The Cultural Entropy score reveals the amount of energy consumed in doing unproductive or unnecessary work.

The Cultural Entropy score reveals the degree of dysfunction (friction and frustration) in an organization that is generated by the self-serving, fear-based actions of the leaders. As the Cultural Entropy score increases, the level of trust and internal cohesion decreases.

To gain trust, the leaders have to operate with authenticity and live with integrity. They have to demonstrate that they care about their people and the common good.

The Cultural Entropy score in an organization is influenced by the fear-based actions and behaviors of the leaders, managers, and supervisors.

When leaders, managers, and supervisors are anxious and fearful, (when they have unmet deficiency needs and engage in dysfunctional behaviors such as control, manipulation, blame, internal competition, etc.) the Cultural Entropy score increases and employee engagement decreases.

Conversely, when leaders, managers, and supervisors engage in caring and trusting behaviors and the organization encourages its employees to be responsible and accountable for their work, allowing them free rein to take initiatives which boost performance, the Cultural Entropy score decreases and employee engagement increases.