Empirical Validation

Validating the access code to the Holy Grail of Employee Motivation

“Knowledge-worker productivity is the biggest of the 21st century management challenges. In the developed countries, it is their first survival requirement … knowledge worker productivity requires that the knowledge worker is both seen and treated as an “asset” rather than a “cost”. It requires that knowledge workers want to work for the organization in preference to all other opportunities.”

Peter Drucker

What is this all about?

Following the conclusive theoretical validation of the integrity of the GCH model, it seemed to be reasonable to verify the integrity and practicality of the criteria in an extensive empirical research program, in order to double-prove its compliance with the core requirement for the effectiveness of any human motivation framework: its completeness with regards to the relevant key factors.

In order to cover a broad spectrum of industries with a wide range of sizes, major listed and internationally operating companies from industries like Telecommunications, Transport & Logistics, Technology, Automotive, Railway, Trade and Consultancy were selected for Case Studies, which did cover the size range from 1,000 to far more than 100,000 employees.

As we were permitted intimate access to their policies and practices, the implementation level for each of the 37 largely objectivized Gross Corporate Happiness® KPIs along a calibrated scale of maturity, was thoroughly assessed in order to rate the motivational quality of the organizational settings.

Overlaying the outcome of this examination with the de facto employee motivation, evaluated by an independent census and calibrated through an algorithm which eliminated potential side-influences, a close to perfect correlation between the rating of the corporate motivation level based on the level of GCH-implementation, and the reality of measured employee motivation, was revealed.

Multiple crosscheck comparisons of the data further confirmed the theoretical concept that the nine GCH domains defined through its sub-criteria reflect an integral and objective way to rate any organization’s capability to support human motivation in a work context.

On the basis of this dual and unambiguous validation it can be definitely concluded that the Gross Corporate Happiness® model represents the key lifelines for human motivation at the workplace, and as such provides a framework that enables organizations to create an environment that allows individuals to fully engage through personal fulfillment.

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