Organizational Culture
Matthew Kelly emphasizes this in Chapter 5 regarding organizational culture:
The importance of individual achievements
The power of collective behavior
The necessity of strict rules
The exclusion of personal values
The power of collective behavior?
In Chapter 5, Matthew Kelly suggests this is the foundation for a positive culture:
Diversity of opinions
Healthy competition
Shared values
Technological advancement
What is Shared values
Kelly uses this term in Chapter 6 to describe the alignment of individual values with organizational values:
Culture adaptation
Values harmony
Cultural integration
Values congruence
What is Values congruence?
According to Chapter 6, this is a crucial factor in shaping organizational culture:
Leadership
Individual skill sets
Company policies
Employee turnover
What is Leadership ?
According to Chapter 5, it is important for organizations to foster a positive culture to:
Attract customers
Maximize profits
Retain talent
Enforce rules
What is Retain talent?
Kelly discusses this strategy in Chapter 6 to encourage cultural alignment among employees:
Offering financial incentives
Implementing strict guidelines
Providing continuous training
Communicating core values
What is Communicating core values?
According to Chapter 6, leaders play this role in shaping organizational culture:
Passive observers
Active participants
Insignificant contributors
Detached strategists
What is Active participants?
Matthew Kelly proposes this in Chapter 6 to maintain a positive organizational culture over time:
Annual retreats
Quarterly audits
Constant vigilance
Biweekly surveys
What is Constant vigilance?
In Chapter 5, Kelly argues that culture should be driven by:
External consultants
Senior management
Employee committees
Shared values
What is Shared values?