Teamwork or independence orientation is a dimension of value orientation. It describes a person's tendency to put others' advantages above their own rather than to act for their own advantage.
In doing so, you can classify the individual orientation of a person on a continuum between the two poles teamwork orientation and independence orientation. The value of each person can therefore be located at one point on the following scale:
Teamwork orientation
People who are rather oriented towards teamwork...
- ... prefer an environment in which personal exchange and community are paramount
- ... want leadership through support, continuing education and coaching
- ... get involved best in teams that involve everyone and value teamwork and willingness to compromise
Independence orientation
People who are rather oriented towards independence...
- ... prefer an environment in which competition, results and goal achievement are paramount
- ... want leadership through high performance, goal setting and competition promotion
- ... are best involved in teams that value results, top performance and competitiveness
Benefits in a professional context
As you can see, the best fit for a vacant position depends not only on the person's teamwork or independence orientation, but also on the characteristics of the vacancy.
Depending on the corporate culture, a person oriented towards teamwork or independence can best contribute. If a company places more emphasis on the well-being and development of employees, cooperation and teamwork are paramount, and a person oriented towards teamwork can flourish. If, on the other hand, a company places more emphasis on the well-being and development of the organization as a whole, with competition and individual results in the foreground, an independence-oriented person is best placed to get involved (Cameron & Quinn, 2011).
With a value diagnosis, you can therefore reduce the risk of mis-hires and at the same time ensure higher diversity in the workplace!
How do you record teamwork or independence orientation?
Do you want to record the teamwork or independence orientation of your applicants? Aivy is happy to help you with this!
Our mini-game “Dream Team” offers users the opportunity to find out more about their individual value orientation.
Sources
- Cameron, K.S., & Quinn, R.E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. John Wiley & Sons.
- Quinn, R.E., & Rohrbaugh, J. (1983). A spatial model of effectiveness criteria: Towards a competing values approach to organizational analysis. Management science, 29(3), 363-377.
Aivy captures this orientation in its culture-fit assessment.
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