BIZ102 Understanding People: Reflective Journal on Gallup Strengths

This reflective journal delves into the author's self-awareness journey through the Clifton Strengths Survey, highlighting five key strengths: deliberative, restorative, arranger, relator, and achiever. The author reflects on the accuracy and personal relevance of these strengths, particularly focusing on the surprising 'arranger' result and contrasting personal views of 'achiever' with the survey's definition. The journal emphasizes the importance of these strengths in professional development, particularly 'restorative' in risk assessment and problem-solving within organizations. The author acknowledges challenges in 'arranging' but remains optimistic about leveraging strengths for future success. The reflection underscores the value of self-awareness gained from the survey for both personal and professional growth, with a focus on contributing to organizational success and career advancement.

Running head: UNDERSTANDING PEOPLE AND ORGANISATION
UNDERSTANDING PEOPLE AND ORGANISATION
Name of the Student
Name of the University
Author Note

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Self-awareness and cultural intelligence is important and is essential for the human
beings. It is important for individuals to understand and be aware of their strengths which they
can use effectively and efficiently in order to contribute to their overall development (Travers,
Morisano & Locke, 2015). This paper is going to focus and reflect on my results that I have
acquired from the Clifton Strength Survey.
I had recently taken the test in order to get to know about the strengths and from the
survey I came to know that I have five strengths or talents, of which many I was unaware of.
However, there were much strength and talents which were the results of the survey which I
believe are true and to some extent I can relate to it. My strengths according to the results
described me as deliberative, restorative, arranger, relator and achiever.
I have been the most astonished to get the result of the arranger as I feel that I am not
very good at it and quite weak as I do not know the art of it and often clumsy. Because of my
clumsiness I feel that I often do not understand which pieces come together so that I can put
together something very constructive. However, from this result I feel that I have the potential to
arrange something concrete and constructive that will be beneficial and will help me in the near
future. The other result about me which I received was achiever. I believe that I am an achiever
however the meaning of achiever according to the survey or the test is different than what I
perceive an achiever to be. According to the survey, an achiever is someone who enjoys being
busy and productive. Though, I like being productive however, I do not like being busy and
engrossed with work all the time as I feel that a work-life balance is extremely important in order
to keep one get going. On the other hand, I perceive an achiever to be the person who is always
successful at fulfilling tasks and the intended desire and also achieve the desired goals by ethical
means.

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The other results that I have acquired from the survey does have some similarity with me
however, the ones I totally related to was relator and restorative. Generally as a person I work
hard so that I can be productive and bring fruitful results however when I work with friends I
have a different level of satisfaction and the urge to do better as I want everyone to get the
appreciation equally. I believe friends build a positive rapport which makes the working
environment comfortable which makes everyone to put their best efforts.
The other results which I resonated with at one go was restorative. One of the traits I have
is that before doing anything the first thing I focus and emphasize on the potential risks and what
is wrong in the decision in order to identify it and resolve it immediately and efficiently so that it
does not hamper anything and bring negative results. According to scholars, it is important to
assess the risks in an organisation so that it does not have any negative impacts on the operations
of the organisation.
From this survey, I have got a good understanding of the strengths I possess which I was
aware of and some which I was not aware of. This result has helped me understand my
capabilities and has improved my understanding of the strengths I have which I can further use
for my professional development. The strengths according to the results I have acquired are
highly important as most organisations look for employees with these positive traits. Assessing
problems and coming up with suitable solutions are one of the biggest factors on which people
focus these days in order to avoid risk and take fruitful and positive decisions that benefit
organisations (Schaufeli, 2017). Thus, this strength of mine will be highly effective and will help
organisations to come up with positive decisions. These strengths will help me in contributing to
the success of the organisation which will help in boosting my career and my development.

3UNDERSTANDING PEOPLE AND ORGANISATION
I have many goals and aspirations and I would love to develop myself professionally in
order to broaden my horizon and also be successful in life. However, I feel that one of the
biggest challenges which I might be facing which will be huge hindrance for me in order to
achieve my goals will be the lack of ability to arrange and bring things together. However, I feel
my hard work and the strength of identifying obstacles will help me in making positive
arrangements that will be beneficial for me in the long run.
The result of the test has been extremely beneficial as now I am aware of my strengths
and will be able to work hard on my strengths in order to develop myself professionally as well
as personally which will help me in being successful in the long run.

4UNDERSTANDING PEOPLE AND ORGANISATION
Reference
Carvalho, M. M. D., & Rabechini Junior, R. (2015). Impact of risk management on project
performance: the importance of soft skills. International Journal of Production
Research, 53(2), 321-340. Retrieved from
https://www.tandfonline.com/doi/abs/10.1080/00207543.2014.919423
Schaufeli, W. B. (2017). Applying the job demands-resources model. Organizational Dynamics,
2(46), 120-132. Retrieved from
https://www.wilmarschaufeli.nl/publications/Schaufeli/476.pdf
Travers, C. J., Morisano, D., & Locke, E. A. (2015). Self‐reflection, growth goals, and academic
outcomes: A qualitative study. British Journal of Educational Psychology, 85(2), 224-
241. Retrieved from https://blog.lboro.ac.uk/teaching-learning/wp-content/uploads/sites/
16/2017/01/Travers-self-reflection-growth-goals-and-academic-outcomes.pdf

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Appendix
Gallup result

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