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National Assessment Sweden - Organisations: Age 51 - 60 Prepared by: Barrett Values Centre March, 2011.

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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 (243) NEW VALUES TO FOCUS ON Any values shown in blue, in this case humor/ glädje, anpassningsbarhet and ekonomisk stabilitet 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, engagemang, gemensam vision and medarbetarengagemang 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, kortsiktighet, förvirring, byråkrati and osäkra anställningar 31% 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 (243) 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 - CC1 CC - DC3 PV - DC4 Hälsoindex (Möjligtvis begränsan de) PV: 10-0 CC: 5-6 DC: humor/ glädje 1185(I) 2. ansvar 1124(I) 3. familj 1102(R) 4. ärlighet 1015(I) 5. tar ansvar 914(R) 6. positiv attityd 865(I) 7. rättvisa 755(R) 8. anpassningsbarhet 704(I) 9. medkänsla 657(R) 10. ekonomisk stabilitet 631(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) 921(O) 2. hierarki (L) 753(O) 3. kortsiktighet (L) 661(O) 4. lagarbete 644(R) 5. resultatinriktat 623(O) 6. förvirring (L) 613(O) 7. byråkrati (L) 603(O) 8. osäkra anställningar (L) 571(O) 9. anställdas hälsa 551(O) 10. ansvar 554(I) 11. samarbete 555(R) 1. anställdas hälsa 1501(O) 2. erkännande av anställda 1152(R) 3. humor/ glädje 865(O) 4. anpassningsbarhet 804(I) 5. lagarbete 784(R) 6. ekonomisk stabilitet 761(O) 7. ansvar 734(I) 8. engagemang 705(I) 9. gemensam vision 695(O) 10. medarbetarengagemang 695(O) Values PlotCopyright 2011 Barrett Values CentreMarch 2011

4 National Assessment Sweden - Organisations: Age (243) 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 = 4% CTS = Entropi = 31% CTS = Entropi = 1% Personal ValuesCurrent Culture Values Desired Culture Values

5 PersonalCurrent CultureDesired Culture National Assessment Sweden - Organisations: Age (243) Positive Values Distribution Copyright 2011 Barrett Values CentreMarch 2011

6 National Assessment Sweden - Organisations: Age (243) 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 (243) Current Culture ValuesDesired Culture Values Ekonomi och finans Hälsotillstånd Client Relations UtvecklingKultur Bidrag till samhället Current Culture Desired Culture Ekonomi och finans kostnadsjakt (L) ekonomisk stabilitet Hälsotillstånd hierarki (L) resultatinriktat förvirring (L) byråkrati (L) Client Relations Utveckling kortsiktighet (L) anpassnings- barhet Kultur lagarbete samarbete erkännande av anställda humor/ glädje lagarbete gemensam vision medarbetarengag emang Bidrag till samhället Business NeedsCopyright 2011 Barrett Values CentreMarch 2011

8 National Assessment Sweden - Organisations: Age (243) Entropy TableCopyright 2011 Barrett Values Centre March 2011 LevelPotentially Limiting Values (votes) Percentage Entropy 3 hierarki (75) förvirring (61) byråkrati (60) långa arbetstider (44) makt (32) håller på information (29) silomentalitet (6) 307 out of 625: 13% of total votes 2 intern konkurrens (41) skyller på varandra (36) manipulation (25) imperiebyggande (16) 118 out of 253: 5% of total votes 1 kostnadsjakt (92) kortsiktighet (66) osäkra anställningar (57) kontroll (36) utnyttjande (33) försiktighet (22) 306 out of 443: 13% of total votes Total731 out of % of total votes This is a high level of entropy requiring cultural and structural transformation, and leadership development. 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 (243) 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 medarbetartillfredsställelse humor/ glädje anpassningsbarhet öppen kommunikation ekonomisk stabilitet medarbetarengagemang effektivitet coaching/ mentorskap entusiasm långsiktighet83830 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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