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I believe there's a third type as well one that can significantly impact an organization, which is the one who considers coming to work, as a secondary "home." People can show up for work, and become careless in the long run when they aren't dealt with properly. It's up to the manager perhaps to foster harmony among, the coworkers, so that they are able to consider coming to work as if they were coming to another home.

This sentiment achieves many objectives with little effort, as the manager plays the role of a guardian as well as a leader.

The coworkers feel safe, as well as they make it their will to work with all their heart and soul.

When the leader distinguishes this sentiment towards his coworkers, as every role having value.

Most companies fail in this aspect, as most managers and leaders are not capable of achieving this, and I have experienced the downfall of this type as well, it occurs when the organization itself overburdens, their employees, and they burn out and sometimes quit. In most scenarios, the third type stays as long as the leader or the manager stays, in the workforce.

If the manager quits, most usually will quit as well.

The question here is what is the company promising towards its employees, a true leader can channel and empathize with their coworkers as a father figure. This usually works even when the coworkers are underpaid, as they work due to the gratitude and kindness towards the fellow coworkers under his supervision.

They don't care about the low wage, then because they only come to work because they are able to be in the presence of someone who brings out the best in them and values them.

Then it doesn't matter whether its the first or the second, people do their job and do it well with gusto.

It's simple as that. Human nature has always valued kindness and empathy. When properly channeled through the right mindset. It can do wonders in an organization. My two cents.

It was definitely a good read, I read this book when I was young. Truly one of the great books on learning strategy, along the lines of Tim Mazarol and Mona Ericson.