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Values Assessment of the people of the North West of UK completed in 2009 for the North West Regional Development Agency. This would be very useful data for politicians to see and understand
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www.valuescentre.com 1www.valuescentre.com
United Kingdom Northwest Values Assessment 2009
Key Messages
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North West United Kingdom
• £119bn Gross Values Added
• 7m people
• 247,000 businesses
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What do people see now?
crime/violence (L)2. uncertainty about the future (L)3. unemployment (L)4. wasted resources (L)5. bureaucracy (L)6. apathy/ pessimism (L)7. blame (L)8. conflict/aggression (L)9. poverty (L)10. community pride
43% Entropy
1. customer satisfaction2. teamwork3. cost reduction4. achievement5. accountability6. commitment7. bureaucracy (L)8. being the best9. profit10. long hours (L)
19% Entropy
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What did they want?
1. community pride2. affordable housing3. caring for the elderly4. caring for the disadvantaged5. employment opportunities6. quality of life7. economic growth8. concern for future generations9. community services10. dependable public services
1. customer satisfaction2. accountability3. commitment4. continuous improvement5. adaptability6. achievement7. teamwork8. employee recognition9. loyalty10. coaching/mentoring
*Matches with current culture
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What is the underlying nature of NW people
This is the true nature of the NW people. When people (of any race) get caught up in a toxic environment of fear, these positive values often get repressed and unhealthy, selfish, even violent behaviours emerge. Some people will stick to their positive values even under extremely hard conditions. This is called strong personal values resilience.
caringfamilyhumour/funfriendshiprespect
caringfamilyhumour/funfriendshiprespect
honestytrusthonestytrust
fairnesslisteningpatience
fairnesslisteningpatience
PersonalPersonal Values of the NW PeopleValues of the NW PeoplePersonalPersonal Values of the NW PeopleValues of the NW People
Our lives are about strong relationships and making a difference to those
around us.
Our lives are about strong relationships and making a difference to those
around us.
We stand for justice and tolerance.We stand for justice and tolerance.
You can trust us. We will do what we say we will do.
You can trust us. We will do what we say we will do.
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How do people see NW society?
crime/violenceconflict/aggressionblame
crime/violenceconflict/aggressionblame
uncertainty about the futurepovertyuncertainty about the futurepoverty
unemploymentwasted resourcesbureaucracyapathy/pessimism
unemploymentwasted resourcesbureaucracyapathy/pessimism
CurrentCurrent SocietalSocietal Values of the NW PeopleValues of the NW PeopleCurrentCurrent SocietalSocietal Values of the NW PeopleValues of the NW People
We do not feel safe.We do not feel safe.
We are frustrated by bureaucratic systems and wasted resources.
We are frustrated by bureaucratic systems and wasted resources.
We are living every day with fears about survival.We are living every day with fears about survival.
community pridecommunity pride We feel a sense of community.We feel a sense of community.
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Current Business themes
customer satisfactionachievementbeing the best
customer satisfactionachievementbeing the best
cost reductionprofitcost reductionprofit
teamworkaccountabilitycommitment
teamworkaccountabilitycommitment
CurrentCurrent BusinessBusiness Values of the NW PeopleValues of the NW PeopleCurrentCurrent BusinessBusiness Values of the NW PeopleValues of the NW People
We take pride in what we do and the customers recognise the value of our work.
We take pride in what we do and the customers recognise the value of our work.
Trust and collaboration stand behind our success.Trust and collaboration
stand behind our success.
We recognise the need for financial viability.We recognise the need for financial viability.
bureaucracylong hoursbureaucracylong hours
Inefficiency is holding us back from realising our potential.
Inefficiency is holding us back from realising our potential.
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What are people looking for?
caring for the elderlycaring for the disadvantagedcaring for the elderlycaring for the disadvantaged
employee opportunitiesquality of lifeeconomic growth
employee opportunitiesquality of lifeeconomic growth
community pridecommunity pride
DesiredDesired SocietalSocietal Values of the NW PeopleDesiredDesired SocietalSocietal Values of the NW People
Support for the people who have the least. We want a social safety net for all.
