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Title: www.ocai-online.com * Utilize OCAI: See how your team or


1
Organizational Culture Assessment Instrument
  • www.ocai-online.com

2
In this presentation
  • Well discuss
  • Organizational Culture and its importance
  • The Organizational Culture Assessment Instrument
    its theory
  • The OCAI online survey how it works
  • OCAI profile how to interpret the information
  • OCAI options how and when to use it

3
Organizational Culture and its importance
  • www.ocai-online.com

4
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

5
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.

6
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!

7
Organizational Culture Assessment basics
  • www.ocai-online.com

8
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

9
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

10
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

11
OCAI model
  • www.ocai-online.com

12
Competing values
  • The OCAI is based on the Competing Values
    Framework
  • 2 major polarities of values were found to
    determine organizations effectiveness
  • Internal versus external focus
  • Stability versus flexibility

13
4 Culture Types
14
Clan culture
  • Internal focus flexibility
  • Family friendly
  • Leader type father, mentor
  • Communication, commitment, development
  • Theory High commitment and solidarity produce
    effectiveness

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

16
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

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

18
OCAI online survey
  • www.ocai-online.com

19
6 key dimensions of culture
  • Dominant characteristics
  • Organizational leadership
  • Management of employees
  • Organization glue
  • Strategic emphases
  • Criteria of success

20
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

21
(No Transcript)
22
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

23
OCAI Profile the info
  • www.ocai-online.com

24
OCAI cultural profile
25
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!

26
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.

27
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.

28
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

29
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

30
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!

31
Using the OCAI for
  • www.ocai-online.com

32
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

33
Using OCAIworkshop
  • Turning resistance into cooperation
  • Clarity on where you stand now and where you want
    to go a clear motivating vision
  • Using information and energy from all levels in
    the organization employee engagement
  • Realistic plans, momentum to change, hidden
    conflicts solved successful, sustainable change

34
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!
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