ABSTRACT
Whereas my intention in Chapter 7 was to show the long-term impact of focusing on values management using case studies from two organizations that have been carrying out cultural values assessments over a signifi cant period of time, my intention in Chapter 8 is to highlight the diagnostic powers of the Cultural Values Assessment (CVA) in specifi c situations. To this end, I will be using various indicators taken from the Cultural Values Assessments of the companies concerned. Chief among them will be: Cultural entropy; the number of matching personal and current culture values (values alignment); the number of matching current and desired cultural values (mission alignment); and the Business Needs Scorecard results. I will also indicate how the types of values (IROS) can be used to gain insights into what is working and not working in an organizational culture.
