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EM2 Diagnostic 

“Organic Businesses create Organic Wealth”  
 
To manage and improve something you need to be able to measure it, and to be able to measure it you need to be able to clearly define it. 
 
The effectiveness of your business is directly impacted by the prevailing culture in your organisation. It would pay dividends to be able to manage and improve the culture, but how do you define it? and how could you measure it? 
 
One of the Products and Services exclusively offered by Clyde House is the Employee Motivation and Empowerment Measure `EM2 Diagnostic` . This product clearly defines and measures organisational culture and by identifying training and development needs it is often used as the basis for Human Resource planning.
 
The EM2 Diagnostic model is designed to measure the level of empowerment present in an organisation and how successfully the company mission and strategy has been integrated throughout the people, functions, and activities in the system.
 
The analysis measures the organisation both vertically, comparing hierarchical sub-groups, and horizontally comparing functional or departmental sub-groups. 

 

 

 

It measures how people feel as individuals working in the organisation, how they interact with their work colleagues, how they are managed and the effectiveness of formal channels of communication. It is an extremely accurate way of determining levels of Staff Engagement. This is important in any business as the levels of empowerment and integration must be suitable for the environment in which the organisation is operating for it to continue to develop and be successful.

 EM2 Diagnostic 

“Organic Businesses create Organic Wealth”  

 

There is evidence to prove that organic businesses create organic wealth and that there is a strong correlation between employee integration, empowerment and motivation i.e. staff engagement and financial performance.

 

Periodic analysis can indicate how interventions and changes, planned or otherwise affect the underlying culture in the organisation and is therefore of strategic importance to the business particularly concerning the management of change.

 

In addition to operational and financial benefits the model also provides a measurement of internal customer satisfaction and is therefore an ideal way of demonstrating commitment to the Investors in People standard, and in meeting the requirements of the latest versions of ISO9000-2000 and ISO-TS/16949 Quality Standards.
 
In fact the complete analysis provided by the model offers much more, and is a proven catalyst for change and improvement in both manufacturing and service organisations.