United Kingdom North West Barrett Values Assessment 2009 Key Messages

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United Kingdom Northwest Values Assessment 2009

Key Messages

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North West United Kingdom

• £119bn Gross Values Added

• 7m people

• 247,000 businesses


What do people see now?

crime/violence (L)2. uncertainty about the future (L)3. unemployment (L)4. wasted resources (L)5. bureaucracy (L)6. apathy/ pessimism (L)7. blame (L)8. conflict/aggression (L)9. poverty (L)10. community pride

43% Entropy

1. customer satisfaction2. teamwork3. cost reduction4. achievement5. accountability6. commitment7. bureaucracy (L)8. being the best9. profit10. long hours (L)

19% Entropy


What did they want?

1. community pride2. affordable housing3. caring for the elderly4. caring for the disadvantaged5. employment opportunities6. quality of life7. economic growth8. concern for future generations9. community services10. dependable public services

1. customer satisfaction2. accountability3. commitment4. continuous improvement5. adaptability6. achievement7. teamwork8. employee recognition9. loyalty10. coaching/mentoring

*Matches with current culture


What is the underlying nature of NW people

This is the true nature of the NW people. When people (of any race) get caught up in a toxic environment of fear, these positive values often get repressed and unhealthy, selfish, even violent behaviours emerge. Some people will stick to their positive values even under extremely hard conditions. This is called strong personal values resilience.

caringfamilyhumour/funfriendshiprespect

caringfamilyhumour/funfriendshiprespect

honestytrusthonestytrust

fairnesslisteningpatience

fairnesslisteningpatience

PersonalPersonal Values of the NW PeopleValues of the NW PeoplePersonalPersonal Values of the NW PeopleValues of the NW People

Our lives are about strong relationships and making a difference to those

around us.

Our lives are about strong relationships and making a difference to those

around us.

We stand for justice and tolerance.We stand for justice and tolerance.

You can trust us. We will do what we say we will do.

You can trust us. We will do what we say we will do.


How do people see NW society?

crime/violenceconflict/aggressionblame

crime/violenceconflict/aggressionblame

uncertainty about the futurepovertyuncertainty about the futurepoverty

unemploymentwasted resourcesbureaucracyapathy/pessimism

unemploymentwasted resourcesbureaucracyapathy/pessimism

CurrentCurrent SocietalSocietal Values of the NW PeopleValues of the NW PeopleCurrentCurrent SocietalSocietal Values of the NW PeopleValues of the NW People

We do not feel safe.We do not feel safe.

We are frustrated by bureaucratic systems and wasted resources.

We are frustrated by bureaucratic systems and wasted resources.

We are living every day with fears about survival.We are living every day with fears about survival.

community pridecommunity pride We feel a sense of community.We feel a sense of community.


Current Business themes

customer satisfactionachievementbeing the best

customer satisfactionachievementbeing the best

cost reductionprofitcost reductionprofit

teamworkaccountabilitycommitment

teamworkaccountabilitycommitment

CurrentCurrent BusinessBusiness Values of the NW PeopleValues of the NW PeopleCurrentCurrent BusinessBusiness Values of the NW PeopleValues of the NW People

We take pride in what we do and the customers recognise the value of our work.

We take pride in what we do and the customers recognise the value of our work.

Trust and collaboration stand behind our success.Trust and collaboration

stand behind our success.

We recognise the need for financial viability.We recognise the need for financial viability.

bureaucracylong hoursbureaucracylong hours

Inefficiency is holding us back from realising our potential.

Inefficiency is holding us back from realising our potential.


What are people looking for?

caring for the elderlycaring for the disadvantagedcaring for the elderlycaring for the disadvantaged

employee opportunitiesquality of lifeeconomic growth

employee opportunitiesquality of lifeeconomic growth

community pridecommunity pride

DesiredDesired SocietalSocietal Values of the NW PeopleDesiredDesired SocietalSocietal Values of the NW People

Support for the people who have the least. We want a social safety net for all.

