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Organizational Culture Assessment Instrument

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Organizational Culture Assessment Instrument

An organization is a social unit of people that is structured and managed to meet a need or to pursue collective goal. All organizations have a management structure that determines relationships between the different activities and the members, and subdivides and assigns roles, responsibilities, and authority to carry out different tasks. Organizations are open system they affect and are affected by their environment.
In an organization, as per the structure of the organization and the industry requirements the organization internally may be divided into separate departments. These departments help delegating the work resulting into better accuracy. Inter connected and co dependant working departments result into better team dynamics making the department and the company as a whole better equipped to face the external environmental disturbances. Adaptation to the external environment, hierarchical structure, the participative nature of the employees in the activities within the organization constitute of the culture of the organization. Every organization has its own strengths and weaknesses and there always is a scope for improvement.
Management professors, Kim S. Cameron & Robert E. Quinn of the University of Michigan, developed Organizational Culture Assessment Instrument (OCAI) to assess organizational culture.
The tool assesses following six characteristics for corporate culture:
• Dominant characteristics
• Organizational leadership
• Management of employees
• Organization glue
• Strategic emphases
• Criteria of success
The analysis is rated against the existing parameters and the desirable parameters and then are plotted on a quadrant graph
• Internal focus and integration v/s External focus and differentiation
• Stability and control v/s Flexibility and discretion

Following is the OCAI Model for Studio High Media Pvt Ltd(Google Agency-Google maps) The comparison between the present & preferred OCAI values reflects the need of cultural shift in the organization.

To implement the required changes following strategies can be implemented:
Clan Culture:
Clan culture builds a sense of belonging to the organization, a feeling of the sorts of extended family. At the same time certain level of professionalism needs to be maintained.
• Maintaining the friendly environment professional do’s and don’ts have to clearly mentioned for the employee to abide by at all times.
• The Higher level management should play an important role in maintaining the work discipline
Adhocracy Culture:
• Company should strive to innovate and promote new ideas
• Creative inputs from the employees should be encouraged
• Company must match upto industry standards and newer benchmarks at regular intervals
• Encourage individual ingenuity and freedom.
• Emphasis on growth with continuous improvement & risk taking.

Market Culture:
• Compete aggressively to reach goals.
• Focus on importance of winning.
• Measure client preferences & improve productivity.
• Maintain good reputation of organization.
• Create external partnerships with customers & suppliers.

Hierarchy Culture:
• In a high clan element organization, hierarchy plays an important role in maintaining the work force on track to reach the goals and attain profits.
• Clear hierarchy must be defined for professional reasons solely
• The hierarchy must be performance and experience driven for the younger and the new employees to guide and mentor

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