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ORGANIZATION VALUES IDENTIFICATION GRID The results of this Organization Values Inventory are plotted on a grid to identify which values should be targeted for immediate attention. each value is plotted as a coordinate on a graph : the X-coordinate is the rating desirability of value in the “to-be” organization; the Y-coordinate is the discrepancy between the rating for the value in the “as- is” organization and the rating of the desirability of the value in the “to-be” organization. The numbers along the axes are not fixed values but are determined by the results of the survey. Grid lines are generally drawn at the mean of the Discrepancy values and the mean of the Desirability of the “to-be” values. If drawing the lines at the mean values does not give any meaningful interpretation of the results (e.g. the results are all close to the mean), then other values that will provide a more meaningful interpretation should be chosen. The top right quadrant are the values that the employees believe should be held by the organization and that have the highest discrepancy between the “as-is” and the “to-be” situations. These values should be the first ones addressed in a change strategy. These are values 1 and 2 on the OVI grid. In the bottom left quadrant are the values of low desirability and low discrepancy. These can be ignored as there is little concern about them or importance attached to them. On the OVI grid, these are values 3, 4, 5. In the top left quadrant are the values with high discrepancy and low desirability. These values are not of immediate concern but will probably require attention in the long-term. On the OVI grid, these are values 6, 7, 8. Finally, the bottom right quadrant shows the values that are of low discrepancy and high desirability. These are the currently held values of the organization that are appropriate in the view of its employees. On the OVI grid, these are values 9, 10, 11.