees to be happy and work well together, but it also needs its employees to be up to date with the new software that the company is implementing. The company is taking a hit with their organizational socialization in that workers are not going to be happy to take courses and new training, and especially not happy to pay for some of them. The new employees will also have to adapt to this new software and that will also cause some sonority type issues within the socialization. AT&T could do a better job implementing organizational socialization in the recent past. They are adapting as a company, so they need to work to help the employees come along in a way that keep them happy and working with the same unity as before.

Other organizations could learn a lot by AT&T’s example of organization socialization. With the organizational socialization changing so much because of the new software, it is important for a company to keep the workers morale and the goals of the company the same. Other companies can see how AT&T chose to adapt with its employees and decide whether that way would be best for them or not. Every company is trying to evolve, so at some point there will be a time where new and current employees will have to learn futuristic and evolving ideas of the company. When this time comes the company will have to initial organizational socialization to keep the goals, and the missions of the company at hand, but also making sure the employees are satisfied and happy.

AT&T’s organizational socialization was strongly affected by the adaption the employees had to make with the new software. Changes in the company’s ideas should not change the socialization that needs to occur.

 

 

References

AT&T Asks Employees to Buy into Training. (2016). Retrieved October 31, 2016, from http://www.eleapsoftware.com/att-asks-employees-to-buy-into-training/

Avtgis, T. A., & Rancer, A. S. (2012). Organizational communication: Strategies for success. Dubuque, IA: Kendall Hunt Pub.

Buckley, S. (2015, June 8). AT&T shifts 130K employees to focus on software networking transition. Retrieved October 31, 2016, from http://www.fiercetelecom.com/telecom/at-t-shifts-130k-employees-to-focus-software-networking-transition

King, R. (2015, June 5). AT&T’s Shift to DevOps and New Tech Requires a Massive Training Effort. Wall Street Journal. Retrieved October 31, 2016, from http://blogs.wsj.com/cio/2015/06/05/atts-shift-to-devops-and-new-tech-requires-a-massive-training-effort/

Hardy, Q. (2016, February 13). Gearing Up for the Cloud, AT&T Tells Its Workers: Adapt, or Else. New York Times. Retrieved October 31, 2016, from http://www.nytimes.com/2016/02/14/technology/gearing-up-for-the-cloud-att-tells-its-workers-adapt-or-else.html?_r=0

Numbers, B. T. (n.d.). AT&T Company Information. Retrieved October 31, 2016, from http://www.att.com/gen/investor-relations?pid=5711

Organizational Socialization in Career Development – IResearchNet. (2015). Retrieved October 31, 2016, from http://career.iresearchnet.com/career-development/organizational-socialization/

Time, F. (n.d.). How Does Socialization Promote Change in Organizations? Retrieved October 31, 2016, from http://smallbusiness.chron.com/socialization-promote-change-organizations-38522.html

 

 

 

 

 

 

 

USAA: Insurance for the Military

By: Torin Wetzel

unnamed
https://play.google.com/store/apps/details?id=com.usaa.mobile.android.usaa

 

USAA is an insurance company made for military members and their families. This case study will explore the different ways USAA trains its employees to deal with the situations and unique needs of the customers while keeping the employees happy. USAA uses unique strategies in order to get their employees acclimated to the type of customers they have. Working with military members and their families is much different than the norm, so it is extremely important to USAA that their employees be fully trained to deal with every situation that may occur. “In a recent study by Forrester Research, USAA received the top rating from customers, a full 81% of whom said they believed the company does what’s best for them rather than for the bottom line” (McGregor 05). This number proves how hard USAA works in order to achieve what is best for its customers by training employees to be able to work for their best needs. USAA also finds way to gain employee trust and give them a sense of importance and recognition.

