My institution wants persistent, perfectionists and hard working people. The agency values those factors in order to encourage employees avoiding inaccuracy in the execution of their duties. Likewise, the bureau requests employees to keep track of every single detail and work long-lasting hours to arrive at a carefully defined objective. One may identify my organization as a business that performs its duty perfectly and master all surroundings to stay on top of its objectives. While this kind of orientation is useful, too much accent on perfectionism can bamboozle AFT Inc.’s workers, who may additionally develop symptoms of …show more content…
The company also must not prevent itself for encouraging and promoting workers’ growth and success to innovative and appealing activity. In this pursuit, my business has to stop taking decisions on a unique and independent way. My organization’s rate of 47% in Achievement culture (The 11 O’clock position) exhibits the certainty that my corporation does not reach its goals and worth employees who pull off their own objectives. In this logic, employees of these challenging truthful aims cannot neither ascertain strategies to attain these goals nor engage in them with keenness. In this sense, my firm ought to steer clear of being less effective, in order to solve appropriate problems and lead workers to the right direction.
The Humanistic-Encouraging culture (The 01 O’clock position) score is about 41% below the standard. This validates the verity, my establishment’s leaders should not manage the business in a participative and person-centered way. In like manner, the hierarchy must not force the employees to support their decisions and they must not cut off the communication line between workers. In doing so, my business will gain workers’ effective