Culture is defined as the shared values, beliefs, stories, and rituals of an organization that influence employee behaviors. A company's culture directly impacts its bottom line performance. Assessing a company's culture involves examining elements like communication, integrity, and respect. Changing an organization's culture requires starting at the top and building on values like openness and honesty while listening to diverse employee perspectives. Engaged employees and satisfied customers are indicators of a high-performing culture.
17. 10 Important Demands for a LEGO Effort
1. Be objective and truthful
2. Be positive and unpretentious
3. Be economical
4. Be international
5. Evoke enthusiasm and inspire
6. Encourage imagination and activity
7. Observe characteristics
8. Company concerns ahead of personal interests
9. Complete every task
10. Act according to company philosophy
10 LEGO Characteristics
1. Unlimited play possibilities
2. For girls, for boys
3. Enthusiasm at all ages
4. Play all year round
5. Stimulating and harmonious play
6. Endless hours of play
7. Imagination, creativity, development
8. More LEGO, greater play value
9. Easy to supplement
10. Sustained quality
18. To be able to establish a close relationship
to your employees
To take the lead
To show the employee confidence
To be tolerant
To be concerned about your own field of
responsibility
To plan your work day carefully
To express your opinion
To be visionary
To aim at consensus
To be dynamic
To be self-confident
and keep a proper distance.
and recede into the background.
and to be aware of their doings.
and to be aware of their doings.
and at the same time to be loyal to the overall
goals of the company.
and to be flexible in your planning.
and to be diplomatic.
and to keep both feet firmly on the ground.
and to be able to make a decision.
but also thoughtful.
and be humble.
The 11 Paradoxes of Management
19. 1. encourage independent decision-making by employees
2. share information openly, broadly, and deliberately
3. are extraordinarily candid with each other
4. keep only our highly effective people
5. avoid rules
Judgement
Communication
Curiosity
Courage
Passion
Selflessness
Inclusion
Integrity
Impact
https://jobs.netflix.com/culture
Each value is clearly defined:
27. Engagement are the key indicators of corporate performance
Outside: CE3
HS13
Critical questions for customer engagement
Inside: Q12
Critical staff questions to understand employee engagement
What distinguishes growth culture?
Based on 1 million interviews, 25 years and 100M data points
Financial metrics lag engagement, giving a false picture.
28. Base Camp: What do I get?
1. Do I know what is expected of me at work?
2. Do I have the materials and equipment I need to do my work right?
Camp 1: What do I give?
1. Do I have the opportunity to do what I am best at every day?
2. In the past 7 days have I received praise or recognition for good work?
3. Does my supervisor, or someone at work, seem to care about me as a person?
4. Is there someone at work who encourages my development?
Camp 2: Do I belong here?
1. At work, do my opinions seem to count?
2. Does the mission of my company make me feel my job is important?
3. Are my co-workers committed to doing quality work?
4. Do I have a best friend at work?
Camp 3: How can we all grow?
1. In the past 6 months, has someone talked to me about my progress?
2. This last year, have I had opportunities to learn and grow?
Q12