29-09-2013

Organizational Culture Assessment Instrument

www.ocai-online.com

In this presentation:
Well discuss: 1. Organizational Culture and its importance 2. The Organizational Culture Assessment Instrument: its theory 3. The OCAI online survey: how it works

4. OCAI profile: how to interpret the information

5. OCAI options: how and when to use it
2

29-09-2013

Organizational Culture and its importance

www.ocai-online.com

What is culture:
Culture comprises the collective assumptions and the way we do things around here People copy, coach and correct each other to fit into this collective Culture and be part of the group

29-09-2013

Why work with culture:

The way we do things around here determines: Behavior, and thus: Performance and Turnover, Customer Satisfaction and Reputation, Market share and Competitiveness Employee Retention, etc.
5

Make culture work:

Avoid the 50-75% failing change projects because they dont match with culture

Utilize culture, engage your people and turn any resistance into momentum and successful change
Make culture work for your organization!
6

29-09-2013

Organizational Culture Assessment: basics

www.ocai-online.com

What is OCAI:
Organizational Culture Assessment Instrument Developed by professors Cameron & Quinn Based on the Competing Values Framework

Researched and Validated

Used by over 10,000 organizations worldwide
8

29-09-2013

OCAI offers:
Quick, identifiable diagnosis with a visual profile A quantitative starting point completed with qualitative information Consensus about current and preferred culture

Momentum for change

A clear format to change that you customize to your situation Basis for successful and sustainable change
9

Users said:
It is a very useful tool. It provides a quick and easy way for the key players in the organization to look at where they agree and disagree. It then provides a way to help the rest of the organization to understand culture and to understand what the leadership seeks. I highly recommend it. Jo McDermott, Principal at Catalyst for Change Consulting
10

29-09-2013

OCAI model
www.ocai-online.com

11

Competing values
The OCAI is based on the Competing Values Framework 2 major polarities of values were found to determine organizations effectiveness: 1. Internal versus external focus

2. Stability versus flexibility

12

29-09-2013

4 Culture Types

13

Clan culture
Internal focus & flexibility Family: friendly Leader type: father, mentor Communication, commitment, development Theory = High commitment and solidarity produce effectiveness
14

29-09-2013

Adhocracy culture
External focus & flexibility Dynamic, entrepreneurial, creative Leader type: innovator, entrepreneur Innovation, agility, transformation Theory = Innovativeness, growth and creativity produce effectiveness
15

Market culture
External focus & stability Result orientated, competitive Leader type: hard-driver, demanding Market share, goal achievement, profitability Theory = Goal achievement, market share, numbers produce effectiveness
16

29-09-2013

Hierarchy culture
Internal focus & stability
Formal attitude, structure, procedures Leader type: coordinator, organizer Efficiency, reliability, timeliness, consistency Theory = Efficiency, timeliness and consistency produce effectiveness
17

OCAI online survey

www.ocai-online.com

18

29-09-2013

6 key dimensions of culture:

1. Dominant characteristics 2. Organizational leadership 3. Management of employees 4. Organization glue 5. Strategic emphases 6. Criteria of success
19

The assessment:
Divide 100 points over 4 descriptions that
correspond with the 4 culture types

Dividing points is just like real life, where you

have to divide your time, energy and money

Assess each of the 6 key dimensions for the

current situation
20

10

29-09-2013

21

Complete the assessment:

Assess each of the 6 key dimensions for the
current situation

Then, assess each of the 6 key dimensions for the

preferred situation (lets say in 5 years)

Your personal Culture Profile is emailed to your

address immediately after completion

OCAI One is free for individual participants

22

11

29-09-2013

OCAI Profile: the info

www.ocai-online.com

23

OCAI cultural profile

Total Flexibility
30 25

Clan

20 15 10 5

Adhocracy

Now Clan
External

Preferred 39,26 27,41 11,39 21,94 100

40,32 26,02 13,38 20,28 100

Internal

Adhocracy Market Hierarchy

Hierarchy

Market

Stability

NOW

PREF

24

12

29-09-2013

The profile shows:

Dominant organizational Clan Culture, followed by Adhocracy Culture. Focus on flexibility and professional freedom. Hardly any difference Current versus Preferred culture. Im content. I dont want change.

A strong dominant culture of about 40 points.

Discuss this profile with colleagues!
25

The profile shows (2):

Congruence on 6 cultural aspects: are all 6 dominant in the same culture type? Comparison with other organizations The developmental phase of the organization: starting as a pioneer in adhocracy, growing in clan, structuring in hierarchy and assuring results in market culture.
26

13

29-09-2013

OCAI Pro:
An online account for a team or organization One price for any number of participants Start and close it yourself and track the number of participants (but not who they are) Results of all respondents are combined in a report with collective profiles of the current and preferred culture, incl 6 key aspects of culture.
27

OCAI Enterprise:
An online assessment for an organization With as many sub-profiles as you like (price for number of profiles not participants): E.g. executives and employees, 4 different locations or Marketing and Production etc. An extensive report with collective profiles of the current and preferred culture, incl 6 aspects of culture, plus all sub profiles explained
28

14

29-09-2013

OCAI Extras:
OCAI Preparation Kit: a practical guide to start and monitor the culture assessment
OCAI Work Kit: a practical guide and road map for a one- or two-day OCAI workshop in your organization. With an easy-to-use PowerPoint presentation and tables that help you concretize culture, define behavioral change, take action Interview with prof. Kim Cameron & essay Positive Energizers
29

OCAI Workshop:
The current & preferred cultural profile is the quantitative starting point for solid change

Easy to follow format for a change process that you customize to your situation
Get qualitative information in the workshop Engage employees Reach consensus, solve objections and resistance Elaborate to concrete behavior: real change!
30

15

29-09-2013

Using the OCAI for

www.ocai-online.com

OCAI is used:
To help make change, restructuring or downsizing successful

To assess a possible merger

To help improve leadership &employee retention To check employee satisfaction To enhance organizational performance To help hiring the right people to fit into culture
32

16

29-09-2013

Using OCAI+workshop:
1. Turning resistance into cooperation

2. Clarity on where you stand now and where you want to go: a clear motivating vision
3. Using information and energy from all levels in the organization; employee engagement 4. Realistic plans, momentum to change, hidden conflicts solved: successful, sustainable change
33

Utilize OCAI:
See how your team or organization can engage in successful, sustainable change
Change culture, change behavior, change performance. Use the easy OCAI format to realize your tailor made successful change. Good luck!
34

17