{"id":4696,"date":"2022-08-18T15:54:01","date_gmt":"2022-08-18T13:54:01","guid":{"rendered":"https:\/\/itrusta.lt\/dev1\/?page_id=4696"},"modified":"2022-08-19T14:18:13","modified_gmt":"2022-08-19T12:18:13","slug":"kultur-og-organisation","status":"publish","type":"page","link":"https:\/\/itrusta.lt\/da\/kultur-og-organisation\/","title":{"rendered":"Kultur og organisation"},"content":{"rendered":"\t\t
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Arbejdet med organisationskulturen kan v\u00e6re vanskeligt at navigere i, med ubekendte kr\u00e6fter og faktorer, der kan p\u00e5virke ansattes opfattelse af kommunikation og signaler fra organisationen. <\/span>I-Trusts kulturindeks s\u00e6tter ord og tal p\u00e5 seks prim\u00e6re omr\u00e5der og st\u00f8tter forandringsledelsen i bl.a. digital omstilling. <\/span><\/p>\n

Organisationens kultur er vigtig for risikostyring, id\u00e9t risikokultur og sikkerhedskultur er v\u00e6sentlige for medarbejdernes adf\u00e6rd ifm. politikker og retningslinjer.<\/p>

Kulturindekset ber\u00f8rer kulturen om processer, politikker og retningslinjer samt organisationens compliance af lovgivning om persondata (EU GDPR), Anti-hvidvask (AML), Risikohandler m.v.
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Kulturindeks<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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KFE’s kulturindeks indeholder seks prim\u00e6re omr\u00e5der med fokus p\u00e5 organisationens sikkerheds-gaps og s\u00e5rbarheder.<\/span><\/p>

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\n\t\t\t\t\t\tMedarbejdere og lederes\nforst\u00e5else for organisationens m\u00e5l, politikker og v\u00e6rdier.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tKompetence\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tViden om og erfaring i\nkorrekt brug og overholdelse af\norganisationens politikker.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\tLedernes evne til at formidle\norganisationens m\u00e5l og politikker.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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\n\t\t\t\t\t\tSynligheden af virksomhedens kultur.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\tMedarbejdernes accept af og\nvillighed til at rapportere h\u00e6ndelser og brud.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\tIndeks for den potentielle risiko for at retningslinjer overtr\u00e6des.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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M\u00e5ling af medarbejderadf\u00e6rd med KFE<\/h4>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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KFE er I-Trust egen metode for kulturvurdering og st\u00e5r for\u00a0<\/span>kendskab<\/span>,\u00a0<\/span>forst\u00e5else<\/span>\u00a0og\u00a0<\/span>efterlevelse.\u00a0<\/span>KFE er et analytisk redskab, der hj\u00e6lper med at m\u00e5le og skabe en forst\u00e5else for organisationens evne til at efterleve politikker og retningslinjer for god sikkerhedspraksis \u2013 organisationens sikkerhedskultur.<\/p>

Efterlevelse af sikkerheds-politikker og holdningsbearbejdning underst\u00f8ttes ved at tage afs\u00e6t i de ansattes kultur og adf\u00e6rd.<\/p>

Form\u00e5let med KFE er at vise om ledere og medarbejderne har modtaget, forst\u00e5et og vil arbejde efter g\u00e6ldende politikker og retningslinjer.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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KFE-metode<\/h4>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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KFE-metoden tager udgangspunkt i den enkelte medarbejders kendskab til politikker og retningslinjer. At medarbejdere har forst\u00e5else for, at disse politikker og retningslinjer er n\u00f8dvendige og har de forn\u00f8dne kompetencer til at efterleve dem. Indbygget i den praktiske anvendelse af KFE er metoder fra sociologi, psykologi, benchmarkanalyser og statistisk analyse.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Forandringsmodel KFE<\/em><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Udbytte for virksomheden<\/h4>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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  • Organisationen, herunder ledelsen f\u00e5r direkte adgang til m\u00e5lrettet information om hele organisationens sikkerhedvurdering og udvikling.<\/li>
  • Gap-analyser af s\u00e5rbarheder og daglig praksis, ift. indf\u00f8relsen af stander og opfyldelse af lovpligtige indsatser.<\/li>
  • Adgang til benchmark-data og historik<\/li>
  • Mulighed for at f\u00f8lge udviklingen af indsatsen gennem gentagende sikkerhedsm\u00e5linger.\u00a0<\/li>
  • Et centraliseret v\u00e6rkt\u00f8j, der er nemt at bruge, og en rappotering, der er let at forst\u00e5.<\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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    M\u00e5lgrupper<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    • Direktion<\/strong>: indsigt i data for justering af organisationens v\u00e6rdier og adf\u00e6rd<\/li>
    • Ledelse<\/strong>: indblik i afdelingens resultater (benchmark og historik)<\/li>
    • Medarbejdere<\/strong>: indsigt i egne resultater anonymt sammenholdt med kollegaere<\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
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      Temaer i unders\u00f8gelsen<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      Unders\u00f8gelse af arbejdet med politikker og retningslinjer:<\/p>

      • tilrettel\u00e6ggelse ift. arbejdprocesser<\/li>
      • kommunikation til medarbejdere<\/li>
      • tilrettel\u00e6ggelse ift. roller og ansvar<\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
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        Dele i unders\u00f8gelsen<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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        1. Sp\u00f8rgsm\u00e5l til respondenten, om arbejdet med politikker i organisationen.<\/li>
        2. Sp\u00f8rgsm\u00e5l om retningslinjer ifm. de enkelte arbejdsprocesser<\/li><\/ol>

          \u00a0<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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          \u00a0<\/p>

          KFE metoden er udviklet af I-Trust i samarbejde med psykologer fra danske og tyske\u00a0universiteter og afpr\u00f8vet igennem en lang r\u00e6kke pilotprojekter i forskellige\u00a0virksomhedstyper. I dag finder metoden anvendelse i s\u00e5vel virksomheder, som i\u00a0vurderinger af private borgeres sikkerhedskultur. I fastl\u00e6ggelsen af metoden er\u00a0anvendt psykologisk teori og organisationsteori, samt erfaringer fra trafikforskning\u00a0og sikkerhedskultur i andre sammenh\u00e6nge end it. I den praktiske anvendelse af KFE\u00a0er indbygget metoder fra\u00a0benchmark-analyser, statistisk analyse\u00a0<\/em>mm.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

          Arbejdet med organisationskulturen kan v\u00e6re vanskeligt at navigere i, med ubekendte kr\u00e6fter og faktorer, der kan p\u00e5virke ansattes opfattelse af kommunikation og signaler fra organisationen. I-Trusts kulturindeks s\u00e6tter ord og tal p\u00e5 seks prim\u00e6re omr\u00e5der og st\u00f8tter forandringsledelsen i bl.a. digital omstilling.  Organisationens kultur er vigtig for risikostyring, id\u00e9t risikokultur og sikkerhedskultur er v\u00e6sentlige for medarbejdernes […]<\/p>\n","protected":false},"author":11,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"elementor_header_footer","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"footnotes":""},"class_list":["post-4696","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"\nKultur og organisation - 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