Below you will find answers to frequently asked questions about the culture survey at WIKA. You would like to learn more? Feel free to add your questions and comments at the bottom of this page.
Questions and Answers
FAQ – Frequently Asked Questions and Corresponding Answers
The FAQs make it easier for you to find answers to your questions in one place. On this webpage you can find a collection of frequently asked questions and corresponding answers on the culture survey and its goals. The FAQs are updated regularly.
The participants of the interviews should be as representative as possible for our workforce and culture. For this reason, the program control will define a heterogeneous set of interview partners from different organizational areas, different levels, with and without managerial responsibility, long and short periods of employment at WIKA. This will take place in collaboration with the core teams of the regions.
For this reason, we cannot promise that we will be able to consider you as an interview partner. In any case, we appreciate your interest. If you are interested, please send a short e-mail to: email@example.com.
Is the culture of the entire company measured or do individual regions or departments will be observed by their own?
Both, actually. We will not only look at the overall culture for the WIKA group, but also examine the culture for the individual regions (Klingenberg and German Companies, EMEA/India/Poland, Americas and APAC). We are also interested in finding out whether there are differences between individual departments.
The survey period differs for all four regions. Below, you can find the time periods for the survey in each of the regions.
- Klingenberg and German companies: 05/02/2022 – 05/20/2022
- EMEA/India/Poland: 05/09/2022 – 06/03/2022
- Americas: 05/23/2022 – 06/03/2022
- APAC: 06/13/2022 – 06/24/2022
Following the (online) survey, we will conduct a series of interviews to validate the answers of the survey and get a more detailed insight into the culture at WIKA. The results will be communicated when the survey as well as the interviews are analyzed and combined.
We are assessing the organizational culture with a combination of quantitative and qualitative analysis. With the (online) survey, we get a concise and specific collection of information on relevant parameters of the organizational culture. After analyzing the results of the (online) survey, we use the interviews to validate the results, record nuances, explain contradictions und specify success and risk factors to get a holistic understanding of the organizational culture at WIKA.
The Sense of Urgency is the collective perception of the organization that change has to happen. To find out if there is a sense of urgency, we answer the question “What happens if we don’t act now?”. By answering this question collectively, we can find out whether there is a need for change at WIKA and if so, why. This shared awareness is essential at the beginning of change processes to mobilize the necessary energy for a successful change process. The Sense of Urgency is the basis and the validation for every organizational change process.
With our Business Strategy 2030, we have a clear understanding of what we want to achieve in the coming years. Our corporate values and culture play a key role in this: they have a significant influence on how we interact with each other, make decisions and solve tasks – in other words, our values and culture shape everything we do on a day-to-day basis. We now have the unique opportunity to lay the cultural foundation for the future.
As a first step, we have decided to execute a global culture survey to better understand how today’s culture is perceived in different regions and what requirements will be demanded of a future culture. The survey will be done in cooperation with the management consultancy SEDLÁK & PARTNER.
Our organizational culture affects all of us is our daily work. It influences the way work, how we interact with each other, how decisions are made and many other aspects of our day-to-day working routine.
The culture survey is the first step in aligning the organization with our strategic objectives and thereby reshaping the way we work together. The most important elements for the success of WIKA are our employees. Therefore, the participation of as many employees as possible from different organizational areas and levels is particularly important.
The Systemic Culture Compass makes it possible to efficiently record how employees perceive the culture of a company. The compass distinguishes between four basic logics of organizational culture, the respective characteristics of which are determined in a manageable number of questions. This includes questions about which organizational culture is perceived as conducive to the future success of the company.
SEDLÁK & PARTNER is one of the leading systemic organizational consultancies and an expert for profound change processes in a strategic context and enables companies to anticipate the dynamic and disruptive changes and to use them for themselves.
For more than 30 years, the company, with locations in the greater metropolitan area of Hamburg and Shanghai, strengthens the ability for self-renewal of companies and supports them in sharpening their positioning, successfully managing organizational changes, and developing personnel accordingly.
Do you have further Questions about the Culture Survey?
Do you have further questions about the cultural survey? Feel free to send us your questions using the form below. Providing your name and email address is optional.
We are collecting the questions and comments and will consider them for the process. We will publish answers to your questions here on the website or share them with you at accompanying events.
Please understand that we cannot publish an answer to every question on this website. You are also welcome to contact us by email.
Essential Information about the Process
Objectives and Process
What are the objectives of the culture survey? What is the procedure? And what happens with the results? Learn more here.
Understanding Coporate Culture
What actually belongs to a corporate culture? How does it influence our everyday life and how can we change it? Here you will find compact background information on the subject.
Systemic Culture Compass
With the help of the Systemic Culture Compass, we want to determine which characteristics distinguish our current culture.