The USAA standard contains the following cores values which outline the full standard of the company; service, loyalty, honesty, and integrity. These four core values are the base for the entire standard. A big part of USAA is building trust and keeping the company first. Building trust with the company as well as the clients is very important with insurance, the employees have to be able to live up to their word. Keeping the company first aligns with this as well because an employee must be able to do what is best for the company and its clients at all times, adapting to the various needs. The other standards that are involved with USAA include, creating conditions for people to succeed, creating diverse perspectives, and innovation. Being able to help people to succeed is important with pushing ideas that will benefit the customer as well as sharing knowledge with transparency. Diverse perspectives are extremely important to have in USAA as well, because these military members come from very different backroads and it important to be able to relate to them in some ways. The last standard is innovation and that is the ability to bring new ideas forward and take smart risks for the better and possible evolution of the company.

The USAA standard aligns with the utilitarian perspective of ethical decision making. The reason being is because they USAA standard prides itself on transparency and relationships with customers. Honesty and integrity are two of the core values and they base the ethical behavior by action. The unique training of USAA definitely provides employees with ways to interact with customers ethically. The training provides the employees with experiences that show how difficult military life is every day. These eye opening experiences help the employees to relate to the customers more, and understand where they are coming from. This makes for a much better relationship between employees and customers, which in turn creates more satisfaction on both ends. It’s not hard to understand why USAA employees enjoy their work so much, while still keeping customers happy.

 

An organization in which I am a part of is the men’s basketball team at Ashland University. Ethical standards that I would include for a code of ethical would include; responsibility to the team, unity with team members and coaches, respect to the organization, and trust in the process. Responsibility to the team comes from being accountable for you actions that involve yourself, or team members. Team members have the responsibility to be to practices, games and training on time, and have the right attitude. They also have the responsibility to be the best member of the team that they can be, while representing the team in the right way. Unity with team members and coaches is extremely important for the team’s success. A team with strong chemistry and unity can often beat a more talented team. Getting along with teammates and spending time with one another is part of being in the organization. You have to have a vested interest in the coaches and the players. They are your family away from your real family, and team chemistry will help to make everyone succeed. With unity comes trusting each member has your back, a team that is fearless as a whole can accomplish great things. Respect in the organization comes with trying the best you can to represent your team and in this case school in the best way that you can. You have to respect the team members and the coaches in order to learn anything and to get better. You have to respect the whole organization in order to truly do your best to represent it in a god light. Lastly. To trust the process is very important. A member must trust that the coaches and other players have their best interest at hand and will work together to achieve the goal. The ,members have to understand that while it may not be fun to run and do conditioning at practice, it will pay off when they play games. To understand the end goal and what it takes to get there is very important.

New members of the team are trained by showing them how to abide by the ethical standards. Having leaders to take them under their wings and show them the way things are supposed to be done. Show them the respect the other players have for the organization and teach them the unity that the team has. New members often just need to wait back and watch for a little while to understand the culture of the team and the dynamics at which the team works. Once they understand the values that the team as a whole has, that is when it is easier for them to join.

 

Fleurke, B. X. (2009, January). Walking a Mile in the Shoes of your Customer. Retrieved October 17, 2016, from http://www.corporate-ethics.org/walking-a-mile-in-the-shoes-of-your-customer/

Long, N. (n.d.). What Are Ethical Standards in the Workplace? Retrieved October 17, 2016, from http://smallbusiness.chron.com/ethical-standards-workplace-11576.html

McGregor, J. (2005, October 1). Employee Innovator: USAA. Retrieved October 15, 2016, from https://www.fastcompany.com/53782/employee-innovator-usaa

Shevory, K. (2014, September 01). Boot Camp for Bankers. Retrieved October 16, 2016, from http://dealbook.nytimes.com/2014/09/01/boot-camp-for-bankers/?_r=0

PDF: https://www.usaajobs.com/docs/USAA-Standard.pdf

 

Netflix Case Study

By Torin Wetzel

2016-06-23-1466705986-1144339-netflix31200x630c-thumb
http://www.huffingtonpost.com/eliot-borenstein/no-netflix-no-chill-in-ru_b_10636080.html

