Amy’s top culture values

• adaptability

  Those who place high value on Adaptability tend to easily adapt to changing circumstances or requirements. Those who place low value on Adaptability typically prefer to maintain tried and true processes.

• having high performance expectations

  Those who place high value on Having High Performance Expectations tend to work hard to achieve goals and expect the same of others. Those who place low value on Having High Performance Expectations typically balance completing work with maintaining personal balance.

• opportunities for professional growth

  Those who place high value on Opportunities for Professional Growth seek out programs, mentors, or projects that have the potential to enhance professional and personal development. Those who place low value on Opportunities for Professional Growth typically prefer to focus on specific work responsibilities, rather than on development opportunities.

• being team oriented

  Those who place high value on Being Team Oriented tend to collaborate and rely on team effort to achieve goals. Those who place low value on Being Team Oriented typically prefer to work independently and prioritize individual goals over team goals.

• being quick to take advantage of opportunities

  Those who place high value on Being Quick to Take Advantage of Opportunities tend to feel comfortable taking on more risk with less information. Those who place low value on Being Quick to Take Advantage of Opportunities typically gather and analyze information before moving forward.

• high pay for good performance

  Those who place high value on High Pay for Good Performance tend to expect reward and compensation to be based on performance. Those who place low value on High Pay for Good Performance typically expect compensation to be consistent across responsibilities.

• developing friends at work

  Those who place high value on Developing Friends at Work tend to interact socially at work and befriend colleagues. Those who place low value on Developing Friends at Work typically prefer to maintain boundaries between personal and professional life.

• rewarding team success

  Those who place high value on Rewarding Team Success tend to identify and reward collective team success over individual success. Those who place low value on Rewarding Team Success prioritize and reward individual performance over the success of teams.

• not being constrained by many rules

  Those who place high value on Not Being Constrained by Many Rules prefer to operate in a flexible manner without adhering to restricting regulations or rules. Those who place low value on Not Being Constrained by Rules typically prefer to work within clearly defined and enforced rules and protocol.