WO2007032692A2 - Method and system of evaluation of alignment of relationships within or between entities - Google Patents
Method and system of evaluation of alignment of relationships within or between entities Download PDFInfo
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- WO2007032692A2 WO2007032692A2 PCT/NZ2006/000241 NZ2006000241W WO2007032692A2 WO 2007032692 A2 WO2007032692 A2 WO 2007032692A2 NZ 2006000241 W NZ2006000241 W NZ 2006000241W WO 2007032692 A2 WO2007032692 A2 WO 2007032692A2
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- G—PHYSICS
- G06—COMPUTING; CALCULATING OR COUNTING
- G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
- G06Q10/00—Administration; Management
- G06Q10/04—Forecasting or optimisation specially adapted for administrative or management purposes, e.g. linear programming or "cutting stock problem"
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- G—PHYSICS
- G06—COMPUTING; CALCULATING OR COUNTING
- G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
- G06Q30/00—Commerce
- G06Q30/02—Marketing; Price estimation or determination; Fundraising
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- G—PHYSICS
- G06—COMPUTING; CALCULATING OR COUNTING
- G06Q—INFORMATION AND COMMUNICATION TECHNOLOGY [ICT] SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES; SYSTEMS OR METHODS SPECIALLY ADAPTED FOR ADMINISTRATIVE, COMMERCIAL, FINANCIAL, MANAGERIAL OR SUPERVISORY PURPOSES, NOT OTHERWISE PROVIDED FOR
- G06Q90/00—Systems or methods specially adapted for administrative, commercial, financial, managerial or supervisory purposes, not involving significant data processing
Definitions
- the present invention relates to a diagnostic system capable of establishing the alignment of relationships within or between entities.
- Dissipative structures are ones in which large-scale order arises through the behaviour of the individual particles.
- a whirlpool is an example of a dissipative structure. Energy flows through the system most efficiently when the particles are aligned.
- the first is that, if a list of values is provided for the employees to choose from, it is necessarily selective. At worst, this may result in a question that refers only to the business's core values, asking the employees whether they agree or disagree with them. Even if a wider choice is provided, the values not on the list are grouped in a single 'Other' category. This provides a skewed picture of the culture, overemphasising the importance of the named values.
- One objective of the present invention is to provide a method of applying a questionnaire and analysing the results gained whereby business managers can accurately evaluate the presence and strength of the purpose and values in their business as an indicator of operational health and future performance potential.
- Another objective of the present invention is to provide a means for individuals to assess and enhance the degree to which their beliefs and actions in different aspects of their lives are aligned around a core purpose and values.
- Relationships can be internal as described above, but also external. Given that even the most fleeting of relationships - two people passing in the street - results in the creation of an (admittedly transitory) dissipative structure, external relationships have the same conditions for success as internal ones; namely, that the purpose and values (whether explicit or implicit) of the two entities are sufficiently similar as to allow for effective interaction to occur.
- a further result of the present invention is that the business's culture is maintained through autopoietic processes (feedback loops). The method of the present invention as outlined below serves to strengthen these autopoietic processes and thereby help the organization to maintain the strength of its culture.
- the method may be used for the purpose of evaluating the current state of an entity to show how aligned the entity is around a purpose and core values, and/or for the purpose of comparing two entities in order to establish the degree of alignment between them.
- the strength of alignment is an indicator of the expected success of the relationship.
- the method may also be used to provide feedback on the alignment of others' perceptions of an entity with its own self- perception.
- the benefits of the method include: that it allows management techniques to be effectively correlated with the state of a business or organization's culture; that it enhances the work of those who match entities and map relationships (such as recruitment agencies and networking websites); and that the nature of the questionnaire itself serves to benefit individual entities through raising their autopoietic processes to a conscious level, enhancing their ability to align themselves around their purpose and values.
- the present invention enables a growing network of uses and applications that may be used to further strengthen the benefits it provides to its users.
- a diagnostic system capable of: establishing a standard currency of relationships within and between entities, by enabling quantification of the degree of alignment within an entity's sense of self or culture, and between the sense of selfs and/or cultures of two or more entities; providing a tool to assist businesses and other organizations to improve their financial and non-financial performance by both assessing and enhancing the state of their culture in general, and/or the degree to which their employees share a common purpose and values in particular; providing a tool to assist individuals to enhance their success, by aligning their i ⁇ tra-personal and interpersonal relationships; providing such a tool as described above thereby allowing for accurate relationship matching services to be provided based on the purpose and values of the entities being matched; thereby facilitating the creation and development of effective relationships of various types, and providing the tools as described above through the use of an electronic or computer program
- a method of evaluation of the state of an entity's sense of self or culture including the steps of: collecting data in the form of responses from an entity via a questionnaire including questions on predetermined aspects of the entity's sense of self or culture, said aspects including at least one of values, purposes, and/or inclusive focus related to said entity, wherein said questions requires the entity to select, prioritise and/or submit one or more said aspects, generating a subsequent questionnaire including questions on aspects that have been most-selected, highest prioritised and/or frequently submitted from the preceding questionnaire and collecting data in the form of further responses, and repeating the above steps for a predetermined number of occurrences.
- the predetermined number of occurrences is preferably a sufficient number of instances to ensure the validity of the data collected.
- said method further includes the step of: performing calculations to quantify said collected data for the entity's Identity Rating on a percentage scale, against a predetermined range of values.
- said collected responses are assigned a numerical equivalence from a range of predetermined increments.
- said questionnaire may be administered electronically (e.g. via the Internet or on an intranet), manually or even verbally, in each instance said collected responses being stored and manipulated by a computer/processor and electronic storage means, e.g. a PC, network sever, laptop, PDA, and the like.
- said method further includes the step of: removing the least-selected, lowest prioritised or infrequently submitted aspects from questions incorporated in a subsequently generated questionnaire.
