Final answer:
Organizational knowledge leverages three basic individual strengths in a workforce, focusing on talents for improved performance. The strengths-based approach can lead to neglecting weaknesses and overusing strengths, requiring a balance for organizational success.
Step-by-step explanation:
Organizational knowledge consists of identifying and leveraging the three basic strengths within a workforce. Donald Clifton's strengths-based management suggests that an organization's success can be significantly improved by focusing on these individual strengths rather than weaknesses. Strengths can include talents such as public speaking or event planning, and they are central to consistently high-performing tasks. However, the approach has its drawbacks as well. Notably, managers may neglect their weaknesses and overuse their strengths, possibly hindering performance and organizational development. It is therefore important to balance the focus on strengths with the awareness and improvement of weaknesses. The strengths-based management approach, while popular, requires further study to fully understand its impact on organizational performance, according to research by Kaiser & Overfield (2011).