Page 1 Delivering Progress, Passion & Peace: An Evidence-Based Model Dr Peter Langford Voice Project Macquarie University Sydney, Australia CSR Summit, Sydney, 23 November 2006 For further information contact Peter Langford on or

Page 2 Who Are We? What Did We Do? >Voice Project specialises in organisational surveys and the diagnosis of culture, leadership and passion. >We’re a research and consulting company based in Macquarie University, Sydney, Australia. >The model presented here is based on an ongoing research project which, to-date, has involved over 16,000 employees from over 1000 organisations. >We’ve also replicated the findings in data collected from over 150,000 employees across more than 150 consulting projects for over 80 different clients.

Passion (Engagement) - Organisation Commitment - Job Satisfaction - Intention To Stay Progress - Organisation Objectives - Change & Innovation - Customer Satisfaction Peace - Wellness - Work/Life Balance People - Motivation & Initiative - Talent - Teamwork Property - Resources - Processes - Technology - Safety - Facilities Purpose - Organisation Direction - Results Focus - Mission & Values - Ethics - Role Clarity - Diversity Participation - Leadership - Recruitment - Cross-Unit Cooperation - Learning & Development - Involvement - Reward & Recognition - Performance Appraisal - Supervision - Career Opportunities As presented in Langford, P. H. (2006). Purpose, participation and progress: Higher-order predictors of employee passion and organisational effectiveness. Internal Research Report. Please contact us for a copy of the paper if you are interested. Delivering Progress, Passion & Peace

PASSION Better Safety Record PURPOSEPARTICIPATION THREE CORE SYSTEMS TO PRIORITISE PROGRESS "We believe" in why we're here, what we do & how we do it "We belong" in this organisation, we are recognised, involved & growing THREE CORE ATTITUDES TO FOSTER "We achieve" our goals, we are getting better & our future is positive More Performance Objectives Achieved Lower Turnover & Absenteeism Higher Employee Engagement Higher Profitability TWELVE CORE PRACTICES TO BUILD (REALITY & PERCEPTION) Build belief in the purpose, values & work of the organisation Develop, clarify & communicate the vision, values & strategy so that staff can personally identify with them Promote, demonstrate & reward ethical & socially responsible behaviour Reward & recognise staff in a fair manner Improve skills of, & communication with senior management Consult staff & encourage feedback Evaluate staff & provide directions for improvement Improve the way staff are recruited Provide job-related & career-related development opportunities for staff Build staff belief in the current & future performance of the organisation Manage change well, promote innovation & facilitate organisational learning Promote product & service quality & an understanding of customer needs PROPERTYPEOPLEPEACE THREE LOWER PRIORITY SYSTEMS DELIVERING PASSION