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

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

1 National Assessment Sweden Organisations: Region Södra 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 Södra Sverige (315) 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, engagemang, medarbetarengagemang, ekonomisk stabilitet and öppen kommunikation 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, byråkrati and kortsiktighet 25% 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 Södra Sverige (315) 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: 11-0 CC: 6-5 DC: familj 1452(R) 2. ansvar 1274(I) 3. humor/ glädje 1255(I) 4. ärlighet 1105(I) 5. tar ansvar 1084(R) 6. positiv attityd 1015(I) 7. medkänsla 947(R) 8. anpassningsbarhet 804(I) 9. rättvisa 805(R) 10. omtanke 772(R) 11. vänskap 772(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. ansvar 884(I) 2. lagarbete 864(R) 3. resultatinriktat 863(O) 4. kostnadsjakt (L) 791(O) 5. förvirring (L) 743(O) 6. humor/ glädje 735(O) 7. hierarki (L) 713(O) 8. effektivitet 693(O) 9. byråkrati (L) 653(O) 10. kortsiktighet (L) 641(O) 11. samarbete 645(R) 1. anställdas hälsa 1711(O) 2. erkännande av anställda 1242(R) 3. engagemang 1095(I) 4. lagarbete 1094(R) 5. humor/ glädje 1075(O) 6. ansvar 994(I) 7. anpassningsbarhet 924(I) 8. medarbetarengagemang 905(O) 9. ekonomisk stabilitet 861(O) 10. öppen kommunikation 792(R) Values PlotCopyright 2011 Barrett Values CentreMarch 2011

4 National Assessment Sweden Organisations: Region Södra Sverige (315) 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 = 25% CTS = Entropi = 2% Personal ValuesCurrent Culture Values Desired Culture Values

5 PersonalCurrent CultureDesired Culture National Assessment Sweden Organisations: Region Södra Sverige (315) Positive Values Distribution Copyright 2011 Barrett Values CentreMarch 2011

6 National Assessment Sweden Organisations: Region Södra Sverige (315) 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 Södra Sverige (315) Current Culture ValuesDesired Culture Values Ekonomi och finans Hälsotillstånd Client Relations UtvecklingKultur Bidrag till samhället Current CultureDesired Culture Ekonomi och finans kostnadsjakt (L) ekonomisk stabilitet Hälsotillstånd resultatinriktat förvirring (L) hierarki (L) effektivitet byråkrati (L) Client Relations Utveckling kortsiktighet (L) anpassnings- barhet Kultur lagarbete humor/ glädje samarbete erkännande av anställda lagarbete humor/ glädje medarbetarengag emang öppen kommunikation Bidrag till samhället Business NeedsCopyright 2011 Barrett Values CentreMarch 2011

8 National Assessment Sweden Organisations: Region Södra Sverige (315) Entropy TableCopyright 2011 Barrett Values Centre March 2011 LevelPotentially Limiting Values (votes) Percentage Entropy 3 förvirring (74) hierarki (71) byråkrati (65) håller på information (52) långa arbetstider (48) makt (37) silomentalitet (4) 351 out of 767: 11% of total votes 2 intern konkurrens (52) skyller på varandra (49) manipulation (26) imperiebyggande (19) 146 out of 337: 4% of total votes 1 kostnadsjakt (79) kortsiktighet (64) osäkra anställningar (57) kontroll (45) utnyttjande (38) försiktighet (21) 304 out of 489: 10% of total votes Total801 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 Södra Sverige (315) Values Jumps TableCopyright 2011 Barrett Values Centre March 2011 Value Current Culture Votes Desired Culture Votes Jump anställdas hälsa erkännande av anställda engagemang medarbetartillfredsställelse öppen kommunikation respekt anpassningsbarhet långsiktighet medarbetarengagemang humor/ glädje 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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