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KimWarren

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Reply with quote  #1 
 
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KimWarren

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Reply with quote  #2 
"Culture" is too general - it will be made up of many specific factors, such as trust between colleagues, how rewards operate, staff morale and many more. 
I recommend you start from the 'performance' you are concerned about, and work back to the specific cultural factors that impact on that performance. For example, if you are concerned with staff productivity [output per person], you may discover this is driven positively by hard things like 'pay per overtime hour' and by intangibles such as 'perception that effort will be recognised', or driven negatively by 'workload'.
Note that many culture-items are Stocks, especially those concerning state-of-mind, such as this perception example, and may have quite long adjustment times.
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