Support for the people who have the least. We want a social safety net for all.

Building community cohesion.Building community cohesion.

Elevating the standard of living and financial viability.

Elevating the standard of living and financial viability.

affordable housingconcern for future generationscommunity servicesdependable public services

affordable housingconcern for future generationscommunity servicesdependable public services

Development of programmes that intelligently plan for the future.

Development of programmes that intelligently plan for the future.


Desired Business themes

customer satisfactionaccountabilitycommitmentachievementteamwork

customer satisfactionaccountabilitycommitmentachievementteamwork

continuous improvementadaptabilitycontinuous improvementadaptability

employee recognitionloyaltycoaching/mentoring

employee recognitionloyaltycoaching/mentoring

Desired BusinessDesired Business Values of the NW PeopleValues of the NW PeopleDesired BusinessDesired Business Values of the NW PeopleValues of the NW People

These are current strengths that we want to build upon.These are current strengths that we want to build upon.

Please treat us as people rather than resources.

Please treat us as people rather than resources.

We recognise and embrace the need for ongoing change and innovation.

We recognise and embrace the need for ongoing change and innovation.


Comparison of entropy scores by nation

72

6054 54 53

43 4232 31

21

40

1020304050607080

See last page for entropy risk bands


Survey method and participation


What questions did we ask?

1) Personal ValuesPlease select ten of the following values/behaviours that most reflect who you are, not who you desire to become.

2) Current Organisational Culture ValuesPlease select ten of the following values/behaviours that most reflect how your organisation currently operates. If you are not currently employed, please rate your previous organisation.

3) Desired Organisational Culture ValuesPlease select ten of the following values/behaviours that, in your opinion, are essential for your organisation to achieve high performance. If you are not currently employed, please choose the values that in your opinion are important for high performing organisations.

4) Current Regional Culture ValuesPlease select ten of the following values/behaviours that most reflect how society currently operates in the Northwest of England.

5) Desired Regional Culture ValuesPlease select ten of the following values/behaviours that you would most like to see in the Northwest of England.


Who did we ask?

21 and under 400 20%22 to 49 840 42%50 and over 762 38%

Greater Manchester 647 32%Merseyside 356 18%Cheshire 379 19%Lancashire 502 25%Cumbria 118 6%

Male 1024 51%Female 978 49%

White 185

7 93%Black - Caribbean 16 1%Black - African 8 0%Black other 8 0%Indian 26 1%Pakistani 22 1%Chinese 25 1%Other 32 2%Prefer not to answer 8 0%

2002 people comprising the following demographic groups

Age

Sub-region

Gender

Ethnic Group

Statistical validation: NW population of 7m people, requires sample size of 664 to create 99% confidence level and 5% confidence intervalStatistical validation: NW population of 7m people, requires sample size of 664 to create 99% confidence level and 5% confidence interval


We also asked about

Executive/senior manager 57 3%Middle manager 194 10%Team leader/supervisor/foreman 267 13%Staff member with nobody reporting to you 565 28%Self employed 135 7%Other 155 8%Not working 629 31%

Yes 331 17%No 1671 83%

1 to 9 232 12%10 to 249 438 22%250 or more 610 30%Not applicable 722 36%

Entry level certificate in adult literacy 35 2%GCSE D-G or NVQ Level 1 151 8%GCSE A-C or NVQ Level 2 393 20%A Levels or NVQ level 3 613 31%Honours Degree or NVQ L4 or equiv 555 28%Masters or Doctorate or NVQ L5 or equiv 148 7%None 107 5%

Health 143 7%Education 177 9%Government 109 5%Manufacturing 97 5%Retail 171 9%Financial Services 80 4%Other services 141 7%Building/Construction 73 4%Media/Marketing 21 1%Tourism/Hotel 34 2%Food/drink 52 3%Not for profit/voluntary 50 2%Military/Emergency Services 14 1%Energy/Utilities 14 1%Motor Vehicle 17 1%Transportation 48 2%Postal/Logistics 18 1%Telecoms/IT 82 4%Agriculture/Fish 11 1%Not working 650 32%

