National Assessment Sweden - Organisations: Work sector Offentlig sektor Prepared by: Barrett Values Centre March, 2011

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: Work sector Offentlig sektor (363) NEW VALUES TO FOCUS ON Any values shown in blue, in this case 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 anställdas hälsa, erkännande av anställda, gemensam vision, engagemang, gemensamma värderingar, balans hem/arbete, öppen kommunikation 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.     hierarki, byråkrati, kostnadsjakt, förvirring and kortsiktighet 29% 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.

National Assessment Sweden - Organisations: Work sector Offentlig sektor (363) 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 - DC1 PV - DC1 Hälsoindex (Möjligtvis begränsan de) PV: 10-0 CC: 5-5 DC: familj 1772(R) 2. humor/ glädje 1645(I) 3. ansvar 1504(I) 4. tar ansvar 1264(R) 5. ärlighet 1205(I) 6. positiv attityd 1095(I) 7. medkänsla 1047(R) 8. anpassningsbarhet 924(I) 9. omtanke 902(R) 10. självständighet 894(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. hierarki (L) 1163(O) 2. byråkrati (L) 1133(O) 3. kostnadsjakt (L) 1051(O) 4. lagarbete 1034(R) 5. förvirring (L) 1013(O) 6. kortsiktighet (L) 921(O) 7. ansvar 894(I) 8. resultatinriktat 863(O) 9. samarbete 865(R) 10. ständigt lärande 804(O) 1. anställdas hälsa 2071(O) 2. erkännande av anställda 1562(R) 3. gemensam vision 1215(O) 4. humor/ glädje 1195(O) 5. engagemang 1175(I) 6. lagarbete 1104(R) 7. gemensamma värderingar 1075(O) 8. balans hem/arbete 1024(O) 9. öppen kommunikation 1022(R) 10. medarbetarengagemang 1015(O) Values PlotCopyright 2011 Barrett Values CentreMarch 2011

National Assessment Sweden - Organisations: Work sector Offentlig sektor (363) 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 = 29% CTS = Entropi = 1% Personal ValuesCurrent Culture Values Desired Culture Values

PersonalCurrent CultureDesired Culture National Assessment Sweden - Organisations: Work sector Offentlig sektor (363) Positive Values Distribution Copyright 2011 Barrett Values CentreMarch 2011

National Assessment Sweden - Organisations: Work sector Offentlig sektor (363) Common Good Transformation Self-Interest Cultural Entropy CTSCopyright 2011 Barrett Values CentreMarch 2011 Personal ValuesCurrent Culture Values Desired Culture Values

National Assessment Sweden - Organisations: Work sector Offentlig sektor (363) 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 hierarki (L) byråkrati (L) förvirring (L) resultatinriktat Client Relations Utveckling kortsiktighet (L) ständigt lärande Kultur lagarbete samarbete erkännande av anställda gemensam vision humor/ glädje lagarbete gemensamma värderingar balans hem/arbete öppen kommunikation medarbetarenga gemang Bidrag till samhället Business NeedsCopyright 2011 Barrett Values CentreMarch 2011

National Assessment Sweden - Organisations: Work sector Offentlig sektor (363) Entropy TableCopyright 2011 Barrett Values Centre March 2011 LevelPotentially Limiting Values (votes) Percentage Entropy 3 hierarki (116) byråkrati (113) förvirring (101) långa arbetstider (64) håller på information (54) makt (43) silomentalitet (7) 498 out of 902: 14% of total votes 2 intern konkurrens (61) skyller på varandra (61) manipulation (41) imperiebyggande (16) 179 out of 398: 5% of total votes 1 kostnadsjakt (105) kortsiktighet (92) osäkra anställningar (75) kontroll (41) utnyttjande (39) försiktighet (33) 385 out of 527: 10% of total votes Total1062 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.

National Assessment Sweden - Organisations: Work sector Offentlig sektor (363) 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 öppen kommunikation ekonomisk stabilitet gemensam vision humor/ glädje engagemang entusiasm 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.