Organizational Culture Intro

Matthew Dyer, MLIS
Matthew Dyer, MLISTraining Academy Program Director at Ohio Office of Budget and Management
Organizational Culture
at Ohio Shared
Services
Agenda
• Opening Comments – Sherri
• Purpose – Doug
• Role of Culture – Matthew
• OCAI Survey – Matthew
• Next Steps
2
11/12/16
Purpose of the Meeting
• Why are we here?
• What do we hope to achieve?
3
11/12/16
WHAT IS
ORGANIZATIONAL
CULTURE?
4
11/12/16
SWITCHED AGENCIES
Raise your hand if you’ve ever…
5
11/12/16
• I really had to get used to…
• They never did this at my old job…
• I wonder why they…
6
11/12/16
7
11/12/16
8
11/12/16
Drink me!
9
11/12/16
So cool
10
11/12/16
Oh, so very
refreshing
11
11/12/16
12
11/12/16
13
11/12/16
Observed Behaviors
Customs
Symbols
Written Rules
More…
14
11/12/16
Observed Behaviors
Customs
Symbols
Written Rules
More…
Values
Attitudes
Group Norms
Unwritten Rules
More…
15
11/12/16
Culture hides more
than it reveals, and
it hides most
effectively from its
own participants.
“ -Edward Hall
16
11/12/16
17
11/12/16
Culture is a pattern of shared tacit
assumptions that was learned by a group as
it solved its problems of external adaption and
internal integration, that has worked well
enough to be considered valid and, therefore,
to be taught to new members as the correct
way to perceive, think, and feel in relation to
those problems.
18
11/12/16
Culture is
the way we do things
around here.
19
11/12/16
Culture just is.
20
11/12/16
Culture just is.
There’s no right culture.
21
11/12/16
Culture just is.
There’s no right culture.
There’s no wrong culture.
22
11/12/16
23
11/12/16
Competing Values
24
11/12/16
Internal External
25
11/12/16
Flexibility
Control
Internal External
26
11/12/16
Flexibility
Control
Internal External
27
11/12/16
Flexibility
Control
Clan Adhocracy
Hierarchy Market
Internal External
28
11/12/16
Flexibility
Control
Clan Adhocracy
Hierarchy Market
Internal External
29
11/12/16
Flexibility
Control
Clan Adhocracy
Hierarchy Market
Internal External
30
11/12/16
Flexibility
Control
Clan Adhocracy
Hierarchy Market
Internal External
31
11/12/16
Flexibility
Control
Clan Adhocracy
Hierarchy Market
Internal External
32
11/12/16
Flexibility
Control
Clan Adhocracy
Hierarchy Market
Collaborate
Do things together
Internal External
33
11/12/16
Flexibility
Control
Clan Adhocracy
Hierarchy Market
Collaborate
Do things together
Create
Do things first
Internal External
34
11/12/16
Flexibility
Control
Clan Adhocracy
Hierarchy Market
Collaborate
Do things together
Create
Do things first
Compete
Do things fast
Internal External
35
11/12/16
Flexibility
Control
Internal External
Clan Adhