Two unique features differentiate the Denison model from all others: its research and demonstrated links to organizational performance.
The model provides companies with an approach to organizational culture that is easy to interpret and in tune with the business world, based on sound research principles.
Its Culture solutions have been successfully implemented in more than 5,000 organizations around the world, in a variety of situations such as Culture Change, Transformation and Restructuring, Transitions to New Leaders, and Mergers and Acquisitions.
The Denison model links organizational culture with business performance indicators, such as sales growth, Return on Equity (ROE); return on investment (ROI), customer satisfaction, innovation, employee satisfaction and more.
The model and the culture survey as based on more than 20 years of research and practice by Daniel R. Denison, Ph.D. and William S. Neale, M.A., M.L.I.R.
About the Denison Model
Denison’s organizational culture model highlights four attributes that an organization must have in order to be effective. At the center of the model are the Organization’s Beliefs and Assumptions, which are composed of the underlying aspects of an organization’s identity. These four attributes of the Denison Model (Mission, Adaptability, Involvement and Consistency) measure behaviors guided by these beliefs and assumptions that create the culture of any organization.
- Mission:Â Defining a meaningful long-term direction for the organization.
- Adaptability: Are we listening to the marketplace?
- Involvement: Are our people aligned and engaged?
- Consistency: Determining the values and systems that are the basis of a strong culture.
In addition to understanding the results in each of the four attributes, different hemispheres of the model can be used to identify a wealth of opportunities for improvement.