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Organizational Change

Aligning Culture with Business Strategy

While we can easily spot change in terms of an event (e.g., arrival of a new executive), most change is gradual but constant.  We offer assistance to help you with a variety of challenges associated with strategic shifts and the resulting need for strategy-culture alignment.

Content

Employee perceptions of various aspects of your culture can help focus strategy-culture alignment efforts.  Examples of issues that we may measure include:

• Accountability norms
• Organizational climate
• Readiness for change
• Understanding/agreeing with company values
• Understanding/agreeing with strategic objectives
• Management/supervision performance
• Expense norms
• Merger/acquisition issues
• Territoriality and political norms
• Support for employees
• Support for customers
• Importance of shareholder value
• Speed-quality balance and corporate objectives
• Congruence of strategy and HR policies
• Communication norms 

Employee reports of culture-relevant outcomes can help you not only better understand the importance contextual issues measured in other parts of the survey but also predict other outcomes (e.g., implementation failures, turnover, and low levels of performance):

• Role stress
• Burnout
• Stress
• Productivity (effectiveness and efficiency)
• Job satisfaction
• Organizational commitment
• Intentions to leave

Measuring characteristics of the individual employees permits us to identify the extent to which the results reflect the individuals themselves or aspects of your organization's culture.  These may include:

• Emotional labor (which reflects the job-fit of employees in service roles)
• Exchange ideology 
• Mood at work
• Delay of gratification
• Expectations 

Goal congruence and speed-quality balance congruence, which are computed metrics, provide powerful assessments of the extent to which your employees are congruent with each other and with management on priorities key to strategy implementation.  

We may also compute agreement (r_wg) indices that permit us to ascertain employee agreement in their perceptions, which is important in determining what is real and what is not.

Method

• First, we design the survey based on your business needs and then administer them in the appropriate format (e.g., online, telephone, face-to-face, or paper-and-pencil).  
• After collecting the data, we conduct analyses (e.g., response rate and psychometric analyses) necessary to ascertain the reliability and validity of the results before reporting results.
• Then, we present the results in the format appropriate for your situation and based on the results.  
• We take steps to prepare you to address the issues coming out of the results, including identifying the key issues, feedback training, and strategic report presentation.

Culture and Organizational Change Surveys by DrSurvey

We go several steps beyond many (if not most) other survey firms in order to provide the most cost-effective survey process we believe possible.  

• We combine best-practice survey issues with enterprise-specific issues to ask the right questions.  
• We analyze the data to ensure reliability and validity before attempting to understand the results.  
• If the data meet our high standards, we then conduct the analyses necessary to truly understand what the employees were telling us.
• Finally, we help you emphasize what matters most rather than reporting the results in shotgun fashion.

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