Satisfying people with OCPD through their work is a herculean task, let alone impressing them. They are the definition of workaholics, but workaholics who make things difficult for others at work. People with OCPD see themselves as loyal and responsible workers and put in long hours at work, even though those hours are often unproductive.  This behavior is a usual practice for them and they expect all other employees in the company to follow suit. In general, people with OCPD put in long hours at work but are very poor role models. They have an inability to set a good precedent for people working under them and with them. They are more task-oriented and fewer people (relationship) oriented. They cannot strike a balance between tasks and relationship. They often fail at encouraging people to follow them and their directions. It’s important to acknowledge that some cultures place a very high value on working long hours or spending most of one’s time at work. This is not the same as OCPD. For individuals with OCPD, it is not a compulsion to work, but a willingness to work. People with OCPD are rigid and stubborn in how they approach situations, including those with colleagues or employees. They may be “over involved” in the personal lives of their coworkers and do not allow room for personal space or boundaries. They will also assume that the way they behave at work is the way everyone should behave.  For example, a manager with OCPD might deny an employee’s request for personal leave because s/he would not take leave for the reason given. S/he might believe that the employee’s first loyalty should be to the company, rather than any other obligation (including family). People with OCPD do not consider that something could be wrong with them and their way of functioning. They view themselves as the epitome of perfection and order; if this attitude irks somebody then it is because s/he is not dependable and does not believe in working for the welfare of the organization. People with OCPD feel that others are not aware of how to do things in a better manner. According to them, theirs is the only way and the best way to do things. Collaboration and cooperation are not valued.  A person with OCPD is likely to be a “micromanager” or a terrible “team player,” as s/he will generally try to force everyone to do things his/her way. A person with OCPD is not comfortable with letting others do the job their way lest they make mistakes. S/he is generally reluctant to delegate responsibilities and will micromanage others if s/he must delegate. His/her attitude and behavior convey the message that s/he does not trust others and does not have confidence in them and their abilities. Very frequently, people with OCPD get so caught up in the pursuit of perfection that they miss deadlines, even important ones. They have a lot of difficulty with effective time management because of their compulsive attention to every single minor detail.  Over a period of time their nature, fixations and attitude gives rise to dysfunctional conflicts which push them into isolation as more people tend to express their displeasure at working with them. Their intractable attitude and perception of themselves complicates things at work and can go to the extent of pushing peers/subordinates away from them. When they lose the support system, they become even more adamant about proving to the others that there is no alternative to how they do things. This can further alienate them.
انظر لجدول أعماله. لاحظ تعاملاته مع الآخرين. انتبه لمؤشرات فرض النفس. ابحث عن المهمات المتأخرة عن موعدها.