1. The Cultural Audit is an exercise which allows you to assess the shared practices, values and
assumptions which inform the culture of your business.
Complete the table below to identify the shared patterns of action and thought that make up
your business’s culture. Make notes on each question with regard to what you see in the culture
of your business. You may be able to complete some of the table from your understanding of
your business culture alone. For some questions, you will benefit from being observant within
your business and speaking with colleagues to gather their input.
When you have completed this table, summarize your findings in your Business Growth Plan.
1. YOUR BUSINESS’S PRACTICES NOTES
1. Is your business an extension of your
family and friendships, or are the
relationships with your staff more
impersonal and goal-driven?
2. Is the knowledge of how to do things in
people’s heads, or do you have
documented processes?
3. Do you have a business structure, or
do staff take on any task that needs
picking up, without a specific remit?
4. How are decisions made? What
happens when you are not there?
5. Do all your people come to you with
problems, or only some of them?
Why?
6. What do you celebrate in your
business?
CULTURAL AUDIT
My business is totally goal driven and
it is not family business ,it is toitally
professional...
I have documented the most process..
I have a business structure....
Currently I myself take all decisions but
when I will recruit employees ,major
decisions will be taken after meeting.
Hopefully success.
.
This is not applicable at this stage as my
business is not in operation now..
2. 7. What are the rituals you might see at
your business that tell us about your
unique character? For example, does
someone bring in special food on
certain days? Do you hold regular
meetings with your staff?
2. SHARED VALUES NOTES
1. What is the primary reason that the
business exists?
2. What values does everyone in the
business truly hold in common?
3. What are the priorities among these
values?
4. When hiring a new person, how do you
know if they are ‘a good fit’?
5. What are the ‘rules’ at your business
(probably unspoken, but well
understood) that, if they were broken,
would cause a person to be seen as a
cultural outsider?
They should follow the office rules strictly.
6. What shared values exist in your
business that are problematic for you?
For example, does everyone value
socializing at work more than getting
the work done?
7. What kind of behavior is rewarded in
your business, and therefore reflects
your values?
8. What kind of behavior is criticized in
your business, and therefore reflects
your values?
...I prefer regular meetings and social or
cultural activites that do not create conflicts
are highly appreciable.
...
Passion,doing something good for
customers or solving the problem
for them.
Hopefully passion , dedication and
honesty..
..
Honesty and passion..
We will look for his quality,expertise,interest
and honesty..
This is not applicable at this stage
but we will prefer a balanced
situation between those two.
Good contribution in success will be
rewaded obviously...
Insincerity ,dishonesty must be criticized
3. 3. SHARED ASSUMPTIONS NOTES
1. What kind of stories do the people who
work here tell about the business when
you are listening?
2. What kind of stories and jokes do you
think they might tell when you are not
listening?
3. What do people admire about the way
the business has developed?
4. What do your employees believe about
their ability to innovate in their jobs?
5. Do people assume they should check
with you before making a decision?
6. Do people believe that it is important to
try to come up with their own solutions
to problems?
7. Do employees believe the business
can and will grow?
8. Do employees believe they are a part
of your vision for the future?
9. Do employees believe they can
develop within the business?
.I want to hear in future an organized report
about their tasks(what they have done and
analysed)..
Intelligent and humorous and relevant to
the situation...
It will be obviously reflected, and we will
be celebrate and we will ger rewarded.
Their innovative ideas will be appreciated
and applied and when it results success
they will get inspired and rewarded....
Yes I prefer this .
If situation demands but major decisions
will be taken after meeting..
They should be hopefully..
They must be in future.
Obviously.
