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National Assessment Sweden - Organisations: Age 41 - 50 Prepared by: Barrett Values Centre March, 2011.

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En presentation över ämnet: "National Assessment Sweden - Organisations: Age 41 - 50 Prepared by: Barrett Values Centre March, 2011."— Presentationens avskrift:

1 National Assessment Sweden - Organisations: Age 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: Age (239) NEW VALUES TO FOCUS ON Any values shown in blue, in this case engagemang 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, medarbetarengagemang, ekonomisk stabilitet and balans hem/arbete 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, förvirring, hierarki, 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: Age (239) 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 - CC3 CC - DC4 PV - DC4 Hälsoindex (Möjligtvis begränsan de) PV: 10-0 CC: 6-5 DC: familj 1122(R) 2. humor/ glädje 1025(I) 3. ansvar 974(I) 4. tar ansvar 934(R) 5. ärlighet 725(I) 6. rättvisa 665(R) 7. anpassningsbarhet 644(I) 8. självständighet 594(I) 9. medkänsla 587(R) 10. engagemang 575(I) 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) 791(O) 2. resultatinriktat 743(O) 3. förvirring (L) 673(O) 4. hierarki (L) 643(O) 5. ansvar 634(I) 6. lagarbete 634(R) 7. humor/ glädje 585(O) 8. kortsiktighet (L) 561(O) 9. byråkrati (L) 553(O) 10. anpassningsbarhet 524(I) 11. vinst 521(O) 1. anställdas hälsa 1181(O) 2. erkännande av anställda 892(R) 3. humor/ glädje 855(O) 4. lagarbete 774(R) 5. medarbetarengagemang 765(O) 6. ansvar 754(I) 7. anpassningsbarhet 714(I) 8. engagemang 715(I) 9. ekonomisk stabilitet 681(O) 10. balans hem/arbete 624(O) Values PlotCopyright 2011 Barrett Values CentreMarch 2011

4 National Assessment Sweden - Organisations: Age (239) 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: Age (239) Positive Values Distribution Copyright 2011 Barrett Values CentreMarch 2011

6 National Assessment Sweden - Organisations: Age (239) 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: Age (239) Current Culture ValuesDesired Culture Values Ekonomi och finans Hälsotillstånd Client Relations UtvecklingKultur Bidrag till samhället Current Culture Desired Culture Ekonomi och finans kostnadsjakt (L) vinst ekonomisk stabilitet Hälsotillstånd resultatinriktat förvirring (L) hierarki (L) byråkrati (L) Client Relations Utveckling kortsiktighet (L) anpassnings- barhet Kultur lagarbete humor/ glädje erkännande av anställda humor/ glädje lagarbete medarbetarenga gemang balans hem/arbete Bidrag till samhället Business NeedsCopyright 2011 Barrett Values CentreMarch 2011

8 National Assessment Sweden - Organisations: Age (239) Entropy TableCopyright 2011 Barrett Values Centre March 2011 LevelPotentially Limiting Values (votes) Percentage Entropy 3 förvirring (67) hierarki (64) byråkrati (55) långa arbetstider (43) håller på information (39) makt (20) silomentalitet (7) 295 out of 617: 12% of total votes 2 intern konkurrens (38) skyller på varandra (36) manipulation (24) imperiebyggande (21) 119 out of 249: 5% of total votes 1 kostnadsjakt (79) kortsiktighet (56) osäkra anställningar (49) kontroll (38) utnyttjande (27) försiktighet (17) 266 out of 403: 11% of total votes Total680 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: Age (239) Values Jumps TableCopyright 2011 Barrett Values Centre March 2011 Value Current Culture Votes Desired Culture Votes Jump anställdas hälsa erkännande av anställda medarbetarengagemang personlig utveckling långsiktighet94637 balans hem/arbete öppen kommunikation medarbetartillfredsställelse94435 lyhördhet professionell utveckling 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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