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Instrument Interpretation Paper

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Instrument Interpretation Result Paper
Assignment 3-1
Professor Nicolette Howells
Shaniqua Adanandus
June 1, 2012

Instrument Interpretation Result Paper
The Organizational Culture Assessment Instrument (OCAI) The Organizational Culture Assessment Instrument (OCAI) is a tool that scores an organizational culture. This test gives a person an idea about a business’s culture by making sure the scores and the process of the test are Validity and Reliability. This test helped me discover the present culture of Limited Brands, as well as the areas this company functions well in, and the areas this company struggles in. This paper analyzes the instrument and the measurement of the OCAI, its validity and reliability, and the scores of the culture of Limited Brands. In addition, the culture graphic describes two incidents or events in the history of the organization that illustrate values that I believe should be carried on into the future; finally, the paper will include my personal interpretation of the meaning of my results, including what I learned about myself from completing this assignment. The Organizational Culture Assessment Instrument (OCIA) is used to diagnose an organization’s culture. This test is made up of six questions which were found to be very useful, and reliable. The questions consists of: 1.) The dominant characteristics of the organization, or what the overall organization is like 2.) The leadership style and approach that permeate the organization 3.) The management of employees or the style that characterizes how employees are treated and what the working environment is like 4.) The organizational glue or bonding mechanisms holding the organization together. 5.) The strategic emphases that define what areas of focus drive the organization’s strategy 6.) The criteria of success that determine how victory is defined and what gets rewarded and celebrated. (pg,153) Many companies use this instrument to define the culture within their organizations. The diagnosis, after completing this test, tells the style of the company: whether it functions as a Clan, Adhocracy, Hierarchy, or Market. This test is able to provide people with reliable and accurate information by making sure it’s reliable and valid. Reliability means the extent to which the instrument measures culture types consistently (pg.153). Validity means to the extent to which phenomena that are supposed to be measured are actually measured. Tell how you know the instrument gives valid and relaiable info? Test Results Since this study is valid and reliable it helps me discover Victoria’s Secret warehouse scores higher as a Hierarchy organization and not so much Adhocracy at the present time. Hierarchy is the highest score within the distribution center, scoring 72. The high Hierarchy score shows the organization is a very structured and formalized company to work for (pg.66). This organization focuses mainly on following the rules and telling people what do (pg.66). The leaders of this organization pride themselves on being good coordinators and organizers, who are efficiency-mined (pg.66). The rules and policies are strictly enforced by the management and leadership staff (pg.66). The long-term concern is on stability and performance with efficient, smooth operations. Success is defined in terms of dependable delivery, smooth scheduling, and low cost (pg.66). On one hand, Victoria’s Secret is not a dynamic, entrepreneurial, and creative place to work for (pg.67). Since The Adhocracy culture is the lowest score, scoring 15, people tend not to work as hard or stick their back out for the company. More people tend to be lazy or not work as hard. This company is not experimental or high in innovation. However, this company does focus on growing the company and on developing new ideas that will keep consumer buying. Nevertheless, this business does not encourage initiative and freedom. The Market Culture is low scoring 20 points. This company market is a results-oriented organization. The managers stress getting the job done, and managers want the job to accurate with no errors. The leaders are tough and very demanding. They want the job to be done right the first time with no mental errors. The long-term focus is on competitive actions and achievement of measurable goals and targets. This company’s success is defined by the market, and competitive service and products and market leadership are important. The third highest score is scoring 32, for Clan Culture. This means that this facility is a very friendly place to work where people share a lot of themselves (pg.66). It is like an extended family. However, the future for this company makes a sufficient change. The company’s score for Adhocracy shows it to be a dynamic company where people want to work harder for the company scoring 85. The company becomes less oriented. However, the market reputation and success are common concerns scoring a 18.5. The last two scored in the 30s, meaning the company still focuses on rules and policies and still has a family atmosphere. Victoria’s Secret is a company that follows rules and almost everyone gets along with each other very well.
My Thoughts: Since working for this organization I had a chance to see first-hand the culture’s structure. The manager at Victoria Secret in the warehouse department focuses mainly on following the rules, and getting the job done right with no errors. Taking this text help me realize the key elements that I was aware of and how it is compared to the culture. The manager tries to be too friendly; however the higher managers stay focused on the company goals and vision. This is good; however, it also makes most of the employees very unhappy. I knew from my experience that this business would fall more under the Hierarchy culture found by Max Weber in 1947. This company is very stable and efficient, highly consistent in delivery of products and service (pg37). Limited Brands is the only organization that continues to make sales in the non-peak seasons. This company has a strong mission and vision statement that all managers and employees must follow.
Completing this test helped me realize that I am great in analyzing businesses. Also it taught me about the culture of the business I work for. The OCAI is a wonderful test and it allows organizations a chance to view their culture.
Sheniqua,
General thoughts:
-Somewhere it would be good to define early in the paper what the categories mean
-You should check each paragraph and see if you have places where you used quotes that you didn’t include a citation for (in some places the language sounds different
-I was surprised at the end learning that you worked there. Is that a part of the assignment—to work in the organization you study? Can you introduce that part more?
-Maybe add some more to the last paragraph about your thoughts/the impact of the study on your learning
-Yellow highlighted parts are places I couldn’t really change the wording for because I couldn’t figure it out myself.
-On your next paper, I will want to see the assignment itself, and talk to you more about it. That way I’ll know more about what I’m trying to help create. This one was pretty confusing for me! This is good practice, though..

Send it to me again if you’d like, after you’ve made some edits…?
-Johari
-

Reference
Cameron S. Kim, Quinn E. Robert. Diagnosing and Changing organizational Culture.

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