- the term entity includes an individual, an organization, employees of a business, and the like.
- the aspects of the entity's sense of self or culture of values, purposes, and/or inclusive focus as used herein are respectively defined as including, but not limited to: values: - issues of self worth; integrity; esteem; personal, family and work standards; ethics; character; judgement; principle; assessment and the like purpose: - issues of intent; aim; drive; direction; faith; ambition; aspirations; desire; expectation; principle; mission; focus; function; goals; objective and the like, and inclusive focus: - the extent to which the entity focuses on or more measures of success including self-preservation; self-image; intra-group relationships; extra-group relationships; and relationship to their wider environment.
- the respondent entity undertaking the questionnaire may be given a random order list of purposes, or values to select from.
- the purpose or values selected are compared with a master list of purposes and values stored as a database and the unique numerical codes associated with the purpose or values chosen are stored as the response to the question. While the codes themselves are unique, any purposes or values regarded as identical or equivalent may be stored as synonyms. For example, 'Customer focus' and 'Consumer focus' may share the same code.
- the respondent entity may be submitted by the entity into an "Other" box.
- the submitted purpose or values is then added to the available list for the next questionnaire.
- the submitted purpose or value is also added to a master list, if not already listed and assigned a unique numerical code.
- a purpose or values selected by the entity is compared with a stored master list of purposes and values. if an entity wishes to select an unlisted purpose or value, it may be submitted by the entity as part of the entities collected responses, said submitted purpose or values then being added to the selectable list of purpose or values for said subsequently generated questionnaire.
- said submitted purpose or value is compared to a master list of purposes or values and added if not present.
- a number of selections for a individual purpose or value is divided by number of selectable appearances of the purpose or value, wherein the purpose or value, with the highest calculated result are listed as selectable purposes, or values on a subsequently generated questionnaire. if two purposes or values have an equal calculated result, the purpose or value with most appearances is retained.
- a method of validity testing results obtained from said method of evaluation substantially as described herein said validity testing method including the steps of: collecting data in the form of further responses from an entity via a questionnaire including questions derived from said above-described method of evaluation on predetermined aspects of the entity's sense of self or culture, said aspects including at least one of values, purposes, and/or inclusive focus related to said entity, wherein said questions requires the entity to select, prioritise and/or submit one or more said aspects, assigning a numerical equivalence to the further responses from a range of predetermined increments; and performing validity calculations on the numerical equivalence of the responses obtained to determine if the average responses between two different questions assessing the same aspect of the entity's Identity Rating differ outside predetermined limits.
- a method of evaluation substantially as described above, wherein said method further includes the step of automatically creating a report that provides an entity with details of any change in its Identity Rating over a predetermined time period.
- an entity may be made aware of changes, or lack of change in its sense of self or culture, thus facilitating remedial action if needed.
- the present invention enables administrators of said method of evaluation to provide a business that is using the method with a quantification of the financial benefit that the business is obtaining from its culture, through the additional step of correlating the results of the calculations of the method with a database that connects performance advantages to culture strength, thus providing scope for the estimated yield of the business's culture to be accurately calculated; additionally allowing for the provision of a diagnosis as to which business management techniques will be of most benefit in regards to enhancing the state of the business's culture and thereby improving its performance prospects.
- a method determining mutual alignment between entities by assessing the degree to which the aspects of the Identity Rating of the two entities are aligned (henceforth Alignment Rating), said Alignment Rating method including the steps of: performing calculations on the data collected from the method and thereby producing scores that reflect the degree of fit of the sense of self/culture of the two entities; providing said scores to one or both of the entities.
- the Alignment Rating method further includes administering a further questionnaire with questions derived from the content of questions of the Identity Rating of one of the entities in order to more precisely calculate the degree to which respondents are aligned with the Identity Rating of that entity (henceforth Culture-Fit).
- a method of determining alignment (henceforth Feedback Rating) between an entity's own self-perception and feedback from one or more other respondent entities said method including the steps of: administering a questionnaire to obtain responses from said other entities to provide feedback on the entity, said questionnaire including questions on predetermined aspects of the entity's sense of self or culture, said aspects including at least one of values, purposes, and/or inclusive focus related to said entity, wherein said questions requires said other respondent entities to select, prioritise and/or submit one or more said aspects, assigning a numerical equivalence to the further responses from a range of predetermined increments; and collating all the feedback responses and calculating the degree of fit between the respondent entities' perception of the entity's aspects and the entity's own self-perception
- said method further includes the step of: categorizing said feedback responses according to the nature of the relationships between said other entities and the entity.
- the present invention provides a method of producing a publicly available Integrity Rating, calculated from the response feedback obtained from said Feedback Rating method to determine the degree to which an entity's behaviour towards other respondent entities matches the entity's self-perception, said method including the steps of: ranking the feedback responses for an entity according to the Integrity Ratings of said respondent entities; performing calculations on said ranked feedback responses obtained from respondent entities with an Integrity
- the back-end calculations are implemented through a computer program written in a basic language so as to allow the questionnaire and results to be easily converted for any platform, including making the questionnaire and/or results available over the Internet for any standard platform.
- Currently available computing means enable such a computer program to provide near-instant computation of the calculations involved, thereby enabling the evolutionary algorithm (the method by which the lists of purposes and values are updated from survey to survey according to which ones have previously been selected most often) as described above to be applied from one questionnaire to the next, which would not be possible using a non-programmatic method of implementing the invention.
- the present invention provides several powerful tools for individuals, organizations and businesses based on an entity's Identity Rating.
- Prior art Identity Ratings tend to be based on psychological or behavioural characteristics (e.g. the Myers-Brigg scale).
- the present invention's Identity Rating are based on at least one of (though preferably more, or all of) three key aspects: the entity's purpose, values and inclusive focus.