Support for the people who have the least. We want a social safety net for all.
Building community cohesion.Building community cohesion.
Elevating the standard of living and financial viability.
Elevating the standard of living and financial viability.
affordable housingconcern for future generationscommunity servicesdependable public services
affordable housingconcern for future generationscommunity servicesdependable public services
Development of programmes that intelligently plan for the future.
Development of programmes that intelligently plan for the future.
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Desired Business themes
customer satisfactionaccountabilitycommitmentachievementteamwork
customer satisfactionaccountabilitycommitmentachievementteamwork
continuous improvementadaptabilitycontinuous improvementadaptability
employee recognitionloyaltycoaching/mentoring
employee recognitionloyaltycoaching/mentoring
Desired BusinessDesired Business Values of the NW PeopleValues of the NW PeopleDesired BusinessDesired Business Values of the NW PeopleValues of the NW People
These are current strengths that we want to build upon.These are current strengths that we want to build upon.
Please treat us as people rather than resources.
Please treat us as people rather than resources.
We recognise and embrace the need for ongoing change and innovation.
We recognise and embrace the need for ongoing change and innovation.
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Comparison of entropy scores by nation
72
6054 54 53
43 4232 31
21
40
1020304050607080
See last page for entropy risk bands
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Survey method and participation
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What questions did we ask?
1) Personal ValuesPlease select ten of the following values/behaviours that most reflect who you are, not who you desire to become.
2) Current Organisational Culture ValuesPlease select ten of the following values/behaviours that most reflect how your organisation currently operates. If you are not currently employed, please rate your previous organisation.
3) Desired Organisational Culture ValuesPlease select ten of the following values/behaviours that, in your opinion, are essential for your organisation to achieve high performance. If you are not currently employed, please choose the values that in your opinion are important for high performing organisations.
4) Current Regional Culture ValuesPlease select ten of the following values/behaviours that most reflect how society currently operates in the Northwest of England.
5) Desired Regional Culture ValuesPlease select ten of the following values/behaviours that you would most like to see in the Northwest of England.
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Who did we ask?
21 and under 400 20%22 to 49 840 42%50 and over 762 38%
Greater Manchester 647 32%Merseyside 356 18%Cheshire 379 19%Lancashire 502 25%Cumbria 118 6%
Male 1024 51%Female 978 49%
White 185
7 93%Black - Caribbean 16 1%Black - African 8 0%Black other 8 0%Indian 26 1%Pakistani 22 1%Chinese 25 1%Other 32 2%Prefer not to answer 8 0%
2002 people comprising the following demographic groups
Age
Sub-region
Gender
Ethnic Group
Statistical validation: NW population of 7m people, requires sample size of 664 to create 99% confidence level and 5% confidence intervalStatistical validation: NW population of 7m people, requires sample size of 664 to create 99% confidence level and 5% confidence interval
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We also asked about
Executive/senior manager 57 3%Middle manager 194 10%Team leader/supervisor/foreman 267 13%Staff member with nobody reporting to you 565 28%Self employed 135 7%Other 155 8%Not working 629 31%
Yes 331 17%No 1671 83%
1 to 9 232 12%10 to 249 438 22%250 or more 610 30%Not applicable 722 36%
