This is how you compare to the rest out there.

The DNA is the average people score for your company as a whole. Extensive research with organizations around the world has provided a set of international benchmarks against which you can compare your organization.

The following table shows the levels to which companies should aspire if they are to maximize the value of their human capital. The business described opposite is rated at the high end of poor. This is heavily influenced by the front line and quite obviously one particular site. Something important to highlight here was that senior management were not aware of the problems they faced in the groups with the lowest scores.

This theme is typical with wake up calls being received by almost every organization running this diagnostic for the first time. The results contained within your M4P report, breaks down exactly where and why the numbers are poor allowing finely targeted interventions. This is the true value of a quantitative tool.

In the example: if the Organisation’s DNA is assessed internationally, based on the scale below, the description that is given to this benchmark is “Self Centered”.

The tag “Self Centered” applies to the measurement of the Organisation (the average 50.94) and indicates that at this level team performance will be marred by back biting and sharp differences of opinion. Frontline employees will regularly question the wisdom of management (leadership) and will be quick to criticize. Team cohesion is not regarded as very important. The degree to which individual team members will work together depends on the amount of personal gain each individual is likely to get from such co-operation. Teamwork is between individual groups rather than as an organisation. It is also clear that there are major differences between management and frontline employees.