- the inclusive focus of an entity is measured according to the extent to which the entity focuses on one or more of five measures of success: self-preservation, self-image, intra-group relationships, extra-group relationships, and relationship to their wider environment. For example, organizations focused on building their reputation are strongly focused on their self-image, while organizations focused on contributing to and meeting the needs of society are focused on their wider environment.
- Research by the inventors and other research such as that in Built to Last 1 , 'Beyond Built to Last' 2 , and Corporate Culture and Performance 3 has established that purpose, values, and inclusive focus are the key factors in predicting the success of organizations.
- the Identity Rating of the present invention is unique, and more accurate at describing and predicting the success of a group or individual due to an approach based on the recognition that entities function as whole systems.
- the criterion by which to measure the strength of the entity's purpose, values, and inclusive focus is the degree of alignment of purpose, values, and focus between the parts of the entity (e.g. the alignment between employees in an organization or various aspects of an individual's life such as career, learning and personal relationships).
- the degree of alignment is inversely proportional to the area under a power-law graph of the form f(x) ⁇ x ⁇ ⁇ , where f(x) is an aspect of an entity's Identity Profile Rating, including values and/or purposes , 'x' is the number of entities sharing that aspect, and ⁇ is a constant coefficient of alignment which increases with increasing alignment.
- f(x) is an aspect of an entity's Identity Profile Rating, including values and/or purposes
- 'x' is the number of entities sharing that aspect
- ⁇ is a constant coefficient of alignment which increases with increasing alignment.
- Graph 1 A power-law graph of form
- Graph 2 A power-law graph of form f(x) ⁇ x ⁇ " with small a f(x) ⁇ x ⁇ " with large a
- the present invention provides a method of calculating the degree of alignment between different entities and aspects of an entity's sense of self or culture, said aspects including values and/or purposes, said method including the step of calculating the area bounded by a power-law graph of the form f(x) ⁇ x " ⁇ , where f(x) is an aspect of an entity's sense of self or culture, including values and/or purposes , 'x' is the number of entities sharing that aspect, and ⁇ is a constant, wherein said alignment is inversely proportional to the calculated area.
- the present invention provides a method of calculating the degree of alignment between different entities and aspects of an entity's sense of self or culture, said aspects including values and/or purposes, said method including the step of calculating the area bounded by a power-law graph of the form f(x) ⁇ x ' ⁇ , where f(x) is an aspect of an entity's sense of self or culture, including values and/or purposes , 'x' is the number of entities sharing that aspect, and ⁇ is a constant, wherein said alignment is inversely proportional to the calculated area.
- the present invention thus utilises the analogous link between the area under a power graph (as described above) evident in numerous physical systems and a measure of an interaction-based model for assessing alignment between entities.
- the algorithm utilised to approximate the area under the graph works by calculating the proportion of effective interactions. Calculating the strength of an entity's purpose, values, and inclusive focus according to an interaction-based model is not evident in known methods and again distinguishes the present invention over the prior art.
- the degree of alignment by individual entities within an organisational entity derived from effective interactions is calculated for each relevant value or purpose pertaining to the organisational entity Considering an assessment of an organisational entity's key values, each value selected by an individual entity is weighted by the total number of values selected by that individual entity in the assessment. Hence, a person selecting four values splits their vote 4 ways, with 1 Zl of a vote for each value.
- Individual entities function as whole systems, and function best when they are aligned around their purposes, values, and inclusive focuses. However, individual entities may also interact to form new systems in which each entity is a component part, e.g., two people beginning a relationship together, or two companies entering into partnership and so forth.
- the present invention is capable of accurate matches between entities, according to whole-systems principles, and allowing for multiple near-instantaneous match calculations. This provides clear commercial benefits, particularly with human resources issues such as recruitment.
- Potential candidates would benefit from assessing whether they are likely to fit in with the culture of various companies before becoming embroiled in a fruitless application, while equally, companies would benefit in terms of reduced recruitment costs and improved retention rates from recruiting staff with common purposes and values.
- the present invention includes a system including a processor, data storage means, a user interface and display, said processor being capable of operating software programmed with any one of said methods and performing any associated calculations required, said data storage means being capable of storing data collected and calculated by said methods, said user interface being capable of receiving responses inputs from an entity.
- the ability to quantify and track the strength of their culture can provide businesses with an advantage in enhancing their competitive position.
- the calculation of the Identity Rating as described herein has the advantage of producing results that concord with the interaction-based model of cultural performance as described above, and thereby provide more accurate quantitative measures of these aspects of a business's culture than previous methods have achievable. This increased accuracy allows specific recommendations to be given to businesses, increasing the potential that the measures they implement will indeed enhance their culture and thereby improve their performance. For example, a business with strong values but a weak purpose will want to implement different measures than a business with weak values but a strong purpose.
- the invention provides a means to quantify the effect on the business's culture of any measures the business may introduce from time to time, by examining the variations in the business's ratings during the period in which the measure was introduced. More generally, estimation of the value a business is gaining from its culture is made possible through the correlation of survey results with known performance advantages.
- An additional use of the Identity Rating is that may result in a competitive advantage for a business in enhancing its ability to communicate its integrity to external stakeholder groups and the public in general.
- a high Integrity Rating in conjunction with a high Identity Rating may be rewarded through the choices of ethical consumers to purchase goods or services from that business rather than another.
- the standardized nature of the Identity Rating provides a clear basis for the public to make comparative decisions.
- a high Identity Rating and Integrity Rating may also signal an individual or organisation with significantly less risk associated with the provision of finance or insurance services to them by third parties. Thus banks, insurance, investment and other firms may favour individuals and organisations that display these characteristics.
