National Assessment Sweden - Organisations: Swedish born Nej Prepared by: Barrett Values Centre March, 2011.

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1 National Assessment Sweden - Organisations: Swedish born Nej 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. 1-2. 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. 1-2. 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: Swedish born Nej (66) NEW VALUES TO FOCUS ON Any values shown in blue, in this case positiv attityd 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, balans hem/arbete, lagarbete, erkännande av anställda, engagemang, effektivitet 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.     2 2 7 - förvirring, hierarki, byråkrati, osäkra anställningar, kortsiktighet, kostnadsjakt and kontroll 33% 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: Swedish born Nej (66) Level 7 Level 6 Level 5 Level 4 Level 3 Level 2 Level 1 Personal ValuesCurrent Culture ValuesDesired Culture Values IRS (P)= 5-5-0 | IRS (L)= 0-0-0 IROS (P)= 2-0-1-0 | IROS (L)= 0-1-6-0IROS (P)= 4-3-3-0 | IROS (L)= 0-0-0-0 Värderinga r som matchar PV - CC2 CC - DC2 PV - DC3 Hälsoindex (Möjligtvis begränsan de) PV: 10-0 CC: 3-7 DC: 10-0 1. ansvar 334(I) 2. familj 312(R) 3. humor/ glädje 305(I) 4. ärlighet 245(I) 5. positiv attityd 225(I) 6. respekt 202(R) 7. anpassningsbarhet 194(I) 8. rättvisa 185(R) 9. lyhördhet 162(R) 10. tar ansvar 164(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. förvirring (L) 223(O) 2. resultatinriktat 223(O) 3. hierarki (L) 213(O) 4. byråkrati (L) 183(O) 5. osäkra anställningar (L) 181(O) 6. kortsiktighet (L) 171(O) 7. kostnadsjakt (L) 171(O) 8. ansvar 164(I) 9. anpassningsbarhet 154(I) 10. kontroll (L) 151(R) 1. anställdas hälsa 331(O) 2. ansvar 244(I) 3. balans hem/arbete 244(O) 4. lagarbete 244(R) 5. anpassningsbarhet 224(I) 6. erkännande av anställda 202(R) 7. positiv attityd 205(I) 8. engagemang 195(I) 9. effektivitet 183(O) 10. öppen kommunikation 182(R) Values PlotCopyright 2011 Barrett Values CentreMarch 2011

4 National Assessment Sweden - Organisations: Swedish born Nej (66) C T S Values DistributionCopyright 2011 Barrett Values CentreMarch 2011 C = Common Good T = Transformation S = Self-Interest Positive Values Potentially Limiting Values CTS = 42-22-36 Entropi = 5% CTS = 21-22-57 Entropi = 33% CTS = 40-28-32 Entropi = 2% Personal ValuesCurrent Culture Values Desired Culture Values

5 PersonalCurrent CultureDesired Culture National Assessment Sweden - Organisations: Swedish born Nej (66) Positive Values Distribution Copyright 2011 Barrett Values CentreMarch 2011

6 National Assessment Sweden - Organisations: Swedish born Nej (66) 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: Swedish born Nej (66) 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 förvirring (L) resultatinriktat hierarki (L) byråkrati (L) effektivitet Client Relations Utveckling kortsiktighet (L) anpassningsbarhet anpassnings- barhet Kultur kontroll (L) balans hem/arbete lagarbete erkännande av anställda öppen kommunikation Bidrag till samhället Business NeedsCopyright 2011 Barrett Values CentreMarch 2011

8 National Assessment Sweden - Organisations: Swedish born Nej (66) Entropy TableCopyright 2011 Barrett Values Centre March 2011 LevelPotentially Limiting Values (votes) Percentage Entropy 3 förvirring (22) hierarki (21) byråkrati (18) långa arbetstider (11) makt (9) håller på information (8) silomentalitet (1) 90 out of 177: 14% of total votes 2 skyller på varandra (14) intern konkurrens (13) manipulation (12) imperiebyggande (5) 44 out of 79: 7% of total votes 1 osäkra anställningar (18) kortsiktighet (17) kostnadsjakt (17) kontroll (15) utnyttjande (11) försiktighet (3) 81 out of 119: 12% of total votes Total215 out of 66033% 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: Swedish born Nej (66) Values Jumps TableCopyright 2011 Barrett Values Centre March 2011 Value Current Culture Votes Desired Culture Votes Jump anställdas hälsa113322 balans hem/arbete102414 lagarbete102414 positiv attityd72013 engagemang61913 erkännande av anställda82012 effektivitet61812 öppen kommunikation61812 medarbetarengagemang41612 tydlighet5149 långsiktighet2119 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.