Level of education Organisation size

Position/Grade

Disability or long term illness

Organisation type


Interesting facts


Regional Culture by Sub Region

Top 10 values overall Cheshire Cumbria Gtr Manch Lancs Mersey Entropy 43% 36% 46% 42% 42%

1 crime/violence (L) y y y y y2 uncertainty about the future (L) y y y y y3 unemployment (L) y y y y y4 wasted resources (L) y y y y y5 bureaucracy (L) y y y y y6 apathy/ pessimism (L) y y y y7 blame (L) y y y y8 conflict/aggression (L) y y y y9 poverty (L) y y y10 community pride y y y

Unique valuesquality of life y yconcern for future generations ysense of community yaffordable housing yfamily ycorruption (L) ycommunity services y


Regional Culture by age

Top 10 values overall 21 & Under (400) 22 to 49 (840) 50 & over (762)Entropy 32% 42% 49%

crime/violence (L) y y yuncertainty about the future (L) y y yunemployment (L) y y ywasted resources (L) y ybureaucracy (L) y yapathy/ pessimism (L) y yblame (L) y y yconflict/aggression (L) y y ypoverty (L) y ycommunity pride y y

Unique valuesconcern for future generations yfamily yDiversity yEducational opportunities yMaterialistic y


Gender

Current Culture Values

1. crime/violence (L) 472 1(R)

2. uncertainty about the future (L)

372 1(I)

3. unemployment (L) 363 1(O)

4. wasted resources (L) 343 3(O)

5. conflict/aggression (L) 253 2(R)

6. blame (L) 244 2(R)

7. concern for future generations

243 7(S)

8. community services 241 6(S)

9. educational opportunities

240 3(O)

10. community pride 236 3(I)



2. bureaucracy (L) 382 3(O)


374 1(I)


5. apathy/ pessimism (L) 339 3(I)


7. blame (L) 291 2(R)


9. poverty (L) 244 1(I)

10. corruption (L) 218 1(O)


Education level


What about the environment?

Perspective Ranking Votes

Personal Values (environmental protection) 45th 158

Current organisation (environmental protection)

81st 86

Desired organisation (environmental protection)

68th 81

Current NW (environmental pollution) 26th 251

Desired NW (environmental awareness) 27th 278


Interesting observations

Agriculture & Fish Desired: Animal welfare

Military/EmergencyHave: exploitation/ hierarchy

Desired: law enforcementHighest organisational entropy 29%

Not workingDesired: caring for elderly

Not for profit/VoluntaryLowest organisational entropy 11%


Estimated cost of Entropy - Society

Entropy (negative energy) 43% What if reduced entropy to 30%

We are getting (GVA)

£111bn

from positive energy of 57%Potential additional value created £25.3bn

Estimated loss from 43% entropy =

£83.7bn


Estimated cost of Entropy - Business


Regional Results

How do people see the region?What do they desire?

Northwest Region: Regional (2002)

Level 7

Level 6

Level 5

Level 4

Level 3

Level 2

Level 1

Personal Values Current Culture Values Desired Culture Values

IRS (P)= 3-7-0 | IRS (L)= 0-0-0 IROS (P)= 1-0-0-0 | IROS (L)= 3-3-3-0 IROS (P)= 2-0-4-4 | IROS (L)= 0-0-0-0

Matches

PV - CC 0CC - DC 1PV - DC 0

Health Index (PL)

PV: 10-0CC: 1-9

DC: 10-0

1. caring 995 2(R)

2. family 907 2(R)

3. humour/fun 866 5(I)

4. honesty 841 5(I)

5. friendship 720 2(R)

6. respect 560 2(R)

7. fairness 540 5(R)

8. trust 521 5(R)

9. listening 502 2(R)

10. patience 497 5(I)

