Multi-Focus Model on Organisational Culture

Our Multi-Focus Model on Organisational Culture is a strategic tool aimed at helping organisations to become more effective by ensuring you get a detailed picture of:

  1. How do employees really relate to their organisational culture – ensuring a matching picture between employee branding/recruitment texts and real life work environment.
  2. How ready an organisation is for change – is there enough trust, not too much anxiety and are the relevant groups ready for change?
  3. How is the actual way of working (actual culture) and the desired way of working (desired culture) aligned with the optimal culture (strategic choice on which way of working best supports the execution of a given strategy within the available resources and time)
  4. How well management is able to use its behaviour to set the example (walk the talk)
  5. How indirect change initiatives can assist in ensuring a better fit between the actual way of working and optimal way of working.

Info sheet on The Multi-focus Model 

THE DIMENSIONS OF ORGANISATIONAL CULTURE

The Multi-Focus Model consists of six autonomous dimensions or variables. This enables us to provide insights on the fit between the actual culture and any strategic direction you can think of. Different combinations of dimensions provide insights in various strategic fits and the results generate easy to understand visualisations such as following example:

The Dimensions of Organisational Culture

 

ABOUT THE RESEARCH:

This is the only model based on extensive research. The model is the result of a study on organisational cultures in twenty units from ten different organisations

Conducted by Prof. Geert Hofstede and his research team in Denmark and the Netherlands. The research showed that a large part of the differences among the units could be explained by six factors related to concepts within the field of organisational sociology and the six dimensions were developed based on the literature.

Data was collected through:.

  • In-depth interviews of 2-3 hours with industry and academic leaders: total 180 interviews
  • Defining meaningful questions to identify as many differences among work practices as possible
  • Testing around 200 questions to assess whether they are well understood and whether the answers differentiate
  • Paper-pencil surveys using around 100 questions administered among a total of around 1500 respondents (25 managers, 25 professionals and 25 non managers per unit ad-randomly chosen)

MEASURE YOUR ORGANISATIONAL CULTURE

To measure your organisation’s company culture use our Organisation Culture Scan: