Final answer:
Option C is not considered an ambidextrous behavior as it involves focusing solely on one's own responsibilities without adaptability or cooperation, unlike the other options which involve initiative, teamwork, and building internal connections.
Step-by-step explanation:
The question asks which behavior is not considered ambidextrous. Ambidextrous behaviors in a business context generally involve a combination of flexibility, adaptability, and the ability to work well both independently and cooperatively within an organization. These behaviors are important for employees to successfully navigate a dynamic work environment and contribute to the effectiveness and efficiency of their team and organization.
The options given reflect different work behaviors. Options A, B, and D are examples of ambidextrous behaviors since they involve taking initiative, being cooperative, and seeking to build linkages within an organization. These behaviors emphasize flexibility, teamwork, and proactive engagement, which are highly valued in the modern workplace. However, option C, which describes intensely focusing on one's own responsibilities and maximizing the output of one's department, while important, does not necessarily reflect an ambidextrous behavior, as it may lead to a more siloed approach to work and does not inherently involve adaptability or cooperation beyond one's immediate responsibilities.
Employees should aim to remain willing to go above and beyond when possible, be flexible in the face of changing priorities and assignments, and seek out ways to contribute to areas that are a priority for their managers. They should do this while maintaining a focus on the organization's mission, responding professionally to feedback, and staying accountable for their actions. When encountering problems, offering a feasible solution before reaching out for support, and trying to solve problems independently, demonstrate both initiative and resourcefulness.