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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5
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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!