ocai general information

7/27/2019 Ocai General Information

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Organizational Cultureand its importance

www.ocai-online.com

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What is culture:

Culture comprises the collective assumptionsand the way we do things around here

People copy, coach and correct each other to fitinto this collective Culture and be part of thegroup


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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.

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Make culture work:

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

Utilize culture, engage your people and turn anyresistance into momentum and successfulchange

Make culture work for your organization!


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Organizational CultureAssessment: basics

www.ocai-online.com

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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


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OCAI offers: Quick, identifiable diagnosis with a visual profile

A quantitative starting point completed withqualitative information

Consensus about current and preferred culture

Momentum for change

A clear format to change that you customize toyour situation

Basis for successful and sustainable change

Users said:

It is a very useful tool. It provides a quick andeasy way for the key players in the organizationto look at where they agree and disagree. It then

provides a way to help the rest of theorganization to understand culture and tounderstand what the leadership seeks. I highlyrecommend it.Jo McDermott, Principal atCatalyst for Change Consulting

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OCAI modelwww.ocai-online.com

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Competing values

The OCAI is based on the Competing ValuesFramework

2 major polarities of values were found to

determine organizations effectiveness:

1. Internal versus external focus

2. Stability versus flexibility


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4 Culture Types

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Clan culture

Internal focus & flexibility

Family: friendly

Leader type: father, mentor

Communication, commitment, development

Theory = High commitment and solidarityproduce effectiveness


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Adhocracy culture

External focus & flexibility

Dynamic, entrepreneurial, creative

Leader type: innovator, entrepreneur

Innovation, agility, transformation

Theory = Innovativeness, growth and creativityproduce effectiveness

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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


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Hierarchy culture

Internal focus & stability

Formal attitude, structure, procedures

Leader type: coordinator, organizer

Efficiency, reliability, timeliness, consistency

Theory = Efficiency, timeliness and consistencyproduce effectiveness

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OCAI online surveywww.ocai-online.com


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6 key dimensions of

culture:1. Dominant characteristics

2. Organizational leadership

3. Management of employees

4. Organization glue

5. Strategic emphases6. Criteria of success

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The assessment:

Divide 100 points over 4 descriptions thatcorrespond with the 4 culture types

Dividing points is just like real life, where youhave to divide your time, energy and money

Assess each of the 6 key dimensions for thecurrent situation


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Complete theassessment:

Assess each of the 6 key dimensions for thecurrent 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 youraddress immediately after completion

OCAI One is free for individual participants


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OCAI Profile: the infowww.ocai-online.com

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OCAI cultural profile

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Flexibility

Adhocracy

External

Market

Stability

Hierarchy

Internal

Clan

Total

NOW PREF

Now Preferred

Clan 40,32 39,26

Adhocracy 26,02 27,41

Market 13,38 11,39

Hierarchy 20,28 21,94

100 100


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The profile shows:

Dominant organizational Clan Culture, followedby Adhocracy Culture. Focus on flexibility andprofessional freedom.

Hardly any difference Current versus Preferredculture. Im content. I dont want change.

A strong dominant culture of about 40 points. Discuss this profile with colleagues!

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The profile shows (2):

Congruence on 6 cultural aspects: are all 6dominant in the same culture type?

Comparison with other organizations

The developmental phase of the organization:starting as a pioneer in adhocracy, growing inclan, structuring in hierarchy and assuringresults in market culture.


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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 numberof participants (but not who they are)

Results of all respondents are combined in a

report with collective profiles of the current andpreferred culture, incl 6 key aspects of culture.

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OCAI Enterprise:

An online assessment for an organization

With as many sub-profiles as you like (price fornumber of profiles not participants):

E.g. executives and employees, 4 differentlocations or Marketing and Production etc.

An extensive report with collective profiles of thecurrent and preferred culture, incl 6 aspects ofculture, plus all sub profiles explained


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OCAI Extras:

OCAI Preparation Kit: a practical guide to startand monitor the culture assessment

OCAI Work Kit: a practical guide and road mapfor a one- or two-dayOCAI workshop in yourorganization. With an easy-to-use PowerPointpresentation and tables that help you concretizeculture, define behavioral change, take action

Interview with prof. Kim Cameron & essayPositive Energizers

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OCAI Workshop: The current & preferred cultural profile is the

quantitative starting point for solid change

Easy to follow format for a change process thatyou customize to your situation

Get qualitative information in the workshop

Engage employees

Reach consensus, solve objections and resistance

Elaborate to concrete behavior: real change!


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Using the OCAI forwww.ocai-online.com

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OCAI is used:

To help make change, restructuring ordownsizing 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


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Using OCAI+workshop:

1. Turning resistance into cooperation

2. Clarity on where you stand now and where youwant to go: a clear motivating vision

3. Using information and energy from all levels inthe organization; employee engagement

4. Realistic plans, momentum to change, hiddenconflicts solved: successful, sustainable change

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Utilize OCAI:

See how your team or organization can engage insuccessful, sustainable change

Change culture, change behavior, changeperformance.

Use the easy OCAI format to realize your tailormade successful change. Good luck!

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