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1 June 2007 Organizational Culture Inventory OCI Standard Report human synergistics/center for applied research, inc.
2 () 1 Organizational Culture Inventory Current Culture N=300 Overall, the strongest extensions are in the Aggressive/Defensive cluster. With respect to the specific cultural norms, the Primary Style is Avoidance People are expected to: push decisions upward take few chances make popular rather than necessary decisions Secondary Style is Oppositional People are expected to: point out flaws stay detached and perfectly objective look for mistakes
3 () 2 Current Culture N=300 Constructive Humanistic 0.00% Moderate Affiliative 0.00% Moderate Achievement 0.00% Moderate Self-Actualizing 0.00% Moderate Passive/Defensive Approval 0.00% Low Conventional 0.00% Moderate Dependent 0.00% Low Avoidance 0.00% Low Aggressive/Defensive Oppositional 0.00% Moderate Power 0.00% Low Competitive 0.00% Low Perfectionistic 0.00% Moderate
4 () 3 Historical Ideal Culture N=560 Overall, the strongest extensions are in the Constructive cluster. With respect to the specific cultural norms, the Primary Style is Humanistic-Encouraging Ideally, people should be expected to: be a good listener encourage others resolve conflicts constructively Secondary Style is Self-Actualizing Ideally, people should be expected to: maintain their personal integrity communicate ideas enjoy their work
5 () 4 Historical Ideal Culture N=560 Constructive Humanistic 0.00% High Affiliative 0.00% High Achievement 0.00% High Self-Actualizing 0.00% High Passive/Defensive Approval 0.00% Moderate Conventional 0.00% Moderate Dependent 0.00% Moderate Avoidance 0.00% Moderate Aggressive/Defensive Oppositional 0.00% Moderate Power 0.00% Moderate Competitive 0.00% Moderate Perfectionistic 0.00% Moderate
6 () 5 Current vs. Historical Ideal Culture Current Culture Historical Ideal Culture Overall, the largest gaps between the Current and Ideal are in the Constructive cluster. Primary gap is Self-Actualizing Specifically, the items that have the largest gaps are: think in unique and independent ways enjoy their work maintain their personal integrity Secondary gap is Avoidance Specifically, the items that have the largest gaps are: make popular rather than necessary decisions take few chances put things off
7 () 6 Current vs. Historical Ideal Culture Constructive Current Ideal Percentage Gap Humanistic 00.00% 00.00% 00.00% Affiliative 00.00% 00.00% 00.00% Achievement 00.00% 00.00% 00.00% Self-Actualizing 00.00% 00.00% 00.00% Passive/Defensive Current Ideal Percentage Gap Approval 00.00% 00.00% 00.00% Conventional 00.00% 00.00% 00.00% Dependent 00.00% 00.00% 00.00% Avoidance 00.00% 00.00% 00.00% Aggressive/Defensive Current Ideal Percentage Gap Oppositional 00.00% 00.00% 00.00% Power 00.00% 00.00% 00.00% Competitive 00.00% 00.00% 00.00% Perfectionistic 00.00% 00.00% 00.00%
8 () 7 Outcomes of Culture Role Clarity and Role Conflict to a very great extent not at all 1.00 Clear Roles "Fit In" (Inconsistent Roles) (Think Differently) Historical Average Constructive Benchmark To what extent Mean do you clearly know what is expected of you as a member of this organization do you feel you comfortably fit in as a member of this organization ( do you receive inconsistent messages regarding what is expected) ( does your job require you to think differently than would otherwise be the case) (Items in parentheses) are negatively worded; therefore, high scores along these items are undesirable.
9 () 8 Outcomes of Culture Quality of Service to a very great extent not at all 1.00 Customers Feel Good About Service Changing Needs of Customers Repeat Business Superior Customer Service Recommend Organization to Customers Historical Average Constructive Benchmark To what extent Mean would you personally go out of your way to make sure that a customer/client feels good about the service you ve provided does the organization respond effectively to the changing needs of its customers do you believe the organization will get repeat business from its present customers does your organization have a reputation for superior customer service would you recommend this organization to potential customers/clients seeking the products or services it offers
10 () 9 Outcomes of Culture Employee Satisfaction to a very great extent not at all 1.00 Satisfied Intention to Stay Recommend Organization as Workplace Historical Average Constructive Benchmark To what extent Mean are you satisfied being a member of this organization do you expect to be with this organization two years from now would you recommend this organization as a good place to work
11 This report was prepared exclusively for the use of By Human Synergistics/Center for Applied Research 216 W. Campus Drive, Suite 102 Arlington Heights, IL Tel Fax Web All material contained herein are Copyright 2003 by All Rights Reserved Based on: Cooke, R. A., and Lafferty, J. C., Organizational Culture Inventory (Plymouth, MI: Human Synergistics, 1987). Human Synergistics, Inc. is committed to designing, developing, and producing quality human- and organizational-development materials, programs, and processes that focus on achieving the highest level of client satisfaction, producing measurable results, and encouraging autonomy in their application by client organizations. Human Synergistics has offices in Michigan, Illinois, Canada, Australia, Finland, Germany, New Zealand, the British Isles, Belgium and the Netherlands. human synergistics/center for applied research, inc.
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