David A’s top culture values

• 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.

• seeking input from others

  Those who place high value on Seeking Input from Others tend to consistently ask others for suggestions and constructive criticism. Those who place low value on Seeking Input from Others typically prioritize personal experience over other input when making decisions.

• 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.

• being highly organized

  Those who place high value on Being Highly Organized tend to operate with clearly defined schedules, systems, and plans of action. Those who place low value on Being Highly Organized typically operate more spontaneously and unsystematically.

• sharing information freely

  Those who place high value on Sharing Information Freely tend to readily disclose data and information to others. Those who place low value on Sharing Information Freely typically keep data and information under wraps unless disclosure is critical.

• stability

  Those who place high value on Stability tend to prefer consistency and predictability in their environment and with others. Those who place low value on Stability typically enjoy change and variation in projects and schedules.

• desiring a well defined role

  Those who place high value on Desiring a Well Defined Role tend to prefer clearly defined roles and responsibilities. Those who place low value on Desiring a Well Defined Role typically prefer to have flexible and fluid responsibilities.

• creating order

  Those who place high value on Creating Order tend to bring structure and order to processes and projects. Those who place low value on Creating Order typically prefer to allow processes and projects to be fluid and unstructured.