An integral perspective appreciates that outcome success is a consequence (or even a by-product) of process integrity. It requires an awareness of systemic, long-term dynamics between all organizational stakeholders. Moreover, the principle addresses both the ‘soft’ (values and culture) and the ‘hard’ (behavior and structure) dimensions of the organization. Finally, the organization considers its identity and strategy in the context of the larger economic, social and environmental ecosystems that it is a part of, and acts accordingly (i.e., sustainable, in alignment with the whole it is a part of).
Employee Attitudes predict Business Performance. Research has been carried out since 1997 that establishes statistical links between employee attitudes, behaviors, and important business outcomes.
Employee attitudes do have an impact on behavior and future business outcomes for companies.
This research shows that all topics measured by Employee Satisfaction Surveys predict future business outcomes – thus all topics are important drivers of business outcomes. The topics that predict the strongest vary by outcome, as would be expected – for example, for employee satisfaction, challenge and opportunity; for client satisfaction, processes; for revenue growth, clarity and leadership.