 

This case study is meant to analyze Netflix, and their organizational culture. Netflix has a very interesting culture because they give their employees a great deal of freedom, but also select those employees very carefully. Netflix as a company only hires what they call “fully formed adults”, which means putting the company first, realizing the company’s best interests, and being able to communicate. Communication is huge within Netflix because they expect employees to be able to say who they think is doing a good job or not, and describe what is going well with the company and what is not. Being able to understand what is best for the company, even if it means letting goo people go who have talents that are no longer needed. Netflix has a very open environment with its employees, but does it in a way that keeps the company moving very sufficiently.

The seven aspects of Netflix culture are, “Values are what we value, high performance, freedom and responsibility, context not control, highly aligned loosely coupled, pay top of market, and promotions and development” (Hastings). Netflix does not use what they call “nice-sounding values for the company, there values are the actual behaviors and skills that they value in employees. They hire and promote people who exhibit specific values that benefit the company. The nine values that they want their employees to emulate describe how they want the company to run. High performance is another value of Netflix. This value speaks for itself in that every company wants people who work well and have solid performance. Netflix tries to hire “stunning colleges”. They believe that it is not fair to the current workers if they hire someone that is not up to their standard. “The best thing you can do for employees—a perk better than foosball or free sushi—is hire only “A” players to work alongside them. Excellent colleagues trump everything else” (McCord, 2014). This statement is another foundation for how Netflix runs.

Freedom and responsibility are another value help closely by Netflix, and for a very good reason. Freedom comes from responsibility. When a person is seen as a responsible employee, they can have more freedom, because you know they will still get the work done. This ties in with the hiring fully formed adults statement, an adult is supposed to be very responsible and with that comes the freedom that an adult should also receive. The Netflix vacation policy that requires not tracking is an example of the freedom that the employees receive. Context, not control as a value means that manages create environments that do not set binding schedules and harassment, but are loose and goal oriented. At Netflix, the managers do not “control” the employees. Highly aligned, loosely coupled means to have clear goals and trust between teamwork. This is another value that is important to Netflix success because this stresses high performance, with teamwork and a good environment.

“Pay top of the market is core to a high performance culture” (Hastings). This value means to be able to pay a person what they deserve, and what the company can afford. This takes into consideration how effective the employee is in the workplace. People with similar titles may be payed differently because of work ethic or skill. Employees at Netflix should feel as though they are getting paid well for their job in relation to other jobs in the market. Promotions and development is the last value described by Netflix, and focuses on the opportunities for growth and also the cuts that need to be made in certain circumstances. Promotion comes when an employee is outstanding in multiple facets of their work and also is a great role model at Netflix. Development comes from individuals having the opportunities to develop themselves which in turn makes the company better off as a whole.

Netflix culture makes for a successful organization because they take core values of what they want for employees and use them to create and environment that run smooth and causes profit for the company. They do this all while making for a great and enjoyable job for employees. The communication at Netflix is so important, as it should be at many other companies, and that is what helps drive them to the next level. They know what they are looking for in an employee and help the employees that they do hire to develop.

Netflix culture is much different that most of the culture I have been involved with in organizations. Usually, what I have experienced is more of a structured culture, with many rules and regulations. Also, most of the managers I have had are more restrictive of ideas and seem to be shut off to comments regarding the organization. I have experienced some of the seven values talked about with Netflix. The values are what we value is interesting because most organizations I have been a part of have had values. Some of them follow those values in a strict way of some have had very fake values that are just put there because they look good. I have experienced some of the promotion and development value with organizations as well. If you do well with jobs and work usually you will be rewarded and sometimes receive promotions. I believe this value is prominent in most organizations. I believe that I would be a more effective employee under Netflix than previous jobs. I believe this because the way that the culture is formed suits my personality very well. I struggle when hard work does not receive recognition, and I also enjoy freedom in order to get work done. I think that another part of the culture that I would enjoy would be the top-down communication. The fact that it is okay to openly discuss things with your boss and your colleagues. That is a very nice environment to be a part of in the workplace. Also, the vacation policy is very nice.

