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LEARNING THE BASICS

LEARNING THE BASICS. LEARNING THE BASICS R&D Resources  Research Guidelines. The Link to Performance. · Innovation · Sales Growth · Market Share. · Profitability ROI, ROS, ROE. · Creativity · Customer satisfaction. · Quality · Employee Satisfaction.

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LEARNING THE BASICS

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  1. LEARNING THE BASICS

  2. LEARNING THE BASICSR&D Resources  Research Guidelines

  3. The Link to Performance · Innovation · Sales Growth · Market Share · ProfitabilityROI, ROS, ROE · Creativity · Customer satisfaction · Quality · Employee Satisfaction

  4. LEARNING THE BASICSOCS  Module

  5. The Link between the Denison Organizational Culture Survey (DOCS)and Content Modules

  6. DOCS–Modules Link: Overview The DOCS  Assesses a high performance business culture  Identifies cultural strengths/weak-nesses as they apply to organizational performance  Results are presented using the DOCS benchmark database Content modules  Supplement information provided by the DOCS with more targeted questions  Potential outcomes to a positive organizational culture  Results are presented using each module benchmark database Overlap  The DOCS provides some information about the topics covered in the content modules

  7. Employee Engagement: What the DOCS can tell you The DOCS captures the following aspects of Employee Engagement The Engagement Module supplements the DOCS by assessing a person’s positive emotional relationship with work/organization. Employee empowerment; Team orientation; Capability development  Engagement with customer needs  Engagement to the vision of the company; Strategy alignment Coordination

  8. Employee Engagement: Dimensions Employee engagement: A heightened positive, emotional state in relation to one’s work or organization. Discretionary Effort • My work drives me to go the extra mile. ExcitementEnthusiasm • I am enthusiastic about working for this organization. Pride • I am proud to work for this organization. InterestPassion • I am passionate about my work. • My work energizes me. InspiredEnergized

  9. Employee Engagement–DOCS: Top predictors of Employee Engagement With a high level of empowerment, employees tend to be more engaged as they can make decisions and have input. 1 A shared vision can increase the level of engagement by creating excitement and motivation and direction. 2 2 1 People are more likely to be engaged when they have autonomy and capability development opportunities. 3 3 3 A clear set of core values promotes engagement by providing clarity and guidance around behaviors and practices. 3

  10. Organizational Innovation: What the DOCS can tell you The DOCS captures the following aspects of Organizational Innovation. The Innovation Module supplements the DOCS with direct questions about the role that innovation plays in the organization. Customer- & market- focus; Ability to create change Employee ownership; Sense of capability  Clear goals & long-term directions guiding idea implementation  Agreed upon systems & processes to deliver on creative ideas

  11. Organizational Innovation: Dimensions Organizational Innovation: The successful implementation of creative ideas. Creativity • People are encouraged to be creative. Implementation • We are able to implement new ideas. • New ideas are continually evaluated and improved upon. Organizational Support & The Role of Innovation • Support for developing new ideas is readily available. • Innovation is a large part of our business activities.

  12. Organizational Innovation–DOCS: Top predictors of Organizational Innovation Innovative organizations encourage employees to take educated risks and learn from failures as well as successes. 1 1 Flexibility and the ability to respond well to the external environment enable organizations to create change & innovate. 2 2 3 4 Vision guides innovation by providing a clear direction & a roadmap for translating ideas into reality 3 Empowerment fosters creativity by building ownership and responsibility and encouraging information sharing. 4

  13. Organizational Trust: What the DOCS can tell you The DOCS captures the following aspects of Organizational Trust. The Trust Module supplements the DOCS by assessing other dimensions of trust in an organization. Employee capability and competence Reliability

  14. Organizational Trust: Dimensions Organizational Trust: A belief that co-workers have positive motives and intentions - that one’s best interests are considered and that others can be relied upon. Benevolence Compassion • In this organization, decisions are made with employees’ best interests in mind. • People in this organization have good motives and intentions. Integrity Honesty Openness • This organization conducts business with integrity. • The people who work here are honest. • There are very few secrets in this organization. Overall Trust • Employees consider this organization to be trustworthy.

