Applicant Org Culture Fit 3

These companies are idea-centric and are willing to accept and implement good ideas regardless of who offers them. They constantly look for ways to improve and build upon existing ideas and products. They encourage curiosity and look for groups to develop and refine good ideas and discard poor ideas. Whenever a great idea is accepted, they look for ways to implement and refine it. These companies allow employees the freedom to make processes and roles their own. They accept that different employees may use different methods to complete their work and generally provide open and flexible environments versus an atmosphere of rigidity and restraint.

These organizations attempt to have systems and processes to handle all foreseeable issues. These companies have a constant focus on maximizing the efficiency of work processes. They believe the best outcomes are produced when everyone knows their role and understands their responsibilities. They have documentation (user manuals, for instance) that communicate which people are responsible for which issues. They are very clear and direct about how each job should be performed, and they set clear "if this happens, then this is what you should do" guidelines to help employees understand exactly how to respond to different situations. Whenever their processes are not delivering the desired results, they diagnose the problem, adjust accordingly, and implement revised procedures. They view inefficiency as a process-based problem. These organizations design jobs and work roles to ensure that as long as everyone fulfills their personal responsibility, the overall goal is achieved.

These organizations have cultures that are opportunistic and are characterized by pursuing calculated risks. They are defined by an ambitious culture, and are very resourceful in initiating projects. Their focus is on generating value, which they view as a basis for profit and from which they build their business models. They are willing to enter into new ventures when high value and return on investment are anticipated. Employees in these companies are typically motivated "go-getters" and thrive on the results-oriented company spirit. This culture typically rewards passionate employees who demonstrate perseverance and a spirited pursuit of results. These companies are focused on growth versus maintenance, in both current and new ventures.

These organizations believe an employee's recognition and compensation should reflect their performance and contributions. They set high standards, are results-based, and strive to achieve their ever-escalating goals. Poorly performing employees are likely to be rewarded with minimal or no pay-raises (or any other forms of additional compensation). These organizations do not reward based solely on seniority or tenure. Instead, they promote individuals who have demonstrated the ability to handle the responsibilities at the next level. They schedule opportunities for their high-potential employees to develop their skills and competencies and view those employees as critical assets. They are active in generating and maintaining a capable talent pool of up-and-comers by culling those who are performing below standard. These companies are focused on retaining their top talent and creating a workforce of high performers.

These organizations place high emphasis on getting work done correctly the first time. They consist of conscientious employees committed to quality - with their main focus on ensuring their work is performed with excellence. To this end, they place a high importance on complete training, employee development and mentoring. They believe the best way to maintain a great reputation is to correctly complete work the first time. They communicate the importance of avoiding careless mistakes, where employees understand the high importance of ensuring that nothing "falls through the cracks". Work is carefully checked at every level to ensure high quality. These organizations focus on delivering a high quality product and commit resources to continually improve the workforce, procedures, and equipment as necessary.

These organizations are highly interactive with ongoing internal communication and cooperative employees regardless of the job, department, or level within the company. In their culture environment, thinking, planning, and decision-making are seen as actions that are better when done cooperatively. An underlying belief of in these organizations is that "none of us is as good as all of us." These organizations see their make-up as a group of teams and expect employees to be "team-players". These companies also believe that true excellence is achieved when all employees are willing to work towards a common goal. These organizations create committees and teams with a focus on synergy and diversity. They expect their people to treat one another in a socially responsible, friendly manner. Employees in this company rarely work in a completely autonomous environment and are encouraged to "bounce their ideas" off of their coworkers and colleagues. Tense competition between employees is mostly absent and the success of the team is paramount. Lone rangers, even if they are highly productive, are valued less than the person who achieves results through teamwork. These companies strive to create an atmosphere of comaraderie and collaboration and prefer employees who focus on team contributions over individual efforts.

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