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Organizational Culture Change: Use OCAI



This presentation gives an overview of the theory and practice of the validated Organizational Culture Assessment Instrument (by Cameron & Quinn) that is freely available on http://www.ocai-online.com

This presentation gives an overview of the theory and practice of the validated Organizational Culture Assessment Instrument (by Cameron & Quinn) that is freely available on http://www.ocai-online.com



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    Organizational Culture Change: Use OCAI Organizational Culture Change: Use OCAI Presentation Transcript

    • Organizational Culture Assessment Instrument
        • www.ocai-online.com
    • In this presentation:
      • We’ll 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
    • Organizational Culture and its importance
        • www.ocai-online.com
    • 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
    • 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.
    • Make culture work:
      • Avoid the 50-75% failing change projects because they don’t match with culture…
      • Utilize culture, engage your people and turn any resistance into momentum and successful change
      • Make culture work for your organization!
    • Organizational Culture Assessment: basics
        • www.ocai-online.com
    • 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
    • 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
    • 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
    • OCAI model
        • www.ocai-online.com
    • Competing values
      • The OCAI is based on the Competing Values Framework
      • 2 major polarities of values were found to determine organization’s effectiveness:
          • Internal versus external focus
          • Stability versus flexibility
    • Quadrant 4 Culture Types
    • Clan culture
      • Internal focus & flexibility
      • ‘Family’: friendly
      • Leader type: father, mentor
      • Communication, commitment, development
      • Theory = High commitment and solidarity produce effectiveness
    • Adhocracy culture
      • External focus & flexibility
      • Dynamic, entrepreneurial, creative
      • Leader type: innovator, entrepreneur
      • Innovation, agility, transformation
      • Theory = Innovativeness, growth and creativity produce effectiveness
    • 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
    • Hierarchy culture
      • Internal focus & stability
      • Formal attitude, structure, procedures
      • Leader type: coordinator, organizer
      • Efficiency, reliability, timeliness, consistency
      • Theory = Efficiency, timeliness and consistency produce effectiveness
    • OCAI online survey
        • www.ocai-online.com
    • 6 key dimensions of culture:
      • Dominant characteristics
      • Organizational leadership
      • Management of employees
      • Organization glue
      • Strategic emphasis
      • Criteria of success
    • 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
    • Select OCAI One:
    • After question 1:
    • 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 (let’s say in 5 years)
      • Your personal Culture Profile is emailed to your address immediately after completion
      • OCAI One is free for individual participants
    • OCAI Profile: the info
        • www.ocai-online.com
    • OCAI cultural profile Now Preferred Clan 40,32 39,26 Adhocracy 26,02 27,41 Market 13,38 11,39 Hierarchy 20,28 21,94 100 100
    • The profile shows:
      • Dominant organizational Clan Culture, followed by Adhocracy Culture. Focus on flexibility and professional freedom.
      • Hardly any difference Current versus Preferred culture. “I’m content.” “I don’t want change.”
      • A strong dominant culture of about 40 points.
      • Discuss this profile with colleagues!
    • 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.
    • 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.
    • 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
    • OCAI Extra’s:
      • 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
    • 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!
    • Using the OCAI for…
        • www.ocai-online.com
    • 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
    • Using OCAI+workshop:
      • 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
    • 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!