 

Hastings, Reed. (2009). Seven Aspects of our Culture. Retrieved October 07, 2016, from http://www.slideshare.net/reed2001/culture-1798664/3-Seven_Aspects_of_our_Culture

McCord, P. (2014). How Netflix Reinvented HR. Retrieved October 06, 2016, from https://hbr.org/2014/01/how-netflix-reinvented-hr

(2016). The Woman Who Created Netflix’s Enviable Company Culture. Retrieved October 06, 2016, from https://www.fastcompany.com/3056187/the-future-of-work/the-woman-who-created-netflixs-enviable-company-culture

 

 

 

 

 

 

 

Case Study 2 (Google)

Torin Wetzel

 

google_doodle_01

http://content.time.com/time/photogallery/0,29307,2076623,00.html

 

In this case study, the way groups worked with each other were looked at as well as the organization of google. This study, Project Aristotle, looked at effected ways to get work done through group work in the workplace. It compared and contrasted many different styles and different people to try and find the best group work possible. Project Aristotle started in 2012 as a way to form the “perfect team”.

The purpose of this study was to find out what a team that would perform very well in the work place would consist of for google. They were trying to figure out why some teams performed better than other teams and also seemed more satisfied with their work than other teams. The initial response was very blurry and didn’t give a definitive result. It was very hard for them to see a pattern with these employees to tell why they worked well with each other or vice versa.

After initial trial and error they looked deeper at what made the successful groups work. They saw that the some successful teams were friends away from work, but some were successful with people whom knew little about each other in the group outside of work. They continued studying and finally came to a consensus about why the groups were performing the way they were. They found a trend with psychological safety. This is where people feel safe to express their opinions and ideas and also get a chance to do so. No matter whether these people in the successful groups knew each other outside of work or not, they all felt safe in their group because of the atmosphere in the room. These groups showed great respect for one another and they found that every person in the group was getting talking time and a say on every topic that they had an opinion on. This helped to explain the fact that it didn’t matter if people were friends in other teams or if individuals in the other group may have been a little smarter. The whole is bigger than a couple of pieces and parts, and the groups that performed the best had great unity and safety.

These results mean that putting the right people in a group can make for a very valuable team. It was very enlightening to know that groups can work that efficiently if working the right way. Groups and teams are involved in everyday life, and if you can work well with others you are valuable. I believe that they study’s findings are very accurate. I know that if I am in a group project for a class and have all of my buddies in my group we will put work off and not do a great job on the work because we will be talking and doing other things. To form a team that has great security and safety to it without having just a bunch of your friends is hard, but doable, it just takes the right personalities. I’ve been on teams in sports where it has been awkward and hard for people to speak up because of other personalities on the team or even the coach. I’ve also been on teams where we are like a family and everyone has a say with everything, and those teams always are more fun to play on and usually succeed more than the other teams. These study findings would make me be a leader that is very open to everyone’s opinion and to give everyone a say and feel welcomed. Having everyone feel like they are part of the team and that they mean something to the team is very important.

Duhigg, C. (2016, February 28). What Google Learned From Its Quest to Build the Perfect Team. New York Times. Retrieved September 30, 2016, from http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html?_r=1

National Geographic – Inside Google (High-Definition). (n.d.). Retrieved September 30, 2016, from https://vimeo.com/55885729

Re:Work – Guide: Understand team effectiveness. (n.d.). Retrieved September 30, 2016, from https://rework.withgoogle.com/guides/understanding-team-effectiveness/steps/introduction/

 

 

Holacracy Management at Zappos: Good or Bad?

by Torin Wetzel

Holacracy is an organizational style of management based upon a peer to peer system that empowers each employee, bound by the same rules, with decisions made locally. This style differs from the more traditional management rules. Holacracy empowers a single employee not to stay in a box and do the same things. Team work and jobs based on the work, not people are important aspects of this form of management. The purpose of the case study is to describe holacracy and how it is applied at Zappos.

