A Study on Positive Psychological Intervention towards Job Search Attributes among Management Graduates

There is growing evidence that the aging of the global workforce will be the dominant factor for business and organizations in the next two decades. According to renowned management expert Peter Drucker, this is because the rapid growth of the older population and the rapid shrinking of the younger generation will result in a growing scarcity of knowledgeable and competent professionals in our global labour pool. Therefore, the purpose of this study is to analyze and explain that which constitutes what we term the positive contributory value of job seekers. The researcher takes a positive psychology approach to job seekers, focusing on leveraging their strengths and talents for organizational success. He makes the argument that organizational leaders have yet to turn their full attention to attract. He suggests that a positive approach would be better received and more effective.

The researcher suggests that a positive approach to the management graduates would be better received and more effective. Drawing from recent research findings, our approach focuses on management graduates as valuable assets and highlights the positive consequences associated with appropriate attention to these students. Said differently, instead of focusing on the problems associated with mismanaging the careers of management graduates, a positive psychological approach makes a business case for focusing on the opportunities related to the proper management of the careers of these students. As recently as 1998, renowned psychologist Martin Seligman introduced the positive psychology movement. Positive psychology has emerged and gained momentum as an approach that redirects focus from what is wrong with people or organizations toward one that emphasizes human strengths that allow individuals, groups, and organizations to thrive and prosper.