Diagnosing and Designing an Organizational Culture Based ... · products/services innovations and...

DIAGNOSING AND DESIGNING AN ORGANIZATIONAL CULTURE

BASED ON

ORGANIZATIONAL CULTURE ASSESSMENT INSTRUMENT (OCAI)

SURVEY

Presenter: Aminat Ahmadu Abubakar

Venue: Stratford University, Falls Church, VA

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AGENDA

Agenda 1

Introduction

Icebreaker

• Coin Logo

Break

What is Organizational Culture?

Basic Components

Importance of Organizational Culture

Exercise 1

Do You Understand Your Organization’s Culture?

Break

Cultural Change Process

Exercise 2

Diagnosing Culture Change

Agenda 2

The Organizational Culture Assessment Instrument (OCAI)

Advantages of Using the Assessment Instrument (OCAI)

Organizational Culture Model: The Competing Value Framework

The Four Organizational Culture Profile

The Four Quadrant

Break

Exercise 3

The Competing Value Culture Assessment

Q & A, Evaluation

Close of Workshop

INTRODUCTION

Organizational culture is vital for a business future and performance.

Organizations must change in order to survive today’s fast-paced

global business environment. This is due to the disruptive

products/services innovations and technological development.

The goal of the workshop is to have participants engage in practical

hands-on using the Organizational Culture Assessment Instrument

(OCAI), a tool used for assessing organizational culture. The culture

audit identifies a five-year future desired culture that fits into

projected opportunities and environmental demands.

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Workshop Topics Overview

1. What is organizational culture

2. Basic components

3. Importance of organizational

culture

4. Zappos family core values

5. IKEA

6. Cultural change process

INTRODUCTION – CONT’D

7. The organizational Culture

Assessment Instrument (OCAI)

8. Advantages of using the

Assessment Instrument (OCAI)

9. Organizational culture model:

The Competing Value

Framework

10.The four organizational culture

profile

11.The four quadrants

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INTRODUCTION – CONT’D

Workshop Objective:

1. Describe the importance of organizational culture.

2. Use the Organizational Culture Assessment Instrument (OCAI) tool to

evaluate the current organizational culture.

3. Differentiate between the four cultural profiles based on the Competing

Values Framework.

4. Compare and contrast how the current organizational culture and

desired culture fits with future trends and opportunities.

5. Create an action plan for a preferred future organizational culture.

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ICEBREAKER – COIN LOGO

Goal: Promote self and collective awareness by enabling team members to personally

connect.

1. Participants to empty their pockets, purses, and wallets of any coins they may have

and place them on a table.

2. Others can share their coins if someone does not have any coins or only has very

few.

3. Each participant should create his/her own personal logo, using the coins in front of

you, in sixty seconds.

4. You may use other materials such as pens, notebooks, wallets, etc., in the creation of

your personalized logo.

5. Explain and discuss what the logo represent.

6http://yfsmagazine.com/2013/09/21/5-team-building-exercises-to-improve-company-culture/

WHAT IS ORGANIZATIONAL CULTURE?

7

Culture is a socially

constructed attribute

of organizations that

serve as the social

glue binding an

organization

together.Cameron and Quinn, 2011

BASIC COMPONENTS

1. Values: What a company does, its mission, and how it represents itself

2. Assumptions: The attitudes, often unconscious, formed through company processes and actions that inform what employees think

3. Artifacts: What a company represents in the form of products, technologies, publications, processes, dress code, location, and architecture

The neglect of organizational culture affects productivity, performance and interactions which leads to most organizations’ failure.

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IMPORTANCE OF ORGANIZATIONAL CULTURE

1. Organizational culture has a powerful effect on performance and long-term

effectiveness of organizations.

2. It is a critical factor in long-term financial success.

3. It has a great positive impact in employee morale, physical health, and

emotional well-being.

4. Culture creates a sense of order, continuity, and commitment that permeates

every aspect of the organization, from how employees interact to customer

perceptions.

5. Culture provides resilience in tough times and is more efficient than strategy.

For example, Apple Computer’s commitment to innovation is cultural, not process driven. As a result, the

organization has flourished, virtually untouched by competition and with a distinct culture all its own.

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CULTURAL CHANGE PROCESS

Cultural change generally arises in three forms:

Evolutionary

1. Allowing change to occur slowly over time with sights set on company-wide

transformation.

Focused

2. Involving measures exacted upon only certain elements or subcultures

Revolutionary

3. Forcing an entire organization to change course drastically

Caution:

• Revolutionary approach can be turbulent resulting in employee turnover or low morale.