  15. Organizational Trust–DOCS: Top Predictors of Organizational Trust Agreement is key to trust, as it helps people work together to reach consensus and find win-win solutions. 1 Empowerment : Trust is high when information is widely shared and people are involved in business planning. 2 2 Trust is strongly related with team orientation; relationship building and teamwork helps build trust. 3 1 3 4 Trust level is high when there is internal capability development opportunities, as competence is a key component of trust 4

  16. Employee Commitment: What the DOCS can tell you The DOCS already captures the following aspects of Employee Commitment. The Commitment Module takes this one step further to assess other dimensions of Employee Commitment. Employee ownership & responsibility; Human capability

  17. Employee Commitment: Dimensions Employee commitment: (a) employees’ personal attachment to the organization, and (b) their need and/or desire to remain with the organization. Affective Commitment • I am highly committed to this organization. • I would recommend working for this organization to others. • I feel a strong personal connection to this organization. Continuance Commitment • It would be difficult for me to leave this organization. • I continue to work here more out of choice than necessity. Turnover Intention • I rarely think about looking for a job with another organization.

  18. LEARNING THE BASICSOCS  Module

  19. Denison Organizational Culture Survey: Content Modules

  20. Employee Engagment

  21. Innovation

  22. Organizational Trust

  23. Employee Commitment (Pilot)

  24. Sample Engagement Report

  25. Interpretation Guide

  26. Sample Trust Report

  27. Sample Innovation Report

  28. SELLING THE SOLUTIONS

  29. SELLING THE SOLUTIONSSample Reports  OCS

  30. Sample Culture Segment Report

  31. Sample

  32. Sample

  33. Sample

  34. Sample

  35. Sample

  36. Sample

  37. SELLING THE SOLUTIONSSample Reports  OCS

  38. SAMPLE Organizational Culture Content Module Report

  39. Denison Organizational Culture Survey: Content Modules Content Modules are short instruments that can be added to the Organizational Culture Survey. The modules are brief, containing five to seven items, and can help you gain more information from your culture survey efforts. Data is reported back in means and percentiles. Key Features: • Brief, reliable, and valid measures • Benchmarked against a database of organizations • Strengthens the value of information from the culture survey Sample

  40. Employee Engagment How do your employees feel about their work? Are they putting forth the extra effort to make your organization successful? This module can help you understand the impact that your culture has on your employees’ attitudes toward their job and organization. • My work drives me to go the extra mile. • I am enthusiastic about working for this organization. • I am proud to work for this organization. • I am passionate about my work. • My work energizes me. Sample

  41. Innovation Are elements in place in the organization to support, develop, and implement creative ideas? This module directly asks questions about creativity, the implementation of creative ideas, and about the role that innovation plays in the organization. • People are encouraged to be creative. • We are able to implement new ideas. • New ideas are continually evaluated and improved upon. • Support for developing new ideas is readily available. • Innovation is a large part of our business activities. Sample

  42. Organizational Trust Central to trust are the ideas of honesty, openness, and integrity as well as compassion or benevolence. • In this organization, decisions are made with employees’ best interests in mind. • People in this organization have good motives and intentions. • This organization conducts business with integrity. • The people who work here are honest. • There are few secrets in this organization. • Employees consider this organization to be trustworthy. Sample

  43. Employee Commitment (Pilot) Designed to reflect the strength of employees’ commitment to their organization in terms of their personal attachment to the organization, and their need and/or desire to remain with the organization. • I am committed to this organization. • This organization is where I belong. • I am glad to work for this organization over any other. • I would recommend working for this organization to others. • I feel a strong personal connection to this organization. • It would be difficult for me to leave this organization. • It would not benefit me to leave this organization. • I continue to work here more out of choice than necessity. • I plan to continue working in this organization for a long time. • I rarely think about looking for a job with another organization. Sample

  44. Sample Engagement Report Sample

  45. This is the definition of the module. N represents the number of respondents. Interpretation Guide Your factor tells you the overall score for the module. Sample These are the line items as They appear on the survey. These are your scores compared to the module normative database. The Mean score is the Average for each item.

  46. Sample Trust Report Sample

  47. Sample Innovation Report Sample

  48. SELLING THE SOLUTIONSSample Reports  OCS

  49. SAMPLE Organizational Culture Multi-Segment Comparison Report

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