- the Alignment Rating and Culture-Fit aspects of the invention provides means by which businesses can accurately screen potential recruits according to the degree to which they are aligned with the business's culture. This reduces a business's human resources costs by selecting out applicants that are not aligned before they apply, thereby resulting in fewer applications being processed, and a reduced rate of employee turnover as candidates that are aligned are more likely to find the organisation a suitable place to work. Recruiting personnel who are already aligned with the culture of the business also helps the business to maintain its Identity Rating and, by inference, its level of performance. It should be noted that the method is one that avoids the danger of applicants selecting responses in order to create a good impression, since their responses are compared to non-published but important values and values categories, and they therefore cannot respond merely with "the answers the company wants to hear”.
- the relationship-matching aspect provides potential to assess the benefit to the business of developing a relationship with one supplier or partner over another, by assessing the degree to which the purpose and values of the two businesses are aligned and thereby determining the expected efficiency of the potential relationship.
- the feedback aspect of the invention provides a means for a business to assess its success in communicating its purpose and values to external stakeholder groups.
- the present invention allows an individual to develop a clearer and stronger sense of self, thereby living more effectively in line with his or her purpose and values.
- the relationship matching aspect enhances an individual's ability to find rewarding work, and successful and satisfying relationships in general.
- the feedback aspect of the invention provides useful information to the individual about the extent to which he or she is realizing his or her intentions, a low Feedback Rating coupled with a high Identity Rating being a sign that the individual is not living fully in line with his or her self-perception.
- an algorithm to determine the content of the questions allows the list of purposes and values available for selection to be revised within seconds of a questionnaire being completed. This enables the list of purposes and values to reflect the ongoing preferences of an organization or business and thereby overcome one of the difficulties in the use of questionnaires as a method of assessing the culture of an organization; i.e., their inability to adapt swiftly to the on-going evolution of the purpose and values in the firm.
- the use of an algorithm delivered electronically for the evolutionary question process makes it possible to create each new version of the questionnaire swiftly and remotely. This is particularly important in the case of large companies, where hundreds of employees may be completing the questionnaire each day.
- this algorithm in particular, and the questionnaire process in general, serve as an autopoietic process, strengthening employees' alignment around shared values by providing a means through which the employees become aware of the values that are currently prevalent within their business's culture.
- an individual using the invention will tend to have his or her sense of self strengthened by the autopoietic nature of the tool.
- the application of the invention can be expected to have a positive effect on the business's culture or the individual's sense of self through these autopoietic processes.
- Conventional questionnaires due to their lack of an evolutionary element and results page reflective of the current state of the culture, do not sufficiently provide autopoietic processes to the degree that the present invention does.
- Figure 1 shows a flow chart according to one embodiment of the present invention applied as a business tool in relation to the administration of the questionnaire for a company
- Figure 2 shows a flow chart of algorithms according to a further embodiment of the present invention applied in order to create the questions for the purpose and values questions
- Figure 3 shows a flow chart of the sequence according to a further embodiment of the present invention applied as a business tool in relation to its function as a screening tool. Best Modes for Carrying out the Invention
- the present invention may be applied in several formats according to the purpose for which it is being applied. These include:
- application of the invention includes the "interactional' method of calculating strength of shared values or purposes, and that the questioning sequence involves an algorithmic process in order to update the lists of purposes and values. Two preferred embodiments for carrying out the invention are described herein.
- a questioning sequence for these tools may be as follows. The answers are coded on a numerical scale where shown.
- Question 1 cycles between the following three forms, so that if questionnaire n contains 1a, questionnaire n+1 will contain
- the respondent is given a list of up to 12 possible answers to choose from, which for the first questionnaire are selected at random from a master list of purposes. For later questionnaires, the most-selected purposes are displayed. The purposes will be displayed in a random order. The respondent may only select one purpose from the list.
- the selected purpose is compared to a master list of purposes stored in a database and the unique numerical code associated with that purpose is stored as the response to the question.
- the codes are unique in general; however, purposes regarded as identical may be stored as synonyms. For example, 'To satisfy our customers' and 'To please our customers' may share the same code.
- the master list is screened for synonyms regularly.
- respondent entity may submit an unlisted purpose by typing that purpose into an "Other" box.
- a purpose entered in under 'Other' is then added to the list for the next respondent. If it does not appear on the master list, it is added, and a unique numerical code assigned.
- the respondent is given a list of up to 20 possible answers to choose from. These answers will be displayed in a random order.
- the respondent may select up to 6 values.
- the values are compared with a master list of values stored as a database and the unique numerical codes associated with the values chosen are stored as the response to the question.
- the codes are unique in general; however, values regarded as identical may be stored as synonyms. For example, 'Customer focus' and 'Consumer focus' may share the same code.
- the master list will be screened for synonyms on a regular basis.
- the respondent regards as important certain values that do not appear in the list, he or she may type those values into an "Other" box.
- the value or values entered are then added to the list for the next respondent. They are also added to the master list, if they do not already appear on it, and unique numerical codes are assigned.
- the number of votes divided by the number of appearances is calculated for each value, which produces a number between 0 and 1 in each case.
- the twenty values with the highest scores appear on the list for the next questionnaire. If two values have an equally high score, the one with most appearances is retained.
- Value X2 is selected at random from the five values on the master list that have received the highest percentage of votes from previous surveys.
- Group B1 is the four most-selected values from the company's Identity Rating.
- Group B2 is twelve random values.
- Group C1 is the fifth to eighth most- selected values from the company's Identity Rating.
- Group C2 is eight random values.
- the Purpose Alignment rating is calculated from question 2a:
- pi x Pi is the number of interactions where both employees share the purpose of p,.
- D, (p, x p) is the total percentage of aligned interactions.
- Each response to question 5 is weighted by the total number of values that the person chose. (In effect, a person choosing four values splits his vote 4 ways, with 1 A of a vote for each value.)
- ⁇ x Pzx-Px is the Values Rating.