• Most cultural change program failure occurs as a result of being too drastic,

demanding too much, too quickly.10

ZAPPOS FAMILY CORE VALUES

As we grow as a

company, it has

become more and

more important to

explicitly define the

core values from

which we develop our

culture, our brand,

and our business

strategies. These are

the ten core values

that we live by:

11https://www.zappos.com/core-values

12https://www.thelocal.se/20180128/the-life-and-times-of-ikea-founder-ingvar-kamprad

EXERCISE 1 - DO YOU UNDERSTAND YOUR

ORGANIZATION’S CULTURE?

1. What 10 words would you use to describe your organization?

2. What is really important around the organization?

3. What gets promoted in the organization?

4. What behaviors get rewarded in the organization?

5. Who fits and who does not within the organization?

6. What norms are exhibited?

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EXERCISE 2 - DIAGNOSING CULTURE CHANGE

1. What elements of the current culture do you want to KEEP?

2. What elements of the current culture would you like to

ELIMINATE?

3. What elements would you like to ADD?

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THE ORGANIZATIONAL CULTURE ASSESSMENT

INSTRUMENT (OCAI)

The Organizational Culture Assessment Instrument (OCAI) a tool used for assessing

organizational culture around the world.

1. The OCAI survey helps identify organization’s current culture and gaps.

2. It identifies a desired culture to help developed to match future demands of the

environment and opportunities in the next 5 years.

The following are the six addressed fundamental indicators of organizational culture.

1. Basic assumptions – Dominant Characteristics and Organizational Glue

2. Interactions assumption – Organizational Leadership, and Management of

Employees

3. Organizational direction – Strategic Emphasis, and Criteria of Success

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ADVANTAGES OF USING THE ASSESSMENT

INSTRUMENT (OCAI)

There are six advantages to diagnosing and changing organizational culture:

1. It is practical – captures the important dimensions of culture found to make a difference in organizations’ success.

2. It is efficient – it is less time consuming in diagnosing to creating a strategy for change.

3. It is involving – it is inclusive of all member responsible for the establishment of direction, reinforcement of values, and guide to fundamental change.

4. It is both quantitative and qualitative – process depends on quantitative measures of core cultural dimensions as well as qualitative methods include stories, incidents and symbols.

5. It is manageable – the process of diagnosis and change can be implemented in-house without external help.

6. It is valid – the process is verifiable conducted within the organization and supported by documented evidences.

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ORGANIZATIONAL CULTURE MODEL:

THE COMPETING VALUES FRAMEWORK

19http://www.artsjournal.com/fieldnotes/2012/12/the-competing-values-framework/

THE FOUR ORGANIZATIONAL CULTURE PROFILE

20http://www.artsjournal.com/fieldnotes/2012/12/the-competing-values-framework/

THE FOUR QUADRANTS

The Competing Values Framework (CVF) consists of two dimensions - vertically

and horizontally - resulting in four quadrants.

1. Some organizations are effective if they demonstrate flexibility and

adaptability.

2. Other organizations are effective if they demonstrated stability and control.

3. Some organizations are effective if they maintain efficient internal processes.

4. Other organizations are effective if they maintain competitive external

positioning relative to customers and clients.

These differences represent the different ends of two dimensions making up the

fundamentals of the Competing Values Framework.

Each quadrant in the framework represents a way of being, seeing, managing,

and organizing.21

EXERCISE 3 - THE COMPETING VALUES CULTURE ASSESSMENT

23https://www.boomhogeronderwijs.nl/media/8/download_pdf_culture_assessment_workbook.pdf

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“Successful organizational cultures are intentional

by design, not the product of default or

serendipity, so how could your organization

improve its performance?

A cultural assessment of the workspace might be

a valuable place to start.”

- Haworth

• Q & A

• Contact Info

• Evaluation

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REFERENCES

• Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework (3rd ed.). San Francisco, CA: Jossey-Bass.

• Cameron, K. S., & Quinn, R. E. (n.d.). The Competing Values Culture Assessment: A Tool from the Competing Values Product Line. Retrieved from https://www.boomhogeronderwijs.nl/media/8/download_pdf_culture_assessment_workbook.pdf

• Haworth. (2015). How to Create a Successful Organizational Culture: Build It—Literally. Retrieved from http://eu.haworth.com/docs/default-source/white-papers/how-to-create-a-successful-organizational-culture.pdf?sfvrsn=4

• Zehra, D. (2013, September 21). 5 Team Building Exercises to Improve Company Culture. Retrieved from http://yfsmagazine.com/2013/09/21/5-team-building-exercises-to-improve-company-culture/

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https://www.boomhogeronderwijs.nl/media/8/download_pdf_culture_assessment_workbook.pdfhttp://eu.haworth.com/docs/default-source/white-papers/how-to-create-a-successful-organizational-culture.pdf?sfvrsn=4

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