Black Underline = PV & CC Orange = CC & DC P = Positive L = Potentially Limiting I = Individual O = Organizational

Orange = PV, CC & DC Blue = PV & DC (white circle) R = Relationship S = Societal



746 1(I)



5. bureaucracy (L) 610 3(O)

6. apathy/ pessimism (L) 555 3(I)

7. blame (L) 535 2(R)


9. poverty (L) 468 1(I)



2. affordable housing 834 1(O)

3. caring for the elderly 811 4(S)

4. caring for the disadvantaged

664 4(S)

5. Employment opportunities

635 1(O)

6. quality of life 584 6(I)

7. economic growth 556 1(O)

8. concern for future generations

535 7(S)

9. community services 516 6(S)

10. dependable public services

509 3(O)

Values Plot Copyright 2009 Barrett Values Centre February 2009

2%

2%

1%

6%

19%

11%

30%

6%

7%

16%

0% 20% 40%

1

2

3

4

5

6

7

21%

9%

13%

8%

6%

9%

7%

7%

7%

14%

0% 20% 40%

1

2

3

4

5

6

7

2%

1%

1%

18%

7%

15%

13%

11%

11%

21%

0% 20% 40%

1

2

3

4

5

6

7


C

T

S

Values Distribution Copyright 2009 Barrett Values Centre February 2009

C = Common GoodT = TransformationS = Self-Interest

Positive ValuesPotentially Limiting Values

CTS = 43-16-41Entropy = 5%

CTS = 21-14-65Entropy = 43%

CTS = 35-21-44Entropy = 4%

Personal Values


Desired Culture Values


Entropy Table Copyright 2009 Barrett Values Centre February 2009

Level Potentially Limiting Values (votes)Percentage

Entropy

3

wasted resources (699)bureaucracy (610)

apathy/pessimism (555)illiteracy (259)

centralized government (205)elitism (140)

strict moral/religious code (56)

2524 out of 4323:13% of total votes

2

blame (535)conflict/aggression (528)

tradition (232)ethnic discrimination (199)

hatred (189)gender discrimination (116)


1

crime/violence (925)uncertainty about the future (746)

unemployment (700)poverty (468)

materialistic (387)corruption (381)

short-term focus (321)environmental pollution (251)

terrorism (81)


Total8583 out of 20020:

43% of total votes

This table shows that 43% of all votes were for potentially limiting values.

This level of entropy indicates issues that if left unaddressed could lead to significant social unrest which if experienced at a national level could lead to changes in government.

It is important to reduce the level of entropy to 5%-10% to improve performance.

Entropy Report

6%

19%

11%

16%

30%

6%7%

8%6%

9%

14%

7% 7% 7%

18%

7%

15%

21%

13%11% 11%

Level 1 Level 2 Level 3 Level 4 Level 5 Level 6 Level 7

Personal Current Culture Desired Culture


Positive Values Distribution Copyright 2009 Barrett Values Centre February 2009

Affordable housing

Economic growthEmployment opportunities

Community prideDependable

public services

Caring for the elderly

Caring for the disadvantaged

Quality of lifeCommunity

servicesConcern for

future generations

5%

43%

4%

36%

23%

40%

16%

14%

21%

43%

21%35%


Common Good

Transformation

Self-Interest

Cultural Entropy

CTS Copyright 2009 Barrett Values Centre February 2009

Personal Values


Desired Culture Values


Values Jumps Table Copyright 2009 Barrett Values Centre February 2009

ValueCurrent

Culture VotesDesired

Culture VotesJump

caring for the elderly

affordable housing

employment opportunities

community pride

caring for the disadvantaged

accountability

economic growth

dependable public services

financial stability

poverty reduction

292

324

146

448

206

115

207

207

66

209

811

834

635

921

664

495

556

509

362

477

519

510

489

473

458

380

349

302

296

268

Values Jumps

A value jump occurs when there are more votes for a value in the Desired Culture than in the Current Culture. Listed below are the values with the largest increase in votes. The values in bold are represented in the Desired Culture.


