Sample Management Paper on Identify what you consider to be the key aspects of the Gallup Strengths theory

Identify what you consider to be the key aspects of the Gallup Strengths theory

Gallup’s strengths theory focuses primarily on emphasizing the significance of embracing abilities and potential. The key aspects of Gallup strengths theory are chiefly within the four domains which include: Executing, Influencing, relationship building, and strategic thinking. Each of these four domains is significant. As such, one cannot claim that one domain is more important than the other. For instance, my five Gallup strengths which comprise of strategic, Achiever, learner, competition, and belief, and each of these strengths falls into three of the four domains (Asplund, Lopez, Hodges, and Harter, 2009). To start with, strategic – the strategic thinking domain; achiever is- executing domain; learner is – strategic thinking domain; Competition – Influencing domain and finally belief falls under the executing belief. As noted, relationship building is the only domain that is not mirrored in my five Gallup strengths. Nevertheless, this does not imply that I lack the abilities to execute the tasks that require skills in the relationship building domain such as positivity, empathy and developer among others (Asplund, Lopez, Hodges and Harter, 2009).

Indeed, in an employment setup, the employers ascertain that the lack of skills or rather certain strengths from one individual person are complemented by another individual. Therefore, as aforementioned the four domains, that is, executing, influencing, relationship building and strategic thinking are all key aspects in Gallup strength theory.   However, there is a conservative perception that articulates that strategic thinking is much significant or rather essential than the relationship building. This is a misconception that holds no truth. However, relationship building and strategic thinking domains are very significant in consolidating a team towards achieving a common objective. For example, if an employer works only with strategic thinkers, then teamwork is likely to disintegrate or not form at all.  Conversely, with only relationship building in position without strategic thinking domain, there is likelihood of having a collaborative team but without any ideas of achieving results. In broader terms, it is apparent that one domain complements the other. As such, all the domains are key aspects in Gallup strengths theory (Asplund, Lopez, Hodges and Harter, 2009).

Critically appraise two of the theories from this module (are there any flaws?)

The theory of Career Choice by John Holland acknowledges that while choosing a profession, most people desire working with people that accept or rather embrace them. They often seek for workplaces that will allow them maximize on their skills and potentials, as well as, share their attitudes and values. Indeed, Holland alleges that the relationship between a person’s character and the environment is what shapes their behavior.  Although Holland’s theory may hold some truth about the connection between personality and environment, I think there are several issues that the theory failed to consider.  For instance, John Holland does not explain what happens what happens when one matures since skills, interests and values changes as one advance in agree. The interests of a person in early adulthood are likely to change when one gets older. In such a case, John Holland should explain whether one should change their career if they realize that the occupation does not complement with their interests or values at a particular age (Brown and Brooks, 2002).

The theory of development self-concept by Donald also has several flaws.  To begin with, Donald maintains that self-concept is what leads towards career enhancement. In other words, self-concept is likely to change with the advancement in age and becomes fully established because of experience.  Therefore, career growth does not cease at a particular stage or age.  The flaw in this theory is that there is no difference in self-esteem of persons in one given profession and those in another profession. In other words, Donald’s assumes that self-concept is what drives one to advance their careers. Therefore, one cannot claim that their career is better than the rest because the level of self-concept differs. What drives a person to pursue a certain profession is different from what others look in a career. As well, the self-concept theory may not apply in given cultural settings that believe in certain professions, whereby, self-concept does not apply.

Reflect on how you can apply elements of these theories to your future career development? How will you own them?

However, even with such presupposed flaws, the two theories play a significant role in advancing career growth. With respect to Holland’s theory of career choice, I can classify my personality as an investigative person. I am often anxious in discovering and researching ideas, I am also a key observant, ask questions and solve problems. I, therefore, believe a career in medical field will suit with my personality. This will go hand in hand with stage 2 of Donald’s developmental self-concept theory, which is exploration. I need to explore my future career development by establishing a strong foundation that begins with skill development, experimenting and engaging in activities associated with nursing or medicine (Patton and McMahon, 2014).



Asplund, J., Lopez, S.J., Hodges, T., & Harter, J., 2009.  The Clifton StrengthsFinder® 2.0 Technical Report: Development and Validation [technical report]. Lincoln, NE: Gallup.

Brown, D. and Brooks, L., 2002. Career choice and development: Applying contemporary theories to practice. 4th  edn. San Francisco: Jossey-Bass Publishers

Patton, W. and McMahon, M., 2014.  Career development and systems theory: Connecting theory and practice. 2nd ed. Rotterdam: Sense Publishers