Polarize Your Relationship

In being resourceful so as to deliver results, you recognize a difference between what the organization is seeking and how far your own resourcefulness can contribute.

With a focus on serving the organization, you must deploy all skills, knowledge and expertise for which you were employed and on which your resourcefulness necessarily depends.

However your efforts may be wasted or misdirected e.g. due to poor systems or insufficient resources or management misjudgements. By focusing on serving yourself, you will be inclined to think differently i.e. creatively about situations to help you work out what you might do that is useful.

So there are two polar Centres in being resourceful-CG3: 

■ Use Your Abilities: CG3O
■ Think Creatively: CG3S

This raises the issues of which pole will be viewed as dominant by an employee. It makes sense to put creative thinking in the context of using your abilities, without which crucial issues and relevant factors will be hazy. Thinking creatively as if from an independent position, whatever its actual value, is not usually wanted by management. So the organizational focus should dominate for the employee.
See the picture:

By creating a presence, you can position yourself to be flexible in a way that serves yourself. You also increase your chances of obtaining special consideration from management.

With a focus on the good of the organization, flexibility is expressed by joining in activities. Activities may be informal (e.g. parties and events, sports days, charitable work) or formal (e.g. strategic timeouts, special training, voluntary projects, workshops, mentoring). Some activities are periodic and routine, others are sporadic.

The focus on one's self calls for paying attention at all times to what is going on. This ensures you can articulate your views and needs in ways and at times that ensure you are properly noticed.

So there are two polar Centres in creating a presence-CG5:

■ Pay Attention: CG-5S
■ Join In Activities: CG-5O

This raises the issue of which pole will be viewed as dominant by an employee. Being alert and paying close attention to what is going on are more crucial for an employee than joining in. After all, only by paying attention is it possible to know what activities to join and when and how to participate. So the self pole should dominate.
See the picture:

An employee shows commitment by adjusting to developments that arise from new rules and policies or reactions to external events. These adjustments may be physical and practical matters, social and relationship, or mental and aspirational. They may be confined to the work-place or impact on domestic life.

Your focus on the organization is expressed in accepting instruction from management on a wide variety of matters. Some instructions may seem trivial (like hairstyle), some may disrupt (like hours of work), and some may almost offend (like peremptory commands that disrupt a near-completed task). Such adjustments are usually evident to others by simple observation.

With a focus on yourself, you should be willing to set an example to others of what the organizations seeks and needs. This sort of adjustment is internally shaped and psychologically manifested. It can be harder for others to perceive. If perceived, it may not be appreciated by some.

So there are two polar Centres in adjusting to the organization-CG6.

■ Set an Example: CG-6S
■ Accept Instruction: CG-6O

This raises the issue of which pole should be viewed as dominant by an employee. Setting an example is of greater value to an employee not only because it is highly desired by management, but because it enables personal growth. Accepting instruction, which is about being a willing follower and part of the staff community, is most effective when it is part of setting an example. So the self pole should dominate.
See the picture: