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Диагностика ценностей культуры - Диаграммы CVA (Eng)

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CVA Example XYZ Group
Prepared by:
Barrett Values Centre
3+. Fear is a factor in how this group operates or is managed.
NEW VALUES TO FOCUS ON
Any values shown in blue are values that are important to the individuals who work for the group 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 group would derive further benefit from them?
Values Matches: 5
Values Matches: 2
cost reduction, bureaucracy
41%+. Critical situation requiring leadership changes to avoid organisational failure.
Entropy: 23%
XYZ Group (298)
Limiting Values: 2
Summary
Copyright Barrett Values Centre
Personal & Current Culture Alignment
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
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.
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.
0-10%. Healthy functioning.
11%-20%. Some problems requiring careful monitoring.
21%-30%. Significant problems requiring immediate attention.
31%-40%. Serious situation requiring immediate leadership intervention and changes.
Any Desired Culture values shown in black 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.
XYZ Group (298)
cost reduction (L)
1271(O)
customer satisfaction
1142(O)
bureaucracy (L)
953(O)
results orientation
903(O)
continuous improvement
814(O)
goals orientation
774(O)
cooperation
765(R)
productivity
753(O)
quality
723(O)
staff engagement
705(O)
staff engagement
1325(O)
clarity
1255(O)
continuous improvement
1154(O)
customer satisfaction
1122(O)
quality
1043(O)
professionalism
963(O)
goals orientation
924(O)
honesty
875(I)
customer collaboration
866(O)
adaptability
844(I)
information sharing
844(O)
Values Plot
Copyright Barrett Values Centre
I = Individual
R = Relationship
Black Underline= PV & CC
Orange= PV, CC & DC
Orange= CC & DC
Blue= PV & DC
P = Positive
L = Potentially Limiting (white circle)
O = Organisational
S = Societal
Matches
PV -CC 2
CC -DC 5
PV -DC 3
Health Index
(PL)
PV-10-0
CC -8-2
DC -11-0
honesty
1495(I)
cooperation
1425(R)
responsibility
1374(I)
enthusiasm
1025(I)
humour/ fun
1025(I)
perseverance
1004(I)
quality
993(I)
positive attitude
955(I)
adaptability
884(I)
balance (home/work)
884(I)
LevelPersonal Values (PV)Current Culture Values (CC)Desired Culture Values (DC)
7
6
5
4
3
2
1
IRS (P)=9-1-0 IRS (L)=0-0-0IROS (P)=0-1-7-0 IROS (L)=0-0-2-0IROS (P)=2-0-9-0 IROS (L)=0-0-0-0
CTS = 43-25-32
Entropy = 3%
CTS = 28-24-48
Entropy = 23%
Personal Values
CTS = 44-26-30
Entropy = 2%
1
2
7
6
5
4
3
XYZ Group (298)
Values distribution
Copyright Barrett Values Centre
Positive Values
Potentially Limiting Values
Current Culture Values
Desired Culture Values
C
T
S
2
1
3
4
5
6
7
C = Common Good
T = Transformation
S = Self-Interest
1%
1%
1%
5%
12%
12%
25%
35%
5%
3%
0%20%40%60%
1
2
3
4
5
6
7
11%
2%
10%
2%
9%
14%
24%
17%
7%
4%
0%20%40%60%
1
2
3
4
5
6
7
2%
0%
0%
2%
12%
14%
26%
30%
10%
4%
0%20%40%60%
1
2
3
4
5
6
7
Personal ValuesCurrent Culture ValuesDesired Culture Values
XYZ Group (298)
Positive Values distribution
Copyright Barrett Values Centre
5%
12%12%
25%
35%
5%
3%
2%
9%
14%
24%
17%
7%
4%
2%
12%
14%
26%
30%
10%
4%
Level 1Level 2Level 3Level 4Level 5Level 6Level 7
XYZ Group (298)
Common Good
Transformation
Self-Interest
Cultural Entropy
Personal ValuesCurrent Culture Values
Desired Culture Values
Self-Interest
Transformation
Common Good
CTS
Copyright Barrett Values Centre
3%
23%
2%
29%
25%
28%
25%
24%
26%
43%
28%
44%
Business Needs
Copyright Barrett Values Centre
Desired Culture Values
Current Culture Values
Finance
Fitness
Evolution
Client Relations
Culture
Culture
Societal Contribution
Fitness
Evolution
Current CultureDesired Culture
Finance
cost reduction (L)
Fitness
bureaucracy (L)
results orientation
productivity
quality
quality
professionalism
Client Relations
customer satisfaction
customer satisfaction
customer collaboration
Evolution
continuous improvement
continuous improvement
adaptability
Culture
cooperation
staff engagement
staff engagement
Societal Contribution
XYZ Group (298)
Client Relations
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.
XYZ Group (298)
LevelPotentially Limiting Values (votes)
Percentage Entropy
3
bureaucracy (95)
hierarchy (53)
confusion (52)
information hoarding (35)
silo mentality (31)
power (24)
long hours (19)
309 out of 735:
10% of total votes
2
internal competition (25)
blame (21)
manipulation (13)
empire building (7)
66 out of 323:
2% of total votes
1
cost reduction (127)
control (58)
job insecurity (58)
short-term focus (46)
caution (32)
exploitation (6)
327 out of 378:
11% of total votes
Total
702 out of 298023% of total votes
Entropy Table
Copyright Barrett Values Centre
This level of cultural entropy reflects significant issues requiring cultural and structural transformation and leadership coaching.
It is important to reduce the level of cultural entropy to improve performance.
Entropy Report
XYZ Group (298)
VALUECurrent Culture VotesDesired Culture VotesJump
clarity3712588
honesty148773
staff engagement7013262
trust237047
adaptability418443
professionalism569640
listening226038
open communication387436
efficiency266135
continuous improvement8111534
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 boldare represented in the Desired Culture.
Values Jumps Table
Copyright Barrett Values Centre
VALUES JUMPS
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