National Assessment Sweden - Organisations: Region Stor Stockholmsområdet Prepared by: Barrett Values Centre March, 2011.

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1 National Assessment Sweden - Organisations: Region Stor Stockholmsområdet 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: Region Stor Stockholmsområdet (219) 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, balans hem/arbete, ekonomisk stabilitet, engagemang 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.     3 1 6 - hierarki, kostnadsjakt, förvirring, byråkrati, kortsiktighet and osäkra anställningar 28% 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 Stor Stockholmsområdet (219) 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)= 1-1-2-0 | IROS (L)= 0-0-6-0IROS (P)= 2-2-6-0 | IROS (L)= 0-0-0-0 Värderinga r som matchar PV - CC1 CC - DC3 PV - DC2 Hälsoindex (Möjligtvis begränsan de) PV: 10-0 CC: 4-6 DC: 10-0 1. humor/ glädje 1105(I) 2. familj 1032(R) 3. tar ansvar 884(R) 4. ansvar 784(I) 5. positiv attityd 595(I) 6. självständighet 584(I) 7. medkänsla 577(R) 8. ärlighet 575(I) 9. rättvisa 535(R) 10. omtanke 512(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. hierarki (L) 723(O) 2. kostnadsjakt (L) 591(O) 3. förvirring (L) 583(O) 4. resultatinriktat 583(O) 5. lagarbete 574(R) 6. ansvar 484(I) 7. byråkrati (L) 483(O) 8. kortsiktighet (L) 471(O) 9. osäkra anställningar (L) 471(O) 10. gemensam vision 455(O) 1. anställdas hälsa 1071(O) 2. humor/ glädje 885(O) 3. erkännande av anställda 852(R) 4. balans hem/arbete 794(O) 5. gemensam vision 665(O) 6. ekonomisk stabilitet 641(O) 7. ansvar 634(I) 8. engagemang 595(I) 9. lagarbete 594(R) 10. gemensamma värderingar 565(O) Values PlotCopyright 2011 Barrett Values CentreMarch 2011

4 National Assessment Sweden - Organisations: Region Stor Stockholmsområdet (219) C T S Values DistributionCopyright 2011 Barrett Values CentreMarch 2011 C = Common Good T = Transformation S = Self-Interest Positive Values Potentially Limiting Values CTS = 42-21-37 Entropi = 6% CTS = 27-20-53 Entropi = 28% CTS = 42-24-34 Entropi = 2% Personal ValuesCurrent Culture Values Desired Culture Values

5 PersonalCurrent CultureDesired Culture National Assessment Sweden - Organisations: Region Stor Stockholmsområdet (219) Positive Values Distribution Copyright 2011 Barrett Values CentreMarch 2011

6 National Assessment Sweden - Organisations: Region Stor Stockholmsområdet (219) 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 Stor Stockholmsområdet (219) 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 hierarki (L) förvirring (L) resultatinriktat byråkrati (L) Client Relations Utveckling kortsiktighet (L) Kultur lagarbete gemensam vision humor/ glädje erkännande av anställda balans hem/arbete gemensam vision lagarbete gemensamma värderingar Bidrag till samhället Business NeedsCopyright 2011 Barrett Values CentreMarch 2011

8 National Assessment Sweden - Organisations: Region Stor Stockholmsområdet (219) Entropy TableCopyright 2011 Barrett Values Centre March 2011 LevelPotentially Limiting Values (votes) Percentage Entropy 3 hierarki (72) förvirring (58) byråkrati (48) långa arbetstider (35) håller på information (26) makt (19) silomentalitet (6) 264 out of 572: 12% of total votes 2 intern konkurrens (35) skyller på varandra (34) manipulation (20) imperiebyggande (18) 107 out of 246: 5% of total votes 1 kostnadsjakt (59) kortsiktighet (47) osäkra anställningar (47) kontroll (38) utnyttjande (26) försiktighet (13) 230 out of 349: 11% of total votes Total601 out of 219028% 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 Stor Stockholmsområdet (219) Values Jumps TableCopyright 2011 Barrett Values Centre March 2011 Value Current Culture Votes Desired Culture Votes Jump anställdas hälsa4410763 erkännande av anställda338552 balans hem/arbete317948 humor/ glädje428846 personlig utveckling165135 långsiktighet84234 medarbetartillfredsställelse83931 ekonomisk stabilitet356429 öppen kommunikation265529 kreativitet123826 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.