“The goal of Holacracy is to create a dynamic workplace where everyone has a voice and bureaucracy doesn’t stifle innovation (Gelles, 2015).” This statement means that the traditional manager no longer exists and it encourages a sort of self-management. Zappos adapted this style of management because it added fresh new ideas and sparked more interaction between employees. Zappos employees can now find roles that interest them and address those things whenever they want. Holacracy is more about a certain job fitting the person rather than giving a job to a position. This style of management seemed to add a lot more passion and enjoyment with the employees.

The biggest strength of a holacracy is the empowerment of the employees. Each employee feels as though they have say, and the best part about it is, they do. Giving employees a voice in the company makes them work harder and have more satisfaction with their job. Holacracy also brings a sense of unity to the employees that is very important when working on new ideas or projects. A holacracy can turn work into a much more enjoyable experience because the employees really feel a part of the company. One employee Derek Noel even stated, “My worst day at Zappos is still better than my best day anywhere else, I can’t imagine going back to traditional hierarchy anymore (Reingold, 2016).” This just shows the type of impact that empowering an employee can have on their work life. Every companies wants their employees to feel this way. One weakness of holacracy is the former management positions having to adapt to the new style. Every employee is so used to management being one way that it can be hard to transition to a totally different style of management. Another weakness is the lack of seniority and performance evaluations. With traditional styles of management, those aspects can drive people to work harder.

I believe some Zappos employees have been resistant to the holacracy style of management because it does have some flaws. Having a lot of group work is great, but sometimes it is hard for people to know what adds up to a full time job if that is all you are doing. Also, working without individual recognition on projects that do well is also tough for people to swallow. There are some big motivational aspects of a job that are missing with a holacracy. Everyone being equal sounds nice, but can lack the availability for growth for some employees.

I believe that a participative style of management  with a little more structure would work well for Zappos. A style in which there are a lot of opportunities for group participation and employee development. In this management style, the employees have a voice, but there is still some structure within management. This increases motivation in both ways, through empowering the employee, and through the opportunity to move up in the company. Having multiple motivation factors can be very beneficial to a company. It seems like Zappos employees want to be able to converse and communicate ideas, but also want to be able to have a sense of pride in their own work. A participative version on management could bring both of those elements to the table.

zappos_team
http://www.forbes.com/sites/danpontefract/2015/05/11/what-is-happening-at-zappos/#1b33b05331b3

References

Advantages and disadvantages of participative management. Retrieved September 23, 2016, from Management Study Guide, http://www.managementstudyguide.com/participative-management-advantages-disadvantages.htm

Gelles, D. (2015, August 31). At Zappos, pushing shoes and a vision. Business Day. Retrieved from http://www.nytimes.com/2015/07/19/business/at-zappos-selling-shoes-and-a-vision.html?_r=1

Gladwell, M. (2016). How it works. Retrieved September 23, 2016, from Holacracy, http://www.holacracy.org/how-it-works/

Reingold, J. (2016, March 04). How a radical shift left Zappos reeling. Retrieved September 23, 2016, from Fortune, http://fortune.com/zappos-tony-hsieh-holacracy/

 

StrengthsFinder Analysis (Torin)

by Torin Wetzel

StrengthsFinder Analysis

helping-hand
http://cdn.tinybuddha.com/wp-content/uploads/2013/01/Helping-Hand.jpg

 

StrengthsFinder is definitely beneficial to understanding the leadership skills people possess. Sometimes it is extremely difficult to know how exactly you are as a person in certain situations, so StrengthsFinder really helps with identification. All the questions may get tiresome, but they are used to show patterns in your answers. The strengths that I received when I finished my assessment were very accurate. I believe that if you take time with the assessment you will receive accurate results. The questions themselves were interesting and some were hard to answer. Once you finish the assessment you get a feeling for why certain questions were asked and others were not. The test itself does not take too long and the results are worth it.

