Religious/ Spiritual Organization Example

Transcription

1 Religious/ Spiritual Organization Example Prepared by: Barrett Values Centre

2 Personal & Current Culture Alignment Values Matches: or more. People are able to bring themselves to work. Entropy: 8% 0-. Healthy functioning. -. People are somewhat able to bring themselves to work. %-. Some problems requiring careful monitoring. 0. People are not able to bring themselves to work. Look to blue values in Desired Culture for guidance, if any. %-. Significant problems requiring immediate attention. %-. Serious situation requiring immediate leadership intervention and changes. Current & Desired Culture Alignment Values Matches: %+. Critical situation requiring leadership changes to avoid organisational failure. or more. Excellent, strong, healthy culture. -, good. Group is on the right track. -, fair. Group is somewhat on the right track. More work needs to be done. 0-, poor. Group is unhappy or frustrated, wants to see changes or take a new direction. 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? 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. +. Fear is a factor in how this group operates or is managed. 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. bureaucracy, hierarchy Summary

3 Level Personal Values (PV) Current Culture Values (CC) Desired Culture Values (DC) IRS (P)=--0 IRS (L)=0-0-0 IROS (P)=0--- IROS (L)= IROS (P)=--- IROS (L)= (R) 9 (R) 8 (R) Matches commitment (I) making a difference 0 (S) adaptability (I) PV - CC CC - DC PV - DC honesty (I) responsibility (I) integrity 0 (I) mission focus 9 (O) community involvement (S) brand image 0 (O) coaching/ mentoring (R) teamwork (R) leadership development 0 (O) Health Index (PL) PV-0-0 CC - 9- DC-0-0 respect (R) caring (R) efficiency (I) family (R) compassion 0 (R) bureaucracy (L) (O) cost reduction (O) hierarchy (L) (O) continuous improvement 9 (O) compassion 8 (R) integrity (I) community involvement (S) balance (home/work) 8 (I) intimacy with God (R) efficiency (O) teamwork (R) Black Underline = PV & CC Orange = PV, CC & DC Orange = CC & DC Blue = PV & DC P = Positive L = Potentially Limiting (white circle) I = Individual R = Relationship O = Organisational S = Societal Values Plot

4 Personal Values Current Culture Values Desired Culture Values 8% C % 8% % % T % % % S % % 8% % % % % % % % CTS = -- Entropy = % CTS = -- Entropy = 8% CTS = -- Entropy = C = Common Good T = Transformation S = Self-Interest Positive Values Potentially Limiting Values Values distribution

5 % 8% % % % % % % % 8% % % % 8% Level Level Level Level Level Level Level Personal Values Current Culture Values Desired Culture Values Positive Values distribution

6 Personal Values Current Culture Values Desired Culture Values Common Good % % % Transformation % % % Self-Interest % % 8% % Cultural Entropy % CTS

7 Current Culture Values Finance Current Culture Desired Culture Fitness Client Relations Finance Fitness cost reduction bureaucracy (L) hierarchy (L) efficiency Evolution Culture Client Relations brand image Evolution adaptability continuous improvement Desired Culture Values Culture teamwork coaching/ mentoring teamwork Fitness Client Relations Societal Contribution making a difference community involvement community involvement Evolution Culture Societal Contribution Business Needs

8 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, and. This is a reflection of the degree of disorder within a system. Level Potentially Limiting Values (Votes) Percentage Entropy bureaucracy () hierarchy () confusion () silo mentality () information hoarding () long hours () power (8) blame () internal competition () empire building () manipulation () out of 9: of total votes out of 0: % of total votes This level of cultural entropy reflects issues requiring cultural or structural adjustment. It is important to reduce the level of cultural entropy to improve performance. caution () control () short-term focus () job insecurity () exploitation () 8 out of : % of total votes Total out of 0 8% of total votes Entropy Table

9 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. value Current Culture Votes Desired Culture Votes Jump adaptability coaching/ mentoring leadership development 0 open communication 9 long-term perspective 9 continuous improvement 8 9 efficiency 9 empowerment transparency innovation Values Jumps Table