Entry level certificate in adult literacy 35 2%GCSE D-G or NVQ Level 1 151 8%GCSE A-C or NVQ Level 2 393 20%A Levels or NVQ level 3 613 31%Honours Degree or NVQ L4 or equiv 555 28%Masters or Doctorate or NVQ L5 or equiv 148 7%None 107 5%
Health 143 7%Education 177 9%Government 109 5%Manufacturing 97 5%Retail 171 9%Financial Services 80 4%Other services 141 7%Building/Construction 73 4%Media/Marketing 21 1%Tourism/Hotel 34 2%Food/drink 52 3%Not for profit/voluntary 50 2%Military/Emergency Services 14 1%Energy/Utilities 14 1%Motor Vehicle 17 1%Transportation 48 2%Postal/Logistics 18 1%Telecoms/IT 82 4%Agriculture/Fish 11 1%Not working 650 32%
Level of education Organisation size
Position/Grade
Disability or long term illness
Organisation type
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Interesting facts
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Regional Culture by Sub Region
Top 10 values overall Cheshire Cumbria Gtr Manch Lancs Mersey Entropy 43% 36% 46% 42% 42%
1 crime/violence (L) y y y y y2 uncertainty about the future (L) y y y y y3 unemployment (L) y y y y y4 wasted resources (L) y y y y y5 bureaucracy (L) y y y y y6 apathy/ pessimism (L) y y y y7 blame (L) y y y y8 conflict/aggression (L) y y y y9 poverty (L) y y y10 community pride y y y
Unique valuesquality of life y yconcern for future generations ysense of community yaffordable housing yfamily ycorruption (L) ycommunity services y
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Regional Culture by age
Top 10 values overall 21 & Under (400) 22 to 49 (840) 50 & over (762)Entropy 32% 42% 49%
crime/violence (L) y y yuncertainty about the future (L) y y yunemployment (L) y y ywasted resources (L) y ybureaucracy (L) y yapathy/ pessimism (L) y yblame (L) y y yconflict/aggression (L) y y ypoverty (L) y ycommunity pride y y
Unique valuesconcern for future generations yfamily yDiversity yEducational opportunities yMaterialistic y
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Gender
Current Culture Values
1. crime/violence (L) 472 1(R)
2. uncertainty about the future (L)
372 1(I)
3. unemployment (L) 363 1(O)
4. wasted resources (L) 343 3(O)
5. conflict/aggression (L) 253 2(R)
6. blame (L) 244 2(R)
7. concern for future generations
243 7(S)
8. community services 241 6(S)
9. educational opportunities
240 3(O)
10. community pride 236 3(I)
Current Culture Values
1. crime/violence (L) 453 1(R)
2. bureaucracy (L) 382 3(O)
3. uncertainty about the future (L)
374 1(I)
4. wasted resources (L) 356 3(O)
5. apathy/ pessimism (L) 339 3(I)
6. unemployment (L) 337 1(O)
7. blame (L) 291 2(R)
8. conflict/aggression (L) 275 2(R)
9. poverty (L) 244 1(I)
10. corruption (L) 218 1(O)
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Education level
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What about the environment?
Perspective Ranking Votes
Personal Values (environmental protection) 45th 158
Current organisation (environmental protection)
81st 86
Desired organisation (environmental protection)
68th 81
Current NW (environmental pollution) 26th 251
Desired NW (environmental awareness) 27th 278
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Interesting observations
Agriculture & Fish Desired: Animal welfare
Military/EmergencyHave: exploitation/ hierarchy
Desired: law enforcementHighest organisational entropy 29%
Not workingDesired: caring for elderly
Not for profit/VoluntaryLowest organisational entropy 11%
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Estimated cost of Entropy - Society
Entropy (negative energy) 43% What if reduced entropy to 30%
We are getting (GVA)
£111bn
from positive energy of 57%Potential additional value created £25.3bn
Estimated loss from 43% entropy =
£83.7bn
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Estimated cost of Entropy - Business
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Regional Results
How do people see the region?What do they desire?