- the Sense of Self rating is calculated from question 7:
- the Sense of Self Rating is the average of the percentage scores for X4(1) to X4(S).
- the Sense of Self Focus corresponds to the category in question 7 that has the highest percentage score.
- the Sense of Self Rating is calculated from question 7:
- the Sense of Self Rating is the average of the percentage scores for X4(1) to X4(5) .
- the Sense of Self Focus corresponds to the category in question 9 that has the highest percentage score.
- This data may be reported to the user as part of an Identity Report but is not used in calculating the Identity Rating.
- ⁇ x-P.x-Px is the Values Alignment Rating for the Stakeholder Profile.
- the Sense of Self rating is calculated from the individual stakeholders' Sense of Self rating.
- the overall Sense of Self rating is the average of the scores for each category.
- the Sense of Self Focus corresponds to the category that has the highest percentage score.
- the Purpose Commitment rating is calculated from question 3:
- the Purpose Commitment is calculated from the individual stakeholders' Purpose Commitments.
- the Values Commitment rating is calculated from question 6:
- the Values Commitment is calculated is the average of the individual stakeholders' Values Commitments. (11) Sense of Self Commitment: Commercial and Non-Commercial
- the Sense of Self rating is calculated from question 8:
- the Sense of Self rating is the average of the percentage scores for X4(1) to X4(5).
- the results for question 1 are converted into a percentage, G.
- the Purpose Integrity Check is calculated from question 3 and question 4a.
- the results for question 4a are converted into a percentage, P.
- the Values Integrity Check is calculated from question 6 and question 4b.
- the Purpose Integrity rating is calculated from question 3:
- Each value listed has a value-score associated with it, corresponding to the percentage of time it was selected for entity
- Integrity score for a single feedback survey equals the sum of the scores for the four values selected divided by the sum of the scores for the four 'hub' or 'core' values which most-selected values for that entity.
- the overall Values Integrity score is the average of the Individual Values Integrity scores for all the feedbacks selected.
- the Values Commitment rating is calculated from question 6:
- the results from questions 7 or 9 from the feedback survey are converted into percentages for each level of self. Call these pYi, pYii, pYiii, pYiv, pYv.
- Commitment rating is the average of the percentages for all levels of self /.
- the responses to question 1 are converted into percentages and averaged; call this score 'E'.
- the Purpose Commitment Fit is calculated from the Purpose Commitment Ratings for entities A and B, i.e. PC(A) and
- the Values Categories Fit is calculated from the Values Categories Patterns of entities A and B as follows:
- the percentage scores for the categories Operational, Relational, Inspirational categories for entity A are O(A), R(A) and
- Entity A and Entity B both have Sense of Self (Stakeholder Focus) commitment ratings for each level of self /to v
- the Specific Level of Self Fit for a particular level of self / is:
- the Values Categories Pattern is calculated from Question 5a as follows:
- the percentage scores for the categories Operational, Relational, Inspirational categories for entity A are O(A), R(A) and
- the Values Categories Pattern is calculated from the individuals' Values Categories Patterns. Each category score is the average of the individuals' scores for that category.
- the scores from the entity's answers to Part A are compared with the company's own Sense of Self Rating scores.
- pAi be the surveyed entity's score for category / and pBi be the company's own score.
- the values listed in each question for Parts B and C have scores associated with them.
- the score for a value is the percentage of votes it has received in the entity's Identity Rating.
- the scores for the values selected by the entity completing the survey are totalled and divided by the maximum possible score (if the highest-scoring value was selected in each question) to produce a percentage that is the Values Result.
- the Values Categories Pattern is calculated from the Sense of Self Result and the Values Result.
- the Overall Result ranges from Very High to Very Low as above, and is the average of the two levels, rounded down. For example, an individual scoring High for Sense of Self and Low for Values will score Medium for the Overall Result; an individual scoring Very High for Sense of Self and Low for Values will score Medium for the Overall Result.
- the company can choose the Pass/Fail setting according to its needs, for example a company with few vacancies may choose a High setting while a company in a tight job market may choose Medium.
- the main Identity Rating results can also be calculated as a composite from the calculations for the sub-profiles (instead of from the raw data):
- the overall Stakeholder Alignment rating is calculated using all feedbacks received. A rating is produced once per five or more feedbacks received.
- Feedback can be subdivided into specific groups if the user defines which categories those giving feedback fall into. For example, a feedback rating for 'friends' or 'customers' can be produced once for every five or more 'friend'/' customer' feedbacks received.
- the feedbacks used to calculate the Integrity Rating are those for which the respondents' own Integrity Ratings aye in the upper quartile of Integrity Ratings for the entire system i.e. all people/organizations using the system.
- the Stakeholder Alignment Rating and Integrity Rating are calculated similarly, as described below. The Stakeholder
- the unique method of calculating the Values Rating allows for comparison of this rating, as well as the other ratings, between entities. This enables the 'matching' calculations to be performed.
- Another important form of comparison may be historical comparison of the ratings for the entity in question. This will for example allow managers of a business to correlate their culture-enhancement initiatives with changes in their Identity
- the following example shows how the calculation of the Purpose Rating works in practice, for a business.
- the most-selected purpose, 'To Serve Customers' which in this very simple example received 2 votes, gained 8 weighted votes. As the weighted votes totalled 16, the Purpose Rating is 8/16, or 50%.
- example 2(c) the company described in example 2(c) hires 20 new employees (increasing its workforce by 10%), and screens them in order to ensure that they are guided by the value of quality. All the employees complete the questionnaire and the company's results are now as shown below:
- the present invention may be applied in several formats according to the purpose for which it is being applied. These include:
- a questioning sequence for these tools may be as follows. The answers are coded on a numerical scale where shown.