  • Includer

The first strength that I received by StrengthsFinder was Includer. Includers feel very strong about make sure other are in the loop and do not feel excluded from a group. They have very high acceptance for people and will make sure people feel as though they are part of the group. Includers are very good at noticing people who are left out and who are feeling uncomfortable in a situation. This strength was my number one strength with StrengthsFinder. I believe that this is right on point. I am very in tune to people and hate to have people left out. From as early as I remember I have always tried to make friends with those who seem they are in need of one. I have sat by people who seem alone at lunch and included people in my friend group that needed some friends. I have even continued to do this through college because it is just part of my nature.

I worked at a YMCA this summer at day camp where I had to work with children every day. I found it very important to include children in each game or activity we had. I always tried to help the children who seemed to seem out of the loop and away from everyone else. Children should not feel alone especially in an environment like that. One of my favorite children at camp and the one that I spent the most time with was a 6-year-old with minor autism. He was always excluded by the other children because he was a little bit different. I loved him though, he was so fun to be around and I know I was his best friend at camp. I believe that things like that make me an includer. In my opinion, the StrengthsFinder assessment got this first strength right for me.

  • Developer

The second strength that I received from the StrengthsFinder assessment was developer. A developer sees potential in others and enjoys helping them to grow to that potential. Developers look to challenge others to make them better, and the encouragement they often have helps people to push themselves to greater lengths. They get motivation and satisfaction from seeing others grow and helping them to obtain their goals. A weakness to this strength may be that the developer spends too much time worried about others development that they don’t focus on their own goals and aspirations.

I believe that this strength does apply to me in a couple of different ways. I think that I do put others before me in a lot of situations. I’ve always been an unselfish person and I think that seeing other succeed is a very enjoyable experience. I have played sports my entire life and I remember always trying to make sure others are getting play time and chances to succeed. Seeing other become better and more comfortable is a nice thing to witness. I think that being a part of the reason someone does well is such a powerful thing. People cannot achieve the things they do without help and people there to push them to strive for more. Being one of the people that helps to do that is very personally beneficial. I think that this strength fits me pretty well. I would say that I have been a developer many times in my life, but I do not seek it out as much as I used to when I was younger.

  • Positivity

People that possess the positivity trait are very good at getting other enthused and excited about things as well as working people out of bad moods and habits. Positivity is a great strength to have as they are very quick to smile and look for the better side of every situation. They seem to find ways to lighten and make a room feel better and more comfortable. Positivity is infectious and it makes people feel better when present in a room.

I believe that this trait does fit me for most aspects of my life. I believe I am a very positive person and am quick to find the better in a situation. I am rarely ever in a bad mood and even if I was it would only last a few minutes. I have showed positivity through diversity whether it be in school, sports, or daily life. I think that sometimes a little too much positivity can be trouble because you need some balance in your life and you cannot just always put a fake smile on. With that said, positivity is a great trait to have when dealing with others and yourself, there just has to be a little balance.

Positivity is extremely powerful in certain situations. Sometime all that people need is someone to be there for them and smile and bring some encouragement. That can go a long way when someone is feeling down or in a bad place. I remember in high school in Monroe, MI  when one of the boys in our class passed away how down everyone was, it was a very tragic time and especially because we didn’t have that many people in our school so everyone knew each other. The first few days of school after the fact were extremely rough, and then I remember people starting to just talk about his life and how much fun we had with him. We all started to try to be extremely positive and enlightened with the situation and find the good behind it. Although it was a terrible experience, positivity helped all of us cope with the situation and move forward to believe our friend was in a better place.