Barrett 7 Levels of Consciousness


Personal

Organisational

National

Survival Consciousness

• Health• Financial Stability

• Profit• Shareholder value• Employee health/safety

Control, exploitation

PRIMARY FOCUS: Foundations for Survival

Service

Making a Difference

Internal Cohesion

Transformation

Self-Esteem

Relationship

Survival

• Prosperity• Defence• Social safety nets

Corruption, violence, poverty, greed, pollution


Personal

Organisational

National

Relationship Consciousness

• Family• Friendship

• Customer satisfaction• Open communication• Respect

Blame, manipulation

PRIMARY FOCUS: Relationships & connectivity

Service

Making a Difference

Internal Cohesion

Transformation

Self-Esteem

Relationship

Survival

• Conflict resolution• Racial harmony• Rituals

Inequality, discrimination, intolerance, conflict/aggresion


Personal

Organisational

National

Self-esteem Consciousness

• Self-confidence• Success

• Efficiency• Productivity• Quality

Bureaucracy, complacency

PRIMARY FOCUS: Self-esteem & excellence

Service

Making a Difference

Internal Cohesion

Transformation

Self-Esteem

Relationship

Survival

• Rule of law• National pride• Government efficiency

Central control, elitism, illiteracy, wasted resources


Personal

Organisational

National

Transformation

• Courage• Personal growth

• Innovation• Diversity• Teamwork

PRIMARY FOCUS: Learning & continuous improvement

Service

Making a Difference

Internal Cohesion

Transformation

Self-Esteem

Relationship

Survival

• Equality• Freedom of speech• Adaptability


Personal

Organisational

National

Internal Cohesion Consciousness

• Trust• Enthusiasm

• Integrity• Cooperation• Shared vision

PRIMARY FOCUS: Alignment & authenticity

Service

Making a Difference

Internal Cohesion

Transformation

Self-Esteem

Relationship

Survival

• Social cohesion• Transparency• Honesty• Optimism


Personal

Organisational

National

Making a Difference Consciousness

• Mentoring• Volunteer work

• Employee fulfillment• Environmental awareness• Strategic alliances

PRIMARY FOCUS: Collaboration

Service

Making a Difference

Internal Cohesion

Transformation

Self-Esteem

Relationship

Survival

• Quality of life• Regional collaboration• Leadership


Personal

Organisational

National

Service Consciousness

• Wisdom• Humility

• Ethics• Future Generations• Long-Term Perspective

PRIMARY FOCUS: Selfless Service

Service

Making a Difference

Internal Cohesion

Transformation

Self-Esteem

Relationship

Survival

• Human rights• Ecological resilience• Peace


Full-Spectrum Consciousness

Service

Making a Difference

Internal Cohesion

Transformation

Self-Esteem

Relationship

Survival

Long-term viabilityGlobal sustainability

CollaborationStrategic alliances

Shared visionStrong national identity

Continuous improvementDemocratic processes

Best practicesInstitutional effectiveness

Customer satisfactionSocial stability

Financial stabilityEconomic stability

Organisation / Nation


National Entropy Risk Bands

• 0-10% This a low level of entropy and augurs well for the future.• 11%-20% This is a relatively low level of entropy indicating that

there is some degree of dissatisfaction with the current culture that could lead to social unrest.

• 21%-30% This is a moderate level of entropy indicating potential unease among the population and/or potential conflict situations that need to be addressed.

• 31%-40% This is a relatively high level of entropy indicating unresolved issues that if left unaddressed could lead to significant social unrest.

• 41%-50% This level of entropy indicates leadership issues that if left unaddressed could lead to changes in government.

• 51% and above This is a high level of entropy that could lead to riots, civil disobedience and social unrest. This indicates a need for a change in policy that could also be accompanied by a change in government.

United Kingdom North West Barrett Values Assessment 2009 Key Messages

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