In, Culture’s Impact on How Work Gets Done, we described the profound influence an organization’s collective values have on the controls (individual knowledge and skills, standards and expectations, processes and procedures) and triggers (individual contributors, first line managers and supervisors, executives and senior managers) that determine what work is undertaken and the manner in which it is performed. Therefore, observations of an organization’s unique work controls and triggers preferences can be used to reveal many of the characteristics of its culture. And from these the benefits and risk factors an organization faces as a result of its culture.
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