Organisational Culture Survey

Seeking opinions about organizational culture

We conduct surveys into various aspects of working cultures.  Mostly they will be specific for customers, but here we have created a generic survey seeking your opinions about the organisational culture you experience everyday.  It would really help us to help you if you would spend a few minutes completing this survey, which is completely anonymous.  Periodically, we will draw off the results, analyse them and report the findings, as the numbers of respondents builds up.  We will show the results on our ‘Research’ blog page.

Thank you very much for taking part.

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Click here to take survey at

Contact us today, to discuss how we can help to develop and sustain your organisations ethics, integrity and winning culture. 

Specialists in winning work through bidding

You can open our explanatory pdf file here, that explains a little about what we do to help organisations win by being excellent at bidding. The character of your people and organisation are essential elements in determining whether you will win or not. ‘We are what we do repeatedly well or badly’ and by habit that will come across in your bids. Do your people, leadership, processes and systems all work together to give you a winning edge? If not we can help and if you think they do, but there is room for improvement – as there always is, we will compare your approaches to the best in the industry and help you to close any gaps.

The best way to assess us is to talk and let us present our winning evidence. Call me, Andrew Hill (07985 803587) to check out our track record.

Thank you.

Career Guidance and Development

Approaches to career guidance and development tend to be based on two theoretical frameworks:
1. The relationship between individual social actors and the social structures in which they live as it applies to the actor making decisions regarding employment, education and training within this structure.
2. The interventions of a third party in the above with the intention of helping the actor make these decisions and planning for the future.

Both of these frameworks have been too narrowly defined, and therefore need broadening out. They fail to take into account the complexity of these relationships.

You can read the whole of this blog here.

Dr. Kelvin Clayton

Creativity and Ethics

Here’s a link the the About Us page of a great company.

Business Playground, run by Dave Stewart and Mark Simmons.  They really make creativity a differentiator and it really works, but I would add ethics as a way of making great ideas stick for good.  Get creative and we’ll help you make it stick.  Ask us a question or let us know what you thoughts are on this and, well, anything really!

Most Misconduct Committed by Managers

Here’s an interesting picture of the state of corporate managerial behaviour in the US.

NBES 2013: Copyright 2014 Ethics Resource Centre

NBES 2013: Copyright 2014 Ethics Resource Centre

The research and report, from which this graphic was copied is The National Business Ethics Survey 2013, Copyright 2014, The Ethics Resource Centre. I have found this and the 2011 survey very interesting when discussing ethical issues and behaviours with business people. My take on it is that this worrying statistic is not unknown, but remains deliberately unmanaged by the leaders of organisations. Most leaders think they have dealt with ethics if they implement more governance initiatives and call them ethics, but we really know that rules alone are part of the problem not the solution. What I talk about below is not an appeal for more rules, but for people to recognise that it’s their individual behaviour they are responsible for and that is ETHICS.

Competition between individuals driven by a ‘survive at the top’ mentality causes much of this poor conduct. It really is time for some ethics education. The reason is powerful, but may not be obvious to those of you unfamiliar with the original meanings of words used in ethics. Personal ethics is about trying to answer the question, ‘how should we live our life’? How we live our life can only be determined by how we behave – what we actually do. So, if we act poorly at work, for example, then for a large and important part of our life we are habitualising a weak personal character. People should remember these wise words, ‘it’s not what we acquire through our life that is the measure of our happiness, but the quality with which we live our life’. If your character is strong you will perform better and enjoy work more, that’s good for you and your employer.

I would love to talk to your about the ethical performance of your organisation. Please give me a call and see if we at Memeology can help.

National Business Ethics Survey (2011)

Here’s a telling graph to muse over.  What do you think?

It’s published by the Ethics Resource Centre and what’s really interesting is that I never see a link between ethics and performance in an organisational culture.  At Memeology we implement programmes with your organisations to make that link.  We say performance is strongest in the best cultures.  If the culture you have to put up with is weak let us help you improve it.  Give us a call for a chat.

Source: 2011 National Business Ethics Survey. Ethics Resource Centre (2012)

Organizational Cultures

Would anybody care to share any thoughts on the meme cultures in your organization?

Here’s the introduction to a new report to be published soon about the cultural dimensions of organizations.

[A] potential universal law governing life and cultures – ‘All life evolves by the differential survival of replicating entities’. (Dawkins 2006)

It is this profound view of evolution by a process of differential selection proposed by Prof. Richard Dawkins in his 1976 classic – The Selfish Gene (Dawkins 2006), that the question arises how much is it possible to proactively influence the culture of organizations, using planned interventions and focussed management of people and situations?   He suggested that culture is a combination of ideas and behaviours.  In organizations these combinations seem to occur randomly and for them to survive they must strongly align and adapt to organizational environments and be capable of replicating many times, very quickly, thereby giving a sense of the survival of a successful culture.  Dawkins named these units of replicating cultural elements ‘memes’ and thought of them as being analogous to ‘genes’ – the replicating unit of biology (all life).  The supplementary questions in respect of organizational cultures are, can this process be managed, should it be managed or is it impossible to manage?

Personal Ethics

At Memeology we start all our work with clients by positioning these thoughts.  Does you organization enable you to pursue excellence?  Share your thoughts.

Excellence is an art won by training.  We do not act rightly because we have virtue or excellence, but rather have these because we have acted rightly.

We are what we repeatedly do [well].  Excellence, then, is not an act but a habit.
— A summary of Aristotle’s virtue ethics, specifically excellence, by Will Durrant (1976)

Revive the Forty Five

This blog is basically the same message as ‘The Decline and Fall of the Corporate Empire’, but it takes a more positive view of the same issue. Much of the text is similar, but it depends if you are a glass half full or empty sort of person. Here’s the abstract: ‘Now think about what the performance level of your organisation could achieve if you could ‘revive the forty five’, by adding an extra 16% of your people to those who are already engaged. Revival of the forty five depends on educating them in ways to develop their character for improved decision making and judging which actions to take when facing ethical dilemmas. These benefits positively impact on business growth and the delivery of public services as more people learn how to become more effective decision makers.

Read the full pdf here and call me, Andrew Hill (07985 803587) to discuss how we can help develop your people’s character for improved performance.

Thank you.

The Decline and Fall of the Corporate Empire

Your corporate organisation, whether in the private, public or third sector, is under threat. The threat is within. A malaise, an uneasiness felt by your employees – the 71% of your people who are not engaged in achieving the objectives of the organisation. This startling statistic comes from the Gallup Management Journal, “Feedback for Real”, John Thackray 2005. And using empirical data gained from observing employees in many organisations this finding is a fact for many working people today. So for a leader, you have a problem. How do you achieve your targets if your people aren’t working with you, but still taking the money?

Read the full pdf here and call me, Andrew Hill (07985 803587) to discuss how we can help develop your people’s character for improved performance.

Thank you.

The Ethics of Sustainability

What makes an organisation healthy? What enables it to flourish in an uncertain environment? I believe that the key to enabling an organisation to ‘live long and prosper’ is through the notion of sustainability.

Within business ethics sustainability has been much discussed but its meaning is as equally disputed. This is more serious than it sounds; sustainability is about more than window dressing or the correct use of the latest ‘buzz word’ in order to give the appearance of having the correct ethical credentials. It goes to the heart of any complex system – and all organisations are complex social systems.

Read the whole blog here. You can also read my philosophical paper that accompany’s this blog.

Blog and paper written by Dr. Kelvin Clayton – Associate Consultant at Memeology