# What causes variations in the KeenCorp Index?



##### Post Metadata
- Posted at: almost 7 years ago
- Net upvotes: 1


## Comments
### Comment 1

Benchmarking, trend analysis and pattern comparisons between relevant groups in an organization (e.g. leaders of different levels, gender, ethnicity, those interacting with clients, innovators, business units etc.) are used to reveal issues. Variations and relativities are more important than the actual score.

All the classical reasons that drive personal involvement (or: commitment, engagement, vitality, resilience) cause variations in the KeenCorp index. In particular:
- Leadership style related, more specifically:
o Degree of autonomy in the job;
o Sense of belonging / social support; feeling part of a social entity;
o A feeling of being competent, and working at a level that mildly challenges your competencies to enable you to grow. Sufficient recognition and compliments, and timely feedback from a credible source helps in this area as well;
o Decency: indecent behavior (bullying, fraud, discrimination - “bad culture”) will impact engagement negatively
o Purpose: people that experience a lot purpose in their jobs feel better. Typically this occurs when there is a component in the job like helping/coaching others, or creating something real (craftsmen). At higher level jobs, it is about organization contributes to something useful typically health, peace, well-being, helping others/the needy forward
- Enablement related:
o Sufficient resources to execute the job well
o Flexibility of procedures, or in the negative: red tape, dysfunctional processes
o Inconveniences, hygiene factors
- Impactful events
- Business success / trust in the organization’s future
- Pattern recognition and benchmarking will reveal the main reasons. Specific people-related risks are revealed through patterns of certain groups, for example:
- Management layers are expected to score higher than average. Deviant patterns indicate an execution risk;
- Females and ethnic minorities are expected to score at par with average; deviant patterns may indicate a risk around diversity and inclusion;
- People working in development / innovation are expected to score higher; a deviant pattern indicates a core competence risk;
- Etc.

##### Comment Metadata
- Posted at: almost 7 years ago
- Author title: I provide certainty that risks pay off in a hospitable world




## Related Product
[KeenCorp](https://www.g2.com/products/keencorp/reviews)

## Related Category
[Text Analysis](https://www.g2.com/categories/text-analysis)

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