Requisite Culture©

What are some of the main values that a company will have to promulgate if it is to be able to unify the aspirations of each and every person in their everyday work?


The term culture in the organizational context was first introduced by Dr. Elliott Jaques in his book «The Changing Culture of a Factory», in 1951. This is the published report of «a case study of developments in the social life of one industrial community between April, 1948 and November 1950.» The «case» is a publicly held British company engaged principally in the manufacture, sale, and servicing of metal bearings. The study is concerned with the description, analysis, and development of the corporate group behaviours.

According to Dr. Elliott Jaques «the culture of the factory is its customary and traditional way of thinking and doing of things, which is shared to a greater or lesser degree by all its members, and which new members must learn, and at least partially accept, in order to be accepted into service in the firm…».

Consonant values are the great unifying force for any organization. Dissonant and conflicting values are, by the same token, the great generators of friction and stress. In simple terms, to the extent that people can share common wishes, desires and aspirations, they can commit to work together. It is a matter of being able to care about the same things.

Central to the art of managerial leadership from the top is the ability to set detailed corporate values that are not only necessary for the business but also sufficiently acceptable as to set limits within which everyone can be expected to behave. Corporate values must be not merely stated but must be enacted.

Key Definitions of Requisite Culture©:

  • Required Behaviours (RB): consistently acting in alignment with the stated values, established practices, policies and procedures of the company, as well as consistently taking the specific actions required by the role.
  • Values: those things to which an individual will give priority or wants to do. Values are vectors which direct our actions. How much we value a role determines our commitment to work in it.
  • Culture: the totality of ways of doing things in a social system.
  • Organisational Culture: Includes: rules and regulations; resources; custom and practice; shared values; language; belief systems; economics; policies and procedures; and tradition and assumptions.

Framework of Requisite Culture©:

  • The list of valued entitlements or organizational values that can generate full commitment from people working in the company. Together these values make an organizational culture or credo:

    1. Fair and just treatment for everyone, including fair pay based upon equitable pay differentials for level of work and merit recognition related to personal effectiveness appraisal.

    2. Leadership interaction between managers and subordinates, including shared context, personal effectiveness appraisal, feedback and recognition, and coaching.

    3. Clear articulation of accountability and authority to engender trust and confidence in all working relationships.

    4. Articulation of long-term organizational vision through direct communication from the top.

    5. Opportunity for everyone individually or through representatives to participate in policy development.

    6. Work for everyone at a level consistent with their level of potential capability, values and interests.

    7. Opportunity for everyone to progress as his or her potential capability matures, within the opportunities available.

  • The role of managerial leadership at every organizational level is to make these organizational values operationally real.
Behaviour Definition:
  • For every individual entitlement define a set of behaviours that managers must manifest to operationalise these valued individual entitlements.
  • Required behaviours must be defined in terms of Context, Purpose, Output, Time (CPOT).

Behaviour Compliance:
  • Behaviour compliance is a positive intention to comply with a specific required behaviour:
    • Develop the Structured Interview using a specific method to measure the positive intention of the managers to comply with the required behaviours.
    • Conduct the structured interview with the managers of the company.
    • Measure their positive intention to comply with the required behaviours for every valued individual entitlement.
    • Identify Total Unification Score for Organizational Culture as a sum of positive / negative intention to comply with all the required behaviours for all the valued individual entitlements.
  • Improving behaviour compliance:
    • Identify the factors that negatively impact the intention to comply with the required behaviours (specific method to be applied).
    • Develop the action plan to change the negative impact.
    • Monitor the changes in Total Unification Score for Organizational Culture.

Valued Individual Entitlements:

  • Employees perceive that the managers manifest required behaviours to support valued individual entitlements:
    • Develop the questionnaire to evaluate the perception of the employees on the valued individual entitlements.
    • Identify the gaps in the perception of the employees.
    • Develop the actions to improve their perception of the valued individual entitlements.

Processes / Systems:

  • Identify processes or systems that are required to operationalise every valued individual entitlement.
  • Evaluate the existing processes / systems and their maturity.
  • Identify the gaps and make improvements in the current processes / systems.

Standard Operating Procedures:

  • Develop standard operating procedures for every process involved in operationalization of the valued individual entitlements.
  • Train managers on standard operating procedures.
  • Audit the compliance to standard operating procedures and their effectiveness.
Interested to know more about Requisite Culture©?

Workshop on Requisite Culture©

  • For companies interested in developing a unifying organizational culture.
  • For companies that are in the process of implementing a new business strategy and would like to achieve full commitment from their employees.
  • For managers who would like to achieve a strong unifying culture within the units they are accountable for.
  • CEO’s, GM’s, Business Unit Heads who are accountable for developing the culture of the company.
  • Line managers accountable for developing the culture within the units they are accountable for.
  • HR / OE specialists accountable for supporting managers in developing the organizational values.
  • Communication specialists, etc.
  • Explain the requisite principles behind Requisite Culture©.
  • Educate participants on what the organizational culture is and how it is created and sustained.
  • Support self-assessment of organizational culture development and management.
  • Develop the plan to improve the organizational culture of the company.
  • 2-day workshop.
  • Organizational values / culture, if exist.
  • Procedures on how the company enacts organizational culture, if exist.
  • Procedures on how the company measures organizational culture, if exist.
  • Communication plans, if exist.
  • Example of Standard operating procedures, if exist.
  • ROII’s advisors with experience in RO implementation worldwide.
  • Moderators with experience in developing organizational culture.
  • At your premises.
  • At our premises or premises of our partners across the globe (UK, Sweden, USA, Australia, Canada, South America, Moscow, etc.).
Interested to know Total Unification Score for your organizational culture?

Requisite Culture© Assessment

  • Review which Valued Individual Entitlements (VIE) exist in the company.
  • Review documentation of the required behaviours expected for every VIE.
  • Or select the VIE and develop required behaviours for the VIE.
  • Pilot an assessment of intention (positive / negative) to comply with the required behaviour.
  • Define Unification Score (positive or negative) for the Valued Individual Entitlement selected for pilot.
  • Identify the negative impacts on behaviour compliance from the managers.
  • Develop the plan to improve the unification of the organizational culture for the company.
  • Up to 3 weeks.
  • 2 experienced Requisite Advisors.
  • 1 internal HR / OE specialist for organizational culture or employee relations.
  • Requisite list of Valued Individual Entitlements.
  • Method to define required behaviours using Context, Purpose, Output, Time (CPOT).
  • Method to measure the intention of managers to comply with the required behaviours.
  • Total Unification Score of Organizational Culture.
  • Value Standardization.
  • Key processes for every valued individual entitlement based on the principles of Requisite Organization.
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