Summary

Summary Why it's OK not to be perfect at work

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Course
Professional Communication 1 (MBO21A)

Institution
UC Leuven-Limburg

The article “Why it's ok not to be perfect at work”. This article is one of the two articles in the 'work' section, one of which you needed to know before the first trimester exams. I'm in the organization and management selection process for event and project management (EPM).

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Uploaded on January 2, 2023
Number of pages 1
Written in 2022/2023
Type Summary

article
english
work
professional communication

Institution
UC Leuven-Limburg
Education
Event-en Projectmanagement
Course
Professional Communication 1 (MBO21A)

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Why it is OK not to be perfect at
work
Introduction

What is your greatest weakness? > asked a lot

 Interviewees answer with an ambiguous (= dubbelzinnig) negative to signal their flaws are virtues
 Perfectionism > popular answer
BUT perfectionism is increasingly out of step with the ways products are developed,
employees are treated and work forces are organised.
Body

Why is perfectionism out of favour?

1 PRODUCT DEVELOPMENT
 Concept: minimum viable product (mpv)
= prototypes that can be refined (or scrapped) on the basis of feedback
 Essence = anti-perfectionism
> perfectionism = waste of time, the market will refine it for you over a period of time
2 GROWING EMPHASIS ON EMPLOYEES’ WELL-BEING
 The trait (= characteristic) is on the rise
 The tyranny of excessively high expectations is not good for you
 Perfectionism = associated with a string of mental-health disorders

3 WHAT KIND OF PERFECTIONIST?
 Self-oriented = people put pressure on themselves to perform
 Other-oriented = people hold their colleagues to the highest of standards
 Socially prescribed = people think that they will only make progress if they meet the impossible
expectations of those around them
> more prone to stress and is a predictor of a burnout

4 THEY MAY HURT TEAM COHESIVENESS
 Perfectionists are regarded as being less socially skilled and less likeable
BUT more competent
 Working more and more in small groups > more important you like each other.

Conclusion

 Managers who are perfectionists are still not as bad as people without standards
 Discouraging perfectionism does not mean sacrificing high standards
 Striving for excellence is better than seeking perfection

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