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National Assessment Sweden - Organisations: Age 61 - 70 Prepared by: Barrett Values Centre March, 2011.

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En presentation över ämnet: "National Assessment Sweden - Organisations: Age 61 - 70 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 (94) NEW VALUES TO FOCUS ON Any values shown in blue, in this case ansvar and humor/ glädje 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 erkännande av anställda, anställdas hälsa, medarbetarengagemang, gemensam vision, anpassningsbarhet, personlig utveckling and gemensamma värderingar 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, intern konkurrens, byråkrati and kortsiktighet 27% 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 (94) 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 - CC0 CC - DC2 PV - DC2 Hälsoindex (Möjligtvis begränsan de) PV: 11-0 CC: 4-5 DC: ansvar 454(I) 2. familj 402(R) 3. ärlighet 345(I) 4. tar ansvar 334(R) 5. rättvisa 325(R) 6. ekonomisk stabilitet 301(I) 7. humor/ glädje 285(I) 8. medkänsla 277(R) 9. omtanke 252(R) 10. positiv attityd 255(I) 11. självständighet 254(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. resultatinriktat 333(O) 2. kostnadsjakt (L) 311(O) 3. hierarki (L) 273(O) 4. lagarbete 244(R) 5. intern konkurrens (L) 232(R) 6. prestation 213(I) 7. byråkrati (L) 203(O) 8. engagemang 205(I) 9. kortsiktighet (L) 201(O) 1. erkännande av anställda 512(R) 2. anställdas hälsa 471(O) 3. engagemang 425(I) 4. medarbetarengagemang 335(O) 5. ansvar 324(I) 6. humor/ glädje 315(O) 7. gemensam vision 295(O) 8. anpassningsbarhet 284(I) 9. personlig utveckling 284(I) 10. gemensamma värderingar 245(O) 11. lagarbete 244(R) Values PlotCopyright 2011 Barrett Values CentreMarch 2011

4 National Assessment Sweden - Organisations: Age (94) 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 = 5% CTS = Entropi = 27% CTS = Entropi = 1% Personal ValuesCurrent Culture Values Desired Culture Values

5 PersonalCurrent CultureDesired Culture National Assessment Sweden - Organisations: Age (94) Positive Values Distribution Copyright 2011 Barrett Values CentreMarch 2011

6 National Assessment Sweden - Organisations: Age (94) 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 (94) Current Culture ValuesDesired Culture Values Ekonomi och finans Hälsotillstånd Client Relations UtvecklingKultur Bidrag till samhället Current Culture Desired Culture Ekonomi och finans kostnadsjakt (L) Hälsotillstånd resultatinriktat hierarki (L) intern konkurrens (L) prestation byråkrati (L) Client Relations Utveckling kortsiktighet (L) anpassnings- barhet Kultur lagarbete erkännande av anställda medarbetarenga gemang humor/ glädje gemensam vision personlig utveckling gemensamma värderingar lagarbete Bidrag till samhället Business NeedsCopyright 2011 Barrett Values CentreMarch 2011

8 National Assessment Sweden - Organisations: Age (94) Entropy TableCopyright 2011 Barrett Values Centre March 2011 LevelPotentially Limiting Values (votes) Percentage Entropy 3 hierarki (27) byråkrati (20) förvirring (19) långa arbetstider (17) håller på information (14) makt (10) 107 out of 246: 11% of total votes 2 intern konkurrens (23) skyller på varandra (14) manipulation (11) imperiebyggande (5) 53 out of 101: 6% of total votes 1 kostnadsjakt (31) kortsiktighet (20) osäkra anställningar (15) kontroll (12) utnyttjande (11) försiktighet (5) 94 out of 146: 10% of total votes Total254 out of 94027% 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 (94) Values Jumps TableCopyright 2011 Barrett Values Centre March 2011 Value Current Culture Votes Desired Culture Votes Jump erkännande av anställda anställdas hälsa engagemang medarbetartillfredsställelse32219 personlig utveckling positiv attityd52217 respekt42117 medarbetarengagemang gemensam vision ansvar humor/ glädje anpassningsbarhet 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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