Northwest Region: Regional (2002)
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Personal Values Current Culture Values Desired Culture Values
IRS (P)= 3-7-0 | IRS (L)= 0-0-0 IROS (P)= 1-0-0-0 | IROS (L)= 3-3-3-0 IROS (P)= 2-0-4-4 | IROS (L)= 0-0-0-0
Matches
PV - CC 0CC - DC 1PV - DC 0
Health Index (PL)
PV: 10-0CC: 1-9
DC: 10-0
1. caring 995 2(R)
2. family 907 2(R)
3. humour/fun 866 5(I)
4. honesty 841 5(I)
5. friendship 720 2(R)
6. respect 560 2(R)
7. fairness 540 5(R)
8. trust 521 5(R)
9. listening 502 2(R)
10. patience 497 5(I)
Black Underline = PV & CC Orange = CC & DC P = Positive L = Potentially Limiting I = Individual O = Organizational
Orange = PV, CC & DC Blue = PV & DC (white circle) R = Relationship S = Societal
1. crime/violence (L) 925 1(R)
2. uncertainty about the future (L)
746 1(I)
3. unemployment (L) 700 1(O)
4. wasted resources (L) 699 3(O)
5. bureaucracy (L) 610 3(O)
6. apathy/ pessimism (L) 555 3(I)
7. blame (L) 535 2(R)
8. conflict/aggression (L) 528 2(R)
9. poverty (L) 468 1(I)
10. community pride 448 3(I)
1. community pride 921 3(I)
2. affordable housing 834 1(O)
3. caring for the elderly 811 4(S)
4. caring for the disadvantaged
664 4(S)
5. Employment opportunities
635 1(O)
6. quality of life 584 6(I)
7. economic growth 556 1(O)
8. concern for future generations
535 7(S)
9. community services 516 6(S)
10. dependable public services
509 3(O)
Values Plot Copyright 2009 Barrett Values Centre February 2009
2%
2%
1%
6%
19%
11%
30%
6%
7%
16%
0% 20% 40%
1
2
3
4
5
6
7
21%
9%
13%
8%
6%
9%
7%
7%
7%
14%
0% 20% 40%
1
2
3
4
5
6
7
2%
1%
1%
18%
7%
15%
13%
11%
11%
21%
0% 20% 40%
1
2
3
4
5
6
7
Northwest Region: Regional (2002)
C
T
S
Values Distribution Copyright 2009 Barrett Values Centre February 2009
C = Common GoodT = TransformationS = Self-Interest
Positive ValuesPotentially Limiting Values
CTS = 43-16-41Entropy = 5%
CTS = 21-14-65Entropy = 43%
CTS = 35-21-44Entropy = 4%
Personal Values
Current Culture Values
Desired Culture Values
Northwest Region: Regional (2002)
Entropy Table Copyright 2009 Barrett Values Centre February 2009
Level Potentially Limiting Values (votes)Percentage
Entropy
3
wasted resources (699)bureaucracy (610)
apathy/pessimism (555)illiteracy (259)
centralized government (205)elitism (140)
strict moral/religious code (56)
2524 out of 4323:13% of total votes
2
blame (535)conflict/aggression (528)
tradition (232)ethnic discrimination (199)
hatred (189)gender discrimination (116)
1799 out of 2938:9% of total votes
1
crime/violence (925)uncertainty about the future (746)
unemployment (700)poverty (468)
materialistic (387)corruption (381)
short-term focus (321)environmental pollution (251)
terrorism (81)
4260 out of 5873:21% of total votes
Total8583 out of 20020:
43% of total votes
This table shows that 43% of all votes were for potentially limiting values.
This level of entropy indicates issues that if left unaddressed could lead to significant social unrest which if experienced at a national level could lead to changes in government.
It is important to reduce the level of entropy to 5%-10% to improve performance.
Entropy Report
6%
19%
11%
16%
30%
6%7%
8%6%
9%
14%
7% 7% 7%
18%
7%
15%
21%
13%11% 11%
Level 1 Level 2 Level 3 Level 4 Level 5 Level 6 Level 7
Personal Current Culture Desired Culture
Northwest Region: Regional (2002)
Positive Values Distribution Copyright 2009 Barrett Values Centre February 2009
Affordable housing
Economic growthEmployment opportunities
Community prideDependable
public services
Caring for the elderly
Caring for the disadvantaged
Quality of lifeCommunity
servicesConcern for
future generations
5%
43%
4%
36%
23%
40%
16%
14%
21%
43%
21%35%
Northwest Region: Regional (2002)
Common Good
Transformation
Self-Interest
Cultural Entropy
CTS Copyright 2009 Barrett Values Centre February 2009
Personal Values
Current Culture Values
Desired Culture Values
Northwest Region: Regional (2002)
Values Jumps Table Copyright 2009 Barrett Values Centre February 2009
ValueCurrent
Culture VotesDesired
Culture VotesJump
caring for the elderly
affordable housing
employment opportunities
community pride
caring for the disadvantaged
accountability
economic growth
dependable public services
financial stability
poverty reduction
292
324
146
448
206
115
207
207
66
209
811
834
635
921
664
495
556
509
362
477
519
510
489
473
458
380
349
302
296
268
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.
