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Delivering Progress, Passion & Peace: An Evidence-Based Model

Dr Peter Langford

Voice ProjectMacquarie UniversitySydney, Australia

CSR Summit, Sydney, 23 November 2006

For further information contact Peter Langford on +61 2 9850 8020 or peter.langford@voiceproject.com.au.

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Who Are We? What Did We Do?> Voice Project specialises in organisational surveys and the

diagnosis of culture, leadership and passion.

> We’re a research and consulting company based in Macquarie University, Sydney, Australia.

> The model presented here is based on an ongoing research project which, to-date, has involved over 16,000 employees from over 1000 organisations.

> We’ve also replicated the findings in data collected from over 150,000 employees across more than 150 consulting projects for over 80 different clients.

Passion(Engagement)

- Organisation Commitment- Job Satisfaction- Intention To Stay

Progress- Organisation Objectives

- Change & Innovation- Customer Satisfaction

Peace- Wellness

- Work/Life Balance

People- Motivation & Initiative

- Talent- Teamwork

Property- Resources- Processes- Technology

- Safety- Facilities

Purpose- Organisation Direction

- Results Focus- Mission & Values

- Ethics- Role Clarity

- Diversity

Participation- Leadership- Recruitment

- Cross-Unit Cooperation- Learning & Development

- Involvement- Reward & Recognition- Performance Appraisal

- Supervision- Career Opportunities

As presented in Langford, P. H. (2006). Purpose, participation and progress: Higher-order predictors of employee passion and organisational effectiveness. Internal Research Report. Please contact us for a copy of the paper if you are interested.

Delivering Progress, Passion & Peace

PASSION

Better SafetyRecord

PURPOSE PARTICIPATIONTHREE CORESYSTEMS TOPRIORITISE

PROGRESS

"We believe" in why we're here, what we do & how we do it

"We belong" in this organisation, we are recognised, involved & growing

THREE COREATTITUDESTO FOSTER

"We achieve" our goals, we are getting better & our future is positive

More Performance ObjectivesAchieved

Lower Turnover & Absenteeism

Higher Employee Engagement

HigherProfitability

TWELVE COREPRACTICES TO BUILD (REALITY& PERCEPTION)

Build belief in thepurpose, values & workof the organisation

Develop, clarify & communicate the vision, values & strategy so that staff can personally identify with them

Promote, demonstrate & reward ethical &socially responsible behaviour

Reward & recognise staff in a fair manner

Improve skills of, & communication with senior management

Consult staff & encourage feedback

Evaluate staff & provide directions for improvement

Improve the way staff are recruited

Provide job-related & career-related development opportunities for staff

Build staff belief in the current & future performance of the organisation

Manage change well, promote innovation & facilitate organisational learning

Promote product & service quality & an understanding of customer needs

PROPERTY PEOPLE PEACETHREE LOWER PRIORITYSYSTEMS

DELIVERING PASSIONDELIVERING PASSION