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The organization I have selected to study is Philadelphia Automotive Training. It is located

in the northwest district of Philadelphia. Currently there are three employees other than the

president and his partner. PAT was established in 2008. Our Mission: Getting You Employed -

Philadelphia Automotive Training has emerged as an innovator in workforce development,

licensed by the Pennsylvania Department of Education, Private License Schools. We train you to

become a technician in Manufacturing and Automation or Automotive Technology and Repair.

Our unique ten (10) week courses allows you to obtain industry-recognized training and

credentials so that we get you connected to employers who need your skills and training.

 
 )

Our mission is to focus on
getting people jobs through
high skilled technology
training in Automotive
Mechanic Training and
Manufacturing & Automation
hands-on skills training.

*
PAT's job development
programs seek to give back to
the community who support
our mission and students.
 
PAT¶s commitment to you is
real world industrial
applications training,
Hands on state of the art
learning environment and
resume writing and interview
skills.

 As you can see from the attached circumplex, Philadelphia Automotive Training has two

primary styles which are achievement and self-actualizing. The secondary style is power. I do

not agree with this style according to the culture of PAT. The smallest percentile or weakest

style is dependant. I agree with dependant being ranked as the weakest style.




 
   

+ )

An achievement culture does things well and value members who set and accomplish

their own goals. There are three employees and we all have a different function for the school to

operate. We have weekly meetings where we set challenging but realistic goals, formulate plans

to reach these goals and we support each other in order to achieve these goals. A self-actualizing

culture values creativity, suggest quality over quantity in both task accomplishment and

individual growth. We are encouraged to be creative when enrolling students and employers.

Thinking outside of the box usually creates an environment that is innovative. Currently we are

the only school in the area that is offering this type of hands-on training. Other training schools

in the area teach more theory and are 35% hands-on, whereas we offer 85% hands-on training.

Reading the description of a power culture does not seem to fit the culture of PAT. We

do not hold back information or is anyone rewarded for taking charge and controlling

subordinates. We are all fully aware of what should be done daily according to the goals set

forth. We feel as though if we are micromanaged it will stifle the creativity of obtaining the

bigger picture. Dependant cultures are organizations that are hierarchically controlled and non-

participative. We are exactly the opposite. We have the ability to be initiative, spontaneous, and

flexible within decision making.


  

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,- #,./.,/01-,2
1  
 3 +4

   

 
1 ,.*-
Achievement 78% 91% 0
Self Actualizing 82% 90% 0
Humanistic 85% 29% 56
 Affiliative 71% 37% 34

Approval 27% 32% 5

 *-
2-#-1 *- Conventional 18% 47% 29
Dependent 24% 26% 2
Avoidance 27% 39% 12

Oppositional 45% 63% 18

,- *-
2-#-1 *- Power 30% 76% 46
Competitive 42% 68% 26
Perfectionistic 25% 74% 49

    




 )
The greatest gap of the current score and the ideal score is Humanistic. I find this

surprising due to the fact I feel as though the members of our team are supportive, constructive,

and provide an open influence in dealing with one another. I answered the questions and this is

what the results are so we need to work on this apparently. My manager gives me positive

feedback and she also gives me constructive criticism. I am not sure what questions I answered

to give me this type of result.

The second greatest gap between the current score and the ideal score is Perfectionist. I

personally do not like to make mistakes; I also make sure I keep track of everything I do.

Currently we are all working long hours to make sure we get students registered for the date we

have set for the first training class within manufacturing. We like to do things right the first time

so we avoid having to waste time in redoing projects. Communication cuts down on mistakes

and it also strengths the team.

 
  5,6 

 )

A business problem that is confronting PAT is the financial covering of tuition. In order for

us to offer financial aide we have to be accredited for two years. We basically have two years to

go. In the state of the economy it is hard for a person to come up with $8,500 to cover tuition.
There are not many financial options for a person that does not qualify for the grant from

careerlink which covers a portion of the tuition. We do offer a payment plan but you have to put

four to five thousand dollars down to qualify for that. The remainder has to be paid within the

ten weeks of the course in order to graduate. In my opinion, I do not think that is realistic. The

people participating within the training class are unemployed so where is the money coming

from? Without the grant from the state I am not sure we would have any students.

The roles within PAT are well defined. We know what needs to be done and who should be

working on it. Stepping on each others toes will only create disgruntle employees.

Understanding our role and communicating creates a open work environment. Having an open

door policy has worked for us and we try to support each other whenever we can. We are in the

developing stages therefore we are still discovering what works.

Increasing members¶ satisfaction and commitment is quickly attainable within a small

business. The chain of command is shorter and the lines of communication are different.

Working closely with the owner (president) of the school allows me to express my satisfactions

and dissatisfactions therefore changes are made accordingly and vice versa. I found it easier to

commit to a small business owner than a large corporation where I am considered a number and

my concerns are not heard.

Aspiring to have a humanistic culture within our organization starts with encouraging

members to work efficiently and effectively. Taking ownership within your work will ensure

efficient projects. There is a bigger picture and without encouragement your organization will

not obtain that goal. Members of your team should be encouraged to develop their capabilities.

It is important to maximize their contributions by enforcing no idea is a dumb idea. It might not

be used now but it could be used at a later date. Working together as a team to accomplish one
goal is a skill that is heavily enforced. Communicating with each other, keeping a calendar of all

events and appointments will ensure organization within the team. Creating timelines and

checklists will reduce anxiety within the team as well. Working together will reduce resistance

and conflict within the organization. In order for PAT to be successful we must continue to

encourage and support each other to accomplish our goal.



,

)

Overall I do not think the results from this survey leave much to work on within this

organization. As I stated before I am surprised of the percentage for humanistic culture being as

though I feel as if we support and encourage each other. How could I have answered the

questions in order for this to have had a different outcome? Knowing that the answers show that

we need to work on encouragement of others, I am going to make sure I am more encouraging

and accommodating. I will make sure I will treat others the way I want to be treated, and hope

that others will follow. The value of the exercise has shown me that I have some areas to work

on to increase my personal development to be successful within this organization.