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Barrett 7 Levels of Consciousness
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Personal
Organisational
National
Survival Consciousness
• Health• Financial Stability
• Profit• Shareholder value• Employee health/safety
Control, exploitation
PRIMARY FOCUS: Foundations for Survival
Service
Making a Difference
Internal Cohesion
Transformation
Self-Esteem
Relationship
Survival
• Prosperity• Defence• Social safety nets
Corruption, violence, poverty, greed, pollution
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Personal
Organisational
National
Relationship Consciousness
• Family• Friendship
• Customer satisfaction• Open communication• Respect
Blame, manipulation
PRIMARY FOCUS: Relationships & connectivity
Service
Making a Difference
Internal Cohesion
Transformation
Self-Esteem
Relationship
Survival
• Conflict resolution• Racial harmony• Rituals
Inequality, discrimination, intolerance, conflict/aggresion
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Personal
Organisational
National
Self-esteem Consciousness
• Self-confidence• Success
• Efficiency• Productivity• Quality
Bureaucracy, complacency
PRIMARY FOCUS: Self-esteem & excellence
Service
Making a Difference
Internal Cohesion
Transformation
Self-Esteem
Relationship
Survival
• Rule of law• National pride• Government efficiency
Central control, elitism, illiteracy, wasted resources
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Personal
Organisational
National
Transformation
• Courage• Personal growth
• Innovation• Diversity• Teamwork
PRIMARY FOCUS: Learning & continuous improvement
Service
Making a Difference
Internal Cohesion
Transformation
Self-Esteem
Relationship
Survival
• Equality• Freedom of speech• Adaptability
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Personal
Organisational
National
Internal Cohesion Consciousness
• Trust• Enthusiasm
• Integrity• Cooperation• Shared vision
PRIMARY FOCUS: Alignment & authenticity
Service
Making a Difference
Internal Cohesion
Transformation
Self-Esteem
Relationship
Survival
• Social cohesion• Transparency• Honesty• Optimism
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Personal
Organisational
National
Making a Difference Consciousness
• Mentoring• Volunteer work
• Employee fulfillment• Environmental awareness• Strategic alliances
PRIMARY FOCUS: Collaboration
Service
Making a Difference
Internal Cohesion
Transformation
Self-Esteem
Relationship
Survival
• Quality of life• Regional collaboration• Leadership
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Personal
Organisational
National
Service Consciousness
• Wisdom• Humility
• Ethics• Future Generations• Long-Term Perspective
PRIMARY FOCUS: Selfless Service
Service
Making a Difference
Internal Cohesion
Transformation
Self-Esteem
Relationship
Survival
• Human rights• Ecological resilience• Peace
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Full-Spectrum Consciousness
Service
Making a Difference
Internal Cohesion
Transformation
Self-Esteem
Relationship
Survival
Long-term viabilityGlobal sustainability
CollaborationStrategic alliances
Shared visionStrong national identity
Continuous improvementDemocratic processes
Best practicesInstitutional effectiveness
Customer satisfactionSocial stability
Financial stabilityEconomic stability
Organisation / Nation
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National Entropy Risk Bands
• 0-10% This a low level of entropy and augurs well for the future.• 11%-20% This is a relatively low level of entropy indicating that
there is some degree of dissatisfaction with the current culture that could lead to social unrest.
• 21%-30% This is a moderate level of entropy indicating potential unease among the population and/or potential conflict situations that need to be addressed.
• 31%-40% This is a relatively high level of entropy indicating unresolved issues that if left unaddressed could lead to significant social unrest.
• 41%-50% This level of entropy indicates leadership issues that if left unaddressed could lead to changes in government.
• 51% and above This is a high level of entropy that could lead to riots, civil disobedience and social unrest. This indicates a need for a change in policy that could also be accompanied by a change in government.
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