Harnessing Growth-Mindedness to Enhance Organizational Effectiveness

Abstract

We consider the organizational and individual benefits of implementing activities focused on increasing employee growth mindedness within a global Fortune 500 organization, with the objective of enhancing organizational effectiveness and employee retention. Growth Mindset Theory, pioneered by Stanford psychologist Carol Dweck, focuses on promoting an environment of continuous learning and openness to growth and change. Mindset theory, more broadly, posits that there are two essential mindsets, or frameworks, from which we operate: a “fixed mindset” where one believes that ability is predominantly innate and a “growth mindset where one believes that ability is in large part learned. We examine the dynamic of instilling a growth mindset within an organization, and the activation effect of injecting growth mindset-focused activities within a larger employee engagement initiative.Selected ReferencesCaniëls, M. C., Semeijn, J. H., & Renders, I. H. (2018). Mind the mindset! The interaction of proactive personality, transformational leadership and growth mindset for engagement at work. Career development international, 23(1), 48-66.Cutler, S., Xia, Y., & Beddoes, K. (2022). A Growth Mindset for Peer Review: Guidelines for writing constructive peer reviews. Conference Proceedings Hawaii International Conference on Education. https://par.nsf.gov/biblio/10378438Dweck, C. S. (2019). The Choice to Make a Difference. Perspectives on Psychological Science, 14(1), 21–25. https://doi.org/10.1177/1745691618804180Dweck, C. S (2016). Mindset: The New Psychology of Success. How We Can Learn to Fulfill Our Potential. Ballantine Books, New York.Dweck, C. (2014). Talent: How companies can profit from a "growth mindset". Harvard Business Review, 92(11), 7.Dweck, C. S., & Hogan, K. (2016). How Microsoft uses a growth mindset to develop leaders. Harvard Business Review, 1–4.Fulmore, J. A., Fulmore, A. L., Mull, M., & Cooper, J. N. (2023). Reducing employee turnover intentions in the service sector: The connection between human resource development practices and employee engagement. Human Resource DevelopmentQuarterly, 34(2), 127–153.

Keywords: Employee, Engagement, Growth, Mindset, Organizational, Vitality

DOI: 10.54941/ahfe1005081