- the respondent is given a list of up to 12 possible answers to choose from, which for the first questionnaire are selected at random from a master list of purposes. For later questionnaires, the most-selected purposes are displayed. The purposes will be displayed in a random order. The respondent may only select one purpose from the list.
- the purpose is compared to a master list of purposes stored in a database and the unique numerical code associated with that purpose is stored as the response to the question.
- the codes are unique in general; however, purposes regarded as identical may be stored as synonyms. For example, 'To satisfy our customers' and 'To please our customers' may share the same code.
- the master list is screened for synonyms regularly.
- the respondent feels none of the options match what he or she believes the purpose to be, he or she may type that purpose into an "Other" box.
- a purpose entered in under 'Other' is then added to the list for the next respondent. If it does not appear on the master list, it is added, and a unique numerical code assigned.
- Purpose Coherence is the answer to the question, "To what extent does your purpose guide you in all areas of your life?" converted into a percentage.
- the respondent is given a list of up to 20 possible answers to choose from. These answers will be displayed in a random order.
- the respondent may select up to 6 values.
- the values are compared with a master list of values stored as a database and the unique numerical codes associated with the values chosen are stored as the response to the question.
- the codes are unique in general; however, values regarded as identical may be stored as synonyms. For example, 'Customer focus' and 'Consumer focus' may share the same code.
- the master list will be screened for synonyms on a regular basis.
- the respondent regards as important certain values that do not appear in the list, he or she may type those values into an "Other" box.
- the value or values entered are then added to the list for the next respondent. They are also added to the master list, if they do not already appear on it, and unique numerical codes are assigned.
- the number of votes divided by the number of appearances is calculated for each value, which produces a number between 0 and 1 in each case.
- the twenty values with the highest scores appear on the list for the next questionnaire. If two values have an equally high score, the one with the most appearances is retained.
- Group B1 is the four most-selected values from the company's Identity Rating.
- Group B2 is twelve random values.
- Group C1 is the fifth to eighth most- selected values from the company's Identity Rating.
- Group C2 is eight random values.
- ESL(I) System Empowerment in Life Area 1 (
- Coherence is the average of System Coherence and Focus Coherence
- Optimisation is the average of System Optimisation and Focus Optimisation
- System Coherence is the average of Purpose Coherence and Values Coherence
- Purpose Coherence is the answer to Question 1 b, converted into a percentage.
- Purpose Coherence ⁇ j (pi x pi), where pi is the percentage of votes for each purpose in Question 1a.
- Each response to Question 2a is weighted by the total number of values that the person chose in that survey. (In effect, a person choosing four values splits his vote 4 ways, with 1 A of a vote for each value.)
- p x is calculated: the percentage of areas where x was chosen. Also calculated is p 2 ,x, the percentage of weighted votes value x received.
- Focus Coherence is the average of the Focus Area Coherence Scores.
- Focus Area Coherence is the average of Focus Area Deviation and Focus Area Importance, except for Personal Basic surveys, where only Focus Area Importance is counted.
- the percentage of votes for each response is calculated. For example
- Focus Area Deviation 100% - (( ((RO x R1 ) x (S1 - SO)) + ((RO x R2) x (S2 - SO)) + ((RO x R3) x (S3 - SO)) + ((RO x R4) x (S4 - SO)) + ((R1 x R2) x (S2 - S1 )) + ((R1 X R3) x (S3 - S1 )) + ((R1 x R4) x (S4 - S1 )) + ((R2 x R3) x (S3 - S2)) + ((R2 x R4) x (S4 - S2)) + ((R3 x R4) x (S4 - S3)) ) / 20% )
- Focus Area Deviation 100% - (( ((10%x20%)x(25%-0%)) + ((10%x20%)x(50%-0%)) + ((10%x40%)x(75%-0%)) + ((10%x10%)x(100%-0%)) + ((20%x20%)x(50%-25%)) + ((20%x40%)x(75%-25%)) + ((20%x10%)x(100%-25%)) + ((20%x40%)x(75%-50%)) + ((20%x10%)x(100%-50%)) + ((40%x10%)x(100%-75%)) ) / 20%)
- Focus Area Importance is the average response to Question 3 for that focus area, converted into a percentage.
- Optimisation is calculated from the average of the responses to Question 6 (for personal basic surveys, Question 8 (for personal enhanced users) or Question 10 (for groups and organisations). For each sub-question, the scaling algorithm is applied, before the overall average is taken.
- System Optimisation questions can be subdivided into Empowerment, Maintenance and Freedom categories.
- the System Empowerment, System Maintenance and System Freedom scores are the average scores for the sub-questions in those categories.
- the average for each sub-question of Question 10 is made available as a percentage. This allows the data to integrate into other aspects of this invention, such as enhancing the ability to intervene in a company's culture.
- Focus Optimisation is the average of the scores for the Focus Area Optimisation.
- Focus Area Optimisation is the average of the scores for the Focus Area Optimisation.
- Each Focus Area Optimisation score is calculated from the average of the responses to Question 7 (for personal users) or Question 9 (for organisations) for that focus area, converted into a percentage. For each sub-question, the scaling algorithm is applied, before the overall average is taken.
- Focus Optimisation questions can be subdivided into Empowerment, Maintenance and Freedom categories.
- the Focus Empowerment, Focus Maintenance and Focus Freedom scores are the average scores for the sub-questions in those categories. Focus Area Score
- Each Focus Area score is the average of the Focus Area Coherence and the Focus Area Optimisation scores for that area.
