The Culture Engine audiobook cover - A Framework for Driving Results, Inspiring Your Employees, and Transforming Your Workplace

The Culture Engine

A Framework for Driving Results, Inspiring Your Employees, and Transforming Your Workplace

S. Chris Edmonds

3.9 / 5(61 ratings)

If You're Curious About These Questions...

You should listen to this audiobook

Listen to The Culture Engine — Free Audiobook

Loading player...

Key Takeaways from The Culture Engine

Learning Tools

Reinforce what you learned from The Culture Engine

Mind Map

The Culture Engine
The Power of Culture+
The Organizational Constitution+
The Personal Constitution+
Setting Company Purpose & Values+
Overcoming Resistance+
Hiring and Onboarding+

Quiz — Test Your Understanding

Question 1 of 6
What is an 'organizational constitution' as described in the book?
  • A. A legal contract signed between a company's leadership and its shareholders.
  • B. A formal document that sets out the core principles, rights, and behavioral standards of a company.
  • C. A step-by-step operational manual designed to increase a company's financial profit.
  • D. A quarterly review process that tracks employee productivity and output.
Question 2 of 6
Before writing and implementing a company-wide constitution, what must a leader do first?
  • A. Fire any employees who have shown resistance to cultural change in the past.
  • B. Consult with top-performing competitors to benchmark their organizational culture.
  • C. Create a personal constitution to ensure they can model the desired values and behaviors.
  • D. Hire an external HR firm to audit the company's current cultural climate.
Question 3 of 6
According to the book, what is a common mistake companies make when drafting a purpose statement?
  • A. Stating that the sole purpose of the company is to make money.
  • B. Making the statement too long and detailed for employees to memorize.
  • C. Including specific performance metrics and quarterly goals.
  • D. Focusing too much on environmental or social causes instead of the product.
Question 4 of 6
When defining the company's values and corresponding behaviors, what limit does the author suggest?
  • A. Keep the list to exactly ten values, similar to the Zappos model.
  • B. Limit the list to between three and five values and behaviors each.
  • C. Include at least one core behavior for every department in the organization.
  • D. Focus on only one primary core value to avoid confusing employees.
Question 5 of 6
When a manager or supervisor resists the new organizational constitution, how should you initially address them?
  • A. Immediately terminate their employment to set an example for the rest of the team.
  • B. Publicly reprimand them during a team meeting to show that the new rules are mandatory.
  • C. Discuss their clear, observable behavior in a non-judgmental way without attacking their beliefs.
  • D. Negotiate the terms of the constitution with them to find a middle ground they can agree on.
Question 6 of 6
Why does the author recommend assigning a mentor to new hires who is NOT their direct supervisor?
  • A. Because supervisors are usually too busy focusing on the company's financial targets.
  • B. So the new employee feels safe asking questions they might be afraid to ask publicly.
  • C. To prevent supervisors from showing favoritism during performance reviews.
  • D. Because HR regulations require a neutral third-party for all cultural onboarding.

The Culture Engine — Full Chapter Overview

The Culture Engine Summary & Overview

The Culture Engine (2014) is a guide to creating an inspirational workplace by revolutionizing the culture of your organization. These blinks will walk you through the process of designing, implementing and managing an organizational constitution to guide and transform any group.

Who Should Listen to The Culture Engine?

  • CEOs who want to revolutionize their company culture
  • Leaders looking to inspire their teams
  • Organizations that want to transform their approach to work

About the Author: S. Chris Edmonds

Chris Edmonds is the founder and CEO of an organizational culture consulting firm called The Purposeful Culture Group. He is a prolific author and an adjunct professor at the University of San Diego School of Business.

 


©[S. Chris Edmond: The Culture Engine] copyright [2014], John Wiley & Sons [Inc. or Ltd. as applicable] Used by permission of John Wiley & Sons [Inc. or Ltd. as applicable] and shall not be made available to any unauthorized third parties.

🎧
Listen in the AppOffline playback & background play
Get App