  • Restorative

Restorative was the fourth strength that my assessment appointed to me on StrengthsFinder. People with restorative talents are very good at solving problems and issues and often seek out tougher tasks to challenge themselves. They want to find a solution to an issue or problem and will work hard until they find one. They can make adjustments and analyze situations in order to achieve the challenge.

I think that this strength fits me in some ways, but others not so much. I like to solve problems and issues but I can also sleep at night knowing somethings have not been resolved yet. I also tend to take some shortcuts with things by nature, and a restorative would not do that. A restorative wants to fight the tougher battles and take on the tougher tasks and I think sometimes I shy away from that path. I do like to solve issues and find results though, I just do not think it is with as much passion as restoratives.

  • Belief

Belief was the fifth strength that the assessment gave me. People with strong belief have a set in stone set of values. They may be different from person to person, but those with these values are very persistent. They have deep core values that may just be personal ideas or beliefs that they live by day to day. They have a strong sense of meaning and are very mission based, which helps them with direction in their lives. They are very trustworthy and driven people with a lot of self-motivation.

I believe that this strength fits me the least out of the five that StrengthsFinder gave me. I tend to waiver a lot with things and am not set in stone with my beliefs at all times. I tend to be more go with the flow and change my opinions from time to time. With that said, I do possess some of the traits involved with belief. There are many things personally that I believe in that are not changing and are not waivered. I also have goals set for myself that I enjoy pursuing and won’t stop pursuing.

My top five strengths from StregthsFinder are includer, developer, positivity, restorative, and belief. I believe that all of these strengths can be very beneficial to a person, and also that I do possess at least some of each of these strengths. Including people who seems left out works great with being a developer. With these two strengths you are including those who feel left out and also pushing them to grow and seeing the potential in them for success. Those two strengths work hand in hand in my opinion.

Positivity also works in well with the includer and the developer. Being positive is a trait that can help you in any setting. It will especially help when trying to include others and help them fit in as well as when trying to guide people to their full potential. I cannot think of many scenarios when positivity does not help the situation. I believe that restorative and belief fit well together because someone who is intrigued with solving problems needs to have firm beliefs and a good moral standard. To be able to adapt to situations you need to have good core values in order to not lose yourself in the work. My five strengths seem to fit together well and would make a pretty good leader.

Torin Wetzel

unnamed     Torin Joseph Wetzel is a Senior at Ashland University from Monroe, Michigan majoring in Public Relations with a minor in Journalism Digital Media. Torin previously attended West Liberty University in West Virginia, but transferred to Ashland in 2014. He has played basketball for both colleges and was part of a National Runner up team at West Liberty.   Previous work includes an abundant amount of basketball camps and clinics, whether it is helping run the camp or just being a counselor to the kids attending the camp or clinic. Torin also worked for the Monroe Family YMCA as a camp counselor this past summer. This job consisted of planning days for children at day camp and counseling this children during the hours their parents are unable to watch them. Torin was a counselor for ages 4-9 so it was a very busy and action packed summer job for him. Torin is a member of the YMCA still as well as the Ashland Basketball Team. He is also a member of ACLU which is an organization that fights for individual rights and takes on many high-profile cases.

A key accomplishment for Torin in his life is being a student athlete in college. When he was a child he always wanted to play sports at the collegiate level and being able to live that out is a great accomplishment. Being able to balance getting an education and a playing sport is college is very difficult so Torin is proud to be achieving both. Another accomplishment Torin is proud of is the amount of community service he has done over the last 8 years. He currently is a volunteer at the Ashland County Dog shelter.

After College Torin hopes to move West, away from Ohio and Michigan. He hopes to attend graduate school and eventually pursue a career at a Public Relations Department.

In his free time, Torin enjoys playing many different of sports, and traveling. He loves the competitive nature of sports and enjoys learning about other sports that are not basketball. Torin loves traveling, especially West, and his favorite place to go is California.

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