Organization Assessment Profile
EngiLifeSciences 3PO Model | People Strategy
What is Holding Back the Organization from Achieving Its Strategic Goals?
EngiLifeSciences strategically defines and evaluates our client organization’s company culture profile. Company culture is a set of beliefs, values, and means that affect your way of conducting business. Many organizations have well-defined cultures that are appropriate for their business environment. These organizations benefit from the congruence between their beliefs and values, and what is actually practiced by the management and employees.
Our Process
Our survey that helps define the client organization’s company culture is comprised of 15 sub-scales. For each sub-scale, four questions are asked that give insight into the various aspects of the sub-scale. The four questions are written so that the preferred responses incorporate both ends of the response spectrum.
For example, we will ask two questions regarding each sub-scale where the desired response is either “strongly agree” or “agree.” The other two questions regarding each sub-scale where the desired response is either “strongly disagree” or “disagree.”
The 15 sub-scales are divided into three major categories:
- People Values: goal awareness, employee awareness, cooperativeness, employee participation, trust, and hierarchy.
- Work Values: Quality emphasis, work effort, customer service, time awareness, problem-solving style.
- Change Values: Innovation, human resources development, future orientation, and sense of history.
After the survey is complete, we will present the results to the client organization. This will include a summary of our findings and recommendations as needed.
Features and Benefits
Defining and evaluating the company culture through organizational assessment profile provides the client organization with a snapshot of the cultural influences within the organization. Our methodology enables us to view a snapshot of the actual, current cultural norms compared to the stated cultural norms. This also identifies specific areas within the organization that are out of sync with overall cultural norms. We can identify specific interventions that are necessary to resolve issues and facilitate the creation or verification of cultural norms.
