工程造价 澳洲：个人与组织
据一位高级经理说，斯坦是亨利·沙因的主要创始人。他有很深的影响，他参与了TSM的生活。随着沙因的规模越来越大，业务范围也越来越广，伯格曼认为，TSM应该将总部迁往别处，以便与包括他在内的其他高级领导人进行接触。他每天都要去超过50个Schein的地点进行小组讨论，讨论公司的各种问题，并且他非常善于在公司内部保持良好的人际关系。伯格曼和其他几位高管在认识公司的个人事件方面走得很远。伯格曼的女儿收到了格里·本杰明发来的视频信息和生日贺卡。她和公司的所有其他成员一起庆祝了25周年纪念日。
另一个值得注意的地方是，伯格曼要求EMC削减他的奖金，因为与同一家公司的其他成员相比，他的奖金相对过高。EMC为跨多个维度的工作文化树立了榜样。由于各种献身精神的干部的死亡，舍恩的几名优秀成员已经丧失。每个人都有自己独特的方式与人建立个人关系。团队的面试过程称为fit。这是一个决定候选人是否适合在公司工作的过程。除了资质和工作专长，每个人还将接受测试，看他们能在多大程度上适应公司文化。经理没有直接和应试者见面，而是让另一个助理把应试者带到门口。稍后，同样的助理被问及受访者的行为。这样，候选人就被选中或淘汰了。
工程造价 澳洲：个人与组织
According to a senior manager, Stan is the main founder of Henry Schein. He has a deep influence, and he gets involved with the lives of TSM. As Schein grew larger, and its operations have spread far and wide, Bergman felt that TSM should shift its headquarters for engaging with other senior leaders including him. Every day he visits more than 50 Schein locations for group discussions about various company issues, and he is quite adept at maintaining personal relations within the company. Bergman and several other senior executives went some way far for recognizing personal events of the company. Bergman’s daughter got a video message and a birthday card from Gerry Benjamin on her birthday. Her 25 year anniversary was celebrated with all other members of the company.
Another notable point is that Bergman asked EMC to cut down his bonuses, because it was relatively too high as compared with the other members of the same company. EMC set an example of work culture across many dimensions. Several good members of Schein has been lost due to the death of various dedicated cadres. Every individual had their unique way of forming personal relations with people. The interview process of Team Schein is known as fit. It is a process that determines if a candidate would be suitable for working with the company. Along with the qualifications and work expertise, every individual is also tested on how far they would be able to adjust with the culture of the company. The manager does not meet the interviewee directly but asks another assistant to bring the interviewee to the doorstep. Later on, the same assistant is asked about the behavior of the interviewee. In this way, the candidates are chosen or eliminated.