Comments on measuring
The strongest most effective measure in establishing organization culture
is the managers staff meeting and the topics on the agenda. If these are
consistent with the measures in lace we have one result If they are
different there is another. If the measures are wrong and they are used we
take the organization the wrong direction and some people notice and
rebel. If the measures are right and the meeting agenda is not consistent
we send a mixed message to the staff who usually accept the agenda items
as the legitimate measure.
If the measures are right and accepted and are part of the agenda we have
Continuous Improvement.
We think of measures in too narrow a context and most often forget the
most powerful one of all.
Gene
At 11:51 PM 10/22/97 -0400, you wrote:
> We measure attitudes and commitment of employees through anonymous
>questionairres. We measure customer satisfaction the same way. It is
>somewhat subjective, and we think that is a strength. Needs change over
>time, and the results should reflect that. When we are brutally honest
>with ourselves, wc accept the trends as our responsibility. When we aren't
>strong enough to do that, we find external causes. Almost invariably, when
>we accepted responsibility, we struggled, gained insight, and learned
>something.
[...snip by your host...]
Eugene Taurman
interLinx ilx@execpc.com http://www.execpc.com/~ilx
What you are is determined by the thoughts that dominate your mind.
Paraphrase of Proverbs 23 Ch7
--Eugene Taurman <ilx@execpc.com>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>