exeqserve organizational assessment project

8/3/2019 ExeQserve Organizational Assessment Project

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2011

A Proposal by

Organizational Assessment

EXEQSER

CORPORATIUnit 2108,

Corporate CentSedeno S

Cor. 141 Valero SSalcedo Villag

Makati C


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ORGANIZATIONAL ASSESSMENT

The alignment of organization and people development interventions

with the desired organizational culture is paramount to its success.However, in order to get where we want to be, we need to also knowwhere we stand at this point in time. This is the main intention of thisproposal to facilitate the assessment of the companys organizational

culture by the employees. This is so that management can determinethe gap between the now and the desired future and also to help

guide those responsible for people and organization development inidentifying the necessary

interventions to reshape theorganization.

Organizational Culture is a

commonly held-in mind framework

of organizational members. Thisframework contains basic

assumptions and values. Thesebasic assumptions and values are

taught to new members as the wayto perceive, think, feel, behave, and

expect others to behave in theorganization. Edgar Schein(1999)

says that organizational culture isdeveloped overtime as people in the

organization deal successfully withproblems of external adaptation andinternal integration. It becomes the common language and thecommon background. So culture arises out of what has been

successful for the organization.

OBJECTIVES

a. Submit a qualitative assessment of the Organizational Culture

by reviewing the followinga. Organizational Philosophies

b. Policies

c. Rewards and recognition programsd. Performance management


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b. Submit a quantitative Assessment of organizational culture

covering:a. Six key dimensions

i. Dominant Characteristicsii. Organizational Leadership

iii. Management of Employeesiv. Organization Glue

v. Strategic Emphasesvi. Criteria for Success

b. Leadership Practicesc. Organizational climate

d. Identify organizational strengths and weaknesses in termsof leadership practices and team dynamics based onavailable information to help management identify areas

that they can address immediately.

PROJECT FOCUS AND SCOPE

PHASE 1. PROJECT BRIEFING AND DATA GATHERING

As this project will involve key players in the organization, it is

important to ensure that roles and deliverables are clear. A one to twohours meeting will be held to discuss the phase one plan. Consultants

will also begin to gather raw data for initial qualitative assessment.These data include:

Company Vision, Mission and Core ValuesEmployment Polices

Latest strategic plan

Performance Management Policy documents

PHASE 2. QUALITATIVE CULTURE ASSESSMENT

There are information about the companys culture that can only becaptured through observation and asking of questions aboutorganizational practices. Some of the information will either

corroborate quantitative data gathered or will serve as informationthat cannot be boxed or categorized. This information is captured in

the companys documented policies and employeesperception. The


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consultants shall use observation and focus group discussion to

generate this information

PHASE 3. QUANTITATIVE ORGANIZATIONAL CULTUREASSESSMENT

This phase focuses on conducting quantitative data gathering usingquestionnaires and employee perception surveys. We shall use the

following tools to extract important information about Asiantechsculture

a. Organizational Culture Assessment Instrument (OCAI) This tool determines the type of culture an organization

has based on the perception of its employees. It alsodetermines the gap between the current culture and what

the members of the organizations prefer. We intend to do

a cross sectional analysis of the respondentsresponses todetermine if there are correlations or not in the

preferences of Senior Management, middle managementand rank and file employees.

b. Leadership Practices Assess the organizationalleaders/managers ability to demonstrate best practices in

leadership by having them assessed by their superiors,their peers and their subordinates.

c. Organizational Team Dynamics This tool was developedby modern organization development and management

guru Patrick Lencioni. The tool assesses 5 teamfundamentals and determines which of these are strong orweak in the organization. These are:

a. Trust

b. Conflict Management

c. Commitmentd. Accountability

e. Focus on Resultsa. Employee Engagement assessment using is a survey

designed to measure employee engagement. The instrument wasthe result of hundreds of focus groups and interviews.

PHASE 4. COLLECTION AND SUBMISSION OFASSESSMENTS AND RECOMMENDATIONS

The final report shall consist of the following features:


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a. Qualitative report detailing our assessment of both written and

unwritten policies and norms as observed and generated frominterviews and focus group discussions. It will also contain our

assessment of how deeply ingrained the organizations mission,vision, values and policies in the employees awareness,

behaviors, performance and decision making.

b. Quantitative report showing result of surveys conducted to;

determine the companys type of culture based onrespondents perception in comparison with how they

desire it to be;

leadership practices in comparison with best leadership

practices; organizational dynamics, its strengths andweaknesses; and

employees engagement.

SCHEDULE OF ACTIVITIES:

Project Start Date: TBD Project End Date: TBD

A more detailed time table shall be presented and agreed upon afterapproval of this proposal for better project management.

Project Phase Activity ProposedTimeline

Result/Output

Phase 1.

Project Briefing

and DataGathering

Provide overall

direction and farm outtasks

1 to 2

hours

Project work

plan withmilestones and

deliverables

Phase 2:

QualitativeAssessment

Collection of allavailable information

that can be used forthe assessment of

1 2weeks

Copies of thefollowing are

given toExeQserve:


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Result/Output

organizational culture

CompanyVision,

Mission andCore ValuesEmployment

PolicesLateststrategic

plan

PerformanceManagementPolicy

documentsCompanyVision,

Mission andCore Values

Employment

PolicesLatest

strategicplan

Performance

ManagementPolicydocuments

Focus GroupDiscussion

Formulate focusgroup discussion

questions

Conduct focusgroup discussion

Tabulate results Include results in

the final report

2 weeks Focus Group

Discussion

Report

Phase 3.

Quantitative

Organizational

1. OrganizationalCulture

Assessment

survey

2 to 3

weeks

Completion ofsurveys

Assessment of


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Result/Output

Culture

Assessment

2. Leadership

Practicesinventory

3. OrganizationalDynamicsSurvey

4. Employeeengagementsurvey

survey results

Phase 4.

Submission of

Comprehensivereport

1. Submission ofreport

2. Presentation of

report anddiscussion of

possible nextsteps

One week

Management

receipt ofreport

Resolution of

issues andconcerns

Managementacceptance of

result

exeqserve organizational assessment project

Documents