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National Assessment Sweden - Organisations: Region Övriga Sverige Prepared by: Barrett Values Centre March, 2011.

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En presentation över ämnet: "National Assessment Sweden - Organisations: Region Övriga Sverige Prepared by: Barrett Values Centre March, 2011."— Presentationens avskrift:

1 National Assessment Sweden - Organisations: Region Övriga Sverige Prepared by: Barrett Values Centre March, 2011

2 Personal & Current Culture Alignment – Values Matches: 3 or more. People are able to bring themselves to work People are somewhat able to bring themselves to work. 0. People are not able to bring themselves to work. Look to blue values in Desired Culture for guidance, if any. Current & Desired Culture Alignment – Values Matches: 6 or more. Excellent, strong, healthy culture 4-5, good. Group is on the right track. 2-3, fair. Group is somewhat on the right track. More work needs to be done. 0-1, poor. Group is unhappy or frustrated, wants to see changes or take a new direction. Limiting Values: 0. This group does not operate from the basis of fear May be some element of fear behind how decisions are made or how people are managed. 3+. Fear is a factor in how this group operates or is managed. National Assessment Sweden - Organisations: Region Övriga Sverige (368) NEW VALUES TO FOCUS ON Any values shown in blue, in this case anpassningsbarhet are values that are important to the individuals who work for the organization and are requested in the Desired Culture but are not showing in the top values of the Current Culture. How can you support your staff to bring these values and strengths to work so that they and the organization would derive further benefit from them? Desired Culture values shown in black, in this case anställdas hälsa, erkännande av anställda, balans hem/arbete, öppen kommunikation, personlig utveckling and engagemang are entirely new requests. They do not show in the Personal or Current Culture. To what extent are these values positive new requests, or maybe a reaction to something that is not happening or is unhealthy in the Current Culture? What themes do you notice with these new values? Open a dialogue with these people to gain a deeper understanding.     kostnadsjakt, hierarki, förvirring, osäkra anställningar, kortsiktighet and byråkrati 28% SummaryCopyright 2011 Barrett Values Centre March 2011 Entropy: Less than 10%. Healthy functioning. 10%-19%. Some problems requiring careful monitoring. 20%-29%. Significant problems requiring attention. 30%-39%. Crisis situation requiring immediate change Above 40%. High risk of implosion, bankruptcy, or failure.

3 National Assessment Sweden - Organisations: Region Övriga Sverige (368) Level 7 Level 6 Level 5 Level 4 Level 3 Level 2 Level 1 Personal ValuesCurrent Culture ValuesDesired Culture Values IRS (P)= | IRS (L)= IROS (P)= | IROS (L)= IROS (P)= | IROS (L)= Värderinga r som matchar PV - CC2 CC - DC3 PV - DC3 Hälsoindex (Möjligtvis begränsan de) PV: 10-0 CC: 4-6 DC: familj 1772(R) 2. humor/ glädje 1635(I) 3. tar ansvar 1484(R) 4. ansvar 1424(I) 5. ärlighet 1385(I) 6. medkänsla 1187(R) 7. positiv attityd 1075(I) 8. rättvisa 1005(R) 9. anpassningsbarhet 934(I) 10. vänskap 922(R) Black Underline = PV & CCOrange = CC & DCP = PositiveL = Potentially Limiting I = IndividualO = Organizational Orange = PV, CC & DCBlue = PV & DC(white circle)R = RelationshipS = Societal 1. kostnadsjakt (L) 1211(O) 2. resultatinriktat 1093(O) 3. hierarki (L) 1063(O) 4. lagarbete 1064(R) 5. förvirring (L) 953(O) 6. humor/ glädje 915(O) 7. osäkra anställningar (L) 901(O) 8. kortsiktighet (L) 881(O) 9. ansvar 854(I) 10. byråkrati (L) 793(O) 1. anställdas hälsa 2051(O) 2. erkännande av anställda 1472(R) 3. humor/ glädje 1395(O) 4. anpassningsbarhet 1244(I) 5. lagarbete 1164(R) 6. balans hem/arbete 1144(O) 7. ansvar 1064(I) 8. öppen kommunikation 1032(R) 9. personlig utveckling 1004(I) 10. engagemang 985(I) Values PlotCopyright 2011 Barrett Values CentreMarch 2011

4 National Assessment Sweden - Organisations: Region Övriga Sverige (368) C T S Values DistributionCopyright 2011 Barrett Values CentreMarch 2011 C = Common Good T = Transformation S = Self-Interest Positive Values Potentially Limiting Values CTS = Entropi = 6% CTS = Entropi = 28% CTS = Entropi = 1% Personal ValuesCurrent Culture Values Desired Culture Values

5 PersonalCurrent CultureDesired Culture National Assessment Sweden - Organisations: Region Övriga Sverige (368) Positive Values Distribution Copyright 2011 Barrett Values CentreMarch 2011

6 National Assessment Sweden - Organisations: Region Övriga Sverige (368) Common Good Transformation Self-Interest Cultural Entropy CTSCopyright 2011 Barrett Values CentreMarch 2011 Personal ValuesCurrent Culture Values Desired Culture Values

7 National Assessment Sweden - Organisations: Region Övriga Sverige (368) Current Culture ValuesDesired Culture Values Ekonomi och finans Hälsotillstånd Client Relations UtvecklingKultur Bidrag till samhället Current CultureDesired Culture Ekonomi och finans kostnadsjakt (L) Hälsotillstånd resultatinriktat hierarki (L) förvirring (L) byråkrati (L) Client Relations Utveckling kortsiktighet (L) anpassning- sbarhet Kultur lagarbete humor/ glädje erkännande av anställda humor/ glädje lagarbete balans hem/arbete öppen kommunikation personlig utveckling Bidrag till samhället Business NeedsCopyright 2011 Barrett Values CentreMarch 2011

8 National Assessment Sweden - Organisations: Region Övriga Sverige (368) Entropy TableCopyright 2011 Barrett Values Centre March 2011 LevelPotentially Limiting Values (votes) Percentage Entropy 3 hierarki (106) förvirring (95) byråkrati (79) långa arbetstider (69) håller på information (53) makt (32) silomentalitet (2) 436 out of 963: 12% of total votes 2 skyller på varandra (56) intern konkurrens (53) manipulation (46) imperiebyggande (13) 168 out of 375: 5% of total votes 1 kostnadsjakt (121) osäkra anställningar (90) kortsiktighet (88) kontroll (44) utnyttjande (40) försiktighet (29) 412 out of 605: 11% of total votes Total1016 out of % of total votes This is a high level of entropy requiring cultural or structural transformation. It is important to reduce the level of entropy to 5%- 10% to improve performance. Entropy Report This depicts the number of potentially limiting values per level in the Current Culture that were chosen by the survey participants. These represent all the potentially limiting values that were chosen and so may not be included in the top ten values on the Values Plot. Potentially limiting values are found only at levels 1, 2 and 3. This is a reflection of the degree of disorder within a system.

9 National Assessment Sweden - Organisations: Region Övriga Sverige (368) Values Jumps TableCopyright 2011 Barrett Values Centre March 2011 Value Current Culture Votes Desired Culture Votes Jump anställdas hälsa erkännande av anställda balans hem/arbete öppen kommunikation personlig utveckling medarbetartillfredsställelse anpassningsbarhet positiv attityd humor/ glädje långsiktighet Values Jumps A value jump occurs when there are more votes for a value in the Desired Culture than in the Current Culture. Listed below are the values with the largest increase in votes. The values in bold are represented in the Desired Culture.


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