- Life Area Coherence is the average of the Life Area Focus and Life Area System Coherence scores calculated based on questions about that life area only. L/fe Area Optimisation
- Life Area Optimisation is the System Optimisation score calculated based on questions about that life area only. Life Area Empowerment
- Life Area Empowerment is the Empowerment score calculated based on questions about that life area only. Life Area Freedom
- Life Area Freedom is the Freedom score calculated based on questions about that life area only. Life Area Maintenance
- Life Area Maintenance is the Maintenance score calculated based on questions about that life area only. Life Area Purpose Coherence
- Life Area Purpose is the Purpose Coherence score based on questions about that life area only. Life Area Values Coherence
- Life Area Values Coherence is the Values Coherence score based on questions about that life area only. Life Area System Coherence
- Life Area System Coherence is the average of Life Area Purpose Coherence and Life Area Values Coherence for that life area. Life Area System
- Life Area System is the average of Life Area System Coherence and Life Area Optimisation for that life area.
- Life Area Focus is the Focus Coherence score based on questions about that life area only.
- Life Area Score is the average of the Life Area Coherence and Life Area Optimisation scores for that Life Area.
- Focus Area Optimisation for each Focus Area (FO1 , FO2, FO3, FO4, FO5)
- the overall Match Score is the average of the System Match and Focus Match,
- System Match is the average of the System Coherence Match and the System Optimisation Match.
- System Coherence Match is the average of the Purpose Coherence Match and the Values Coherence Match.
- the Focus Match is the average of the Focus Pattern Match and the Focus Strength Match.
- FA is the Focus Area score (average of Focus Coherence and Focus Optimisation for that Focus Area)
- the scaling algorithm is then applied.
- Focus Strength Match (unsealed) 100% - ( (
- the scaling algorithm is then applied.
- the Focus Area Match for area 1 is 100% - ] FAI(X) - FAI(Y)
- the Focus Area Coherence Match for area 1 is 100% - 1 FCI(X) - FCI(Y)
- the Focus Area Optimisation Match for area 1 is 100% - ) FOI(X) - FOI(Y)
- the feedback calculations provide feedback on the following areas:
- Focus Coherence is the average of the five Question 3 scores.
- Focus Area Coherence is calculated for each focus area 'X' as the average response to the Question 3 for that area, with
- Focus Optimisation is the average of Empowerment, Maintenance and Freedom.
- Empowerment is the average response to the Question 7 Empowerment question, with Scaling Algorithm applied.
- Focus Area Optimisation for a particular focus area is the average of Focus Area Empowerment, Focus Area Freedom and Focus Area Maintenance for that area.
- System Coherence is the average of Purpose Coherence and Values Coherence.
- Purpose Coherence is calculated as the average response to Question 1 , with scaling algorithm applied.
- Each value listed has a value-score associated with it, corresponding to the percentage of times it has been selected in the organisation's Identity Survey.
- Coherence score for a single feedback survey the score for the two values selected, divided by the sum of the scores for the two hub values.
- the overall Values Coherence score is the average of the Values Coherence scores for all feedback surveys.
- Focus Coherence is the average of the five Focus Area Coherence scores, taken from Question 3.
- Focus Area Coherence is calculated for each focus area 'X' as the average response to Question 3 for that area, with scaling algorithm applied.
- Focus Optimisation is the average of Empowerment, Maintenance and Freedom.
- Empowerment is the average response to Question 9, with scaling algorithm applied.
- Focus Area Optimisation for a particular focus area is the average of Focus Area Empowerment, Focus Area Freedom and Focus Area Maintenance for that area.
- the scores from the entity's answers to Part A are compared with the company's own Sense of Self rating scores.
- pAi be the surveyed entity's score for category / and pBi be the company's own score.
- the following thresholds are used:
- Values Result The values listed in each question for Parts B and C have scores associated with them.
- the score for a value is the percentage of votes it has received in the company's Identity Rating.
- the scores for the values selected by the entity completing the survey are totalled and divided by the maximum possible score (if the highest-scoring value was selected in each question) to produce a percentage that is the Values Result.
- the Values Categories Pattern is calculated from the Sense of Self Result and the Values Result.
- the Overall Result ranges from Very High to Very Low as above, and is the average of the two levels, rounded down. For example, an individual scoring High for Sense of Self and Low for Values will score Medium for the Overall Result; an individual scoring
- the company can choose the Pass/Fail setting according to its needs, for example a company with few vacancies may choose a High setting while a company in a tight job market may choose Medium.
- the unique method of calculating the Values Rating allows for comparison of this rating, as well as the other ratings, between entities. This enables the matching calculations to be performed.
- Another important form of comparison will be historical comparison of the ratings for the entity in question. This will for example allow managers of a business to correlate their culture-enhancement initiatives with changes in their Identity
- the following example shows how the calculation of the Purpose Coherence Rating works in practice, for a business.
- the standard method of calculation at present would give a result of 80% for the alignment of this company, but our more accurate, interactions-based model for assessing the culture gives a result of just under 65%.
- Example 2(b) Several Core Values
- Quality, customer service, integrity and innovation are the core values of this company.
- the others all voted for a single value.
- the calculations show that the overall score remains the same, although there are now four core values rather than one.
- the consistency is due to the weighting of votes, as described above. This is another advantage of the present tool over previous methods of collecting data on organisational culture.
- the company described in example 2(c) hires 20 new employees (increasing its workforce by 10%), and screens them in order to ensure that they are guided by the value of quality. All the employees complete the questionnaire and the company's results are now as shown below.
- Figures 1-3 show flow charts of exemplary embodiments of the present invention.
- figure 1 shows a the application of the invention applied as a business tool in relation to the administration of the questionnaire for a company.
- Figure 2 shows a flow chart of algorithms applied in order to generate the purpose and values questions for successive questionnaires.
- Figure 3 shows the application of the invention as a business tool in relation to its function as a screening tool.
- the various methods of the present invention may be implemented on a variety of physical systems via electronic communication means and networks such as the internet, intranets and the like.
- Figure 4 shows a schematic block diagram of one possible system for implementing the above methods on a computer system (1).
- the term 'entity' or 'entities' includes any individual, family, organisation, club, society, company, partnership, religion, or the like that exists as a particular and discrete unit.
- individual or user is used in the examples herein, though this does not restrict the present invention to same.
- the computer system (1) includes a host computer in the form of an internet web server (2), containing a processor (3) connectable to a network, in particular the internet (4), a database (5) accessible via website (10) accessible over said network and a plurality of data input devices, represented by user computers (6, 7).
- a host computer in the form of an internet web server (2), containing a processor (3) connectable to a network, in particular the internet (4), a database (5) accessible via website (10) accessible over said network and a plurality of data input devices, represented by user computers (6, 7).
- a connection to the host computer/web server (2) may be provided by a propriety network (8), e.g. enabling access by via text-messaging telephones (9) for example.
- the invention as described above has the potential to enhance an entity's financial and non-financial performance by providing it with accurate and timely information regarding the current state of its culture or sense of self, enabling the correlation of said information with specific techniques and processes that are suited the specific situation in which the entity finds itself with regard to its culture or sense of self, and ensuring that new relationships are ones likely to fit well with the entity's culture or sense of self, rather than conflicting with it.
- the method of data collection has an intrinsically positive autopoietic effect on the entity's culture or sense of self, through the evolutionary nature of the questions and the feedback loops generated through the questionnaire process, and sustenance of the entity's culture or sense of self in this way can also be expected to be of benefit to the organization or business.
Description
Claims
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GB0721565A GB2441452A (en) | 2005-09-16 | 2006-09-18 | Method and system of evaluation of alignment of relationships within or between entities |
EP06799591A EP1924964A4 (en) | 2005-09-16 | 2006-09-18 | Method and system of evaluation of alignment of relationships within or between entities |
JP2008531041A JP2009509230A (en) | 2005-09-16 | 2006-09-18 | Method and system for evaluating the alignment of relationships within or between entities |
AU2006291644A AU2006291644B2 (en) | 2005-09-16 | 2006-09-18 | Method and system of evaluation of alignment of relationships within or between entities |
CA002606241A CA2606241A1 (en) | 2005-09-16 | 2006-09-18 | Method and system of evaluation of alignment of relationships within or between entities |
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JP (1) | JP2009509230A (en) |
KR (1) | KR20080064724A (en) |
AU (1) | AU2006291644B2 (en) |
CA (1) | CA2606241A1 (en) |
GB (1) | GB2441452A (en) |
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Cited By (2)
Publication number | Priority date | Publication date | Assignee | Title |
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WO2013063524A3 (en) * | 2011-10-28 | 2013-07-04 | Global Market Insite, Inc | Identifying people likely to respond accurately to survey questions |
WO2017088010A1 (en) * | 2015-11-23 | 2017-06-01 | Lucell Pty Ltd (Acn 78 609 013 185) | Value assessment and alignment device, method and system |
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CN108648038B (en) * | 2018-04-13 | 2022-01-14 | 上海电机学院 | Credit frying and malicious evaluation identification method based on subgraph mining |
JP7127819B2 (en) * | 2018-09-27 | 2022-08-30 | Necソリューションイノベータ株式会社 | Organizational vision scoring device, matching determination device between organizational vision and organizational units, organizational vision candidate generation device, methods, programs, and recording media thereof |
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US6177940B1 (en) * | 1995-09-20 | 2001-01-23 | Cedaron Medical, Inc. | Outcomes profile management system for evaluating treatment effectiveness |
JP2002207844A (en) * | 2000-11-13 | 2002-07-26 | Fuji Xerox Co Ltd | Knowledge management diagnostic method, its device, program and storage medium |
JP2003263527A (en) * | 2002-03-07 | 2003-09-19 | Ricoh Co Ltd | Device, method, and medium for implementing questionnaire survey |
KR101242732B1 (en) * | 2004-12-21 | 2013-03-11 | 씨티알이 피티와이 리미티드 | Change management |
-
2006
- 2006-09-18 GB GB0721565A patent/GB2441452A/en not_active Withdrawn
- 2006-09-18 AU AU2006291644A patent/AU2006291644B2/en not_active Ceased
- 2006-09-18 WO PCT/NZ2006/000241 patent/WO2007032692A2/en active Application Filing
- 2006-09-18 RU RU2007139542/09A patent/RU2007139542A/en not_active Application Discontinuation
- 2006-09-18 CA CA002606241A patent/CA2606241A1/en not_active Abandoned
- 2006-09-18 JP JP2008531041A patent/JP2009509230A/en active Pending
- 2006-09-18 EP EP06799591A patent/EP1924964A4/en not_active Withdrawn
- 2006-09-18 KR KR1020077025866A patent/KR20080064724A/en not_active Application Discontinuation
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Cited By (3)
Publication number | Priority date | Publication date | Assignee | Title |
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WO2013063524A3 (en) * | 2011-10-28 | 2013-07-04 | Global Market Insite, Inc | Identifying people likely to respond accurately to survey questions |
US9639816B2 (en) | 2011-10-28 | 2017-05-02 | Lightspeed, Llc | Identifying people likely to respond accurately to survey questions |
WO2017088010A1 (en) * | 2015-11-23 | 2017-06-01 | Lucell Pty Ltd (Acn 78 609 013 185) | Value assessment and alignment device, method and system |
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JP2009509230A (en) | 2009-03-05 |
EP1924964A2 (en) | 2008-05-28 |
GB0721565D0 (en) | 2007-12-12 |
AU2006291644A1 (en) | 2007-03-22 |
EP1924964A4 (en) | 2011-08-10 |
KR20080064724A (en) | 2008-07-09 |
GB2441452A (en) | 2008-03-05 |
AU2006291644B2 (en) | 2009-08-27 |
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RU2007139542A (en) | 2009-10-27 |
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