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Team Orientation Essay

The total score achieved is 242. This is just about 53. 7 percent. Thus indicating that the person is not fully satisfied in the present organization and will have to overcome some of his weaknesses to align better to the company as well as gain satisfaction. Assuming that it is not possible to change the organization, there is a need to improve the following aspects by the individual:- (a) Autonomy and Creativity.

The organization is providing a very high degree of autonomy and creativity to the individual, to that extent there is an alignment in this dimension and thus greater degree of satisfaction for the individual leading to the recommendation that he can continue working for it. (b) Complexity. The individual needs to improve his ability to withstand and sustain complexity. (c) Intensity, Status and Precision. These are aligned equally, however the individual should improve upon the same. (Pohlman & Gardiner, 2000, pp. 214-216). (d) Competition. The individual has to improve his competitiveness.

(Pohlman & Gardiner, 2000, pp. 214-216). (g) Physical, Outdoor Work, Travel and Routine. The individual needs to demonstrate greater inclination and ability for outdoor work, travel and routine. (h) Security. This aspect needs greater attention for the individual. (j)

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People and Team Orientation. People and team orientation is relatively high for the individual though there may be some scope for improvement. (k) Leadership, Authority and Responsibility. The scores are reasonably high for the individual, however could be improved upon. (Pohlman & Gardiner, 2000, pp. 214-216). (l) Industry Image.

The obvious inference of greater attention on this facet by the individual is again underlined. Overall Strategy for Personal Growth. The individual can be satisfied in the present organization in case if he can improve in facets as indicated above. However he definitely needs to change his job position in the company and work under a different supervisor.


1. Jones, G. and George, J. (2006). Contemporary Management. New York, NY: McGraw-Hill. 2. Pohlman, R. and Gardiner, G. (2000). Value Driven Management: How to Create and Maximize Value Over Time for Organizational Success. New York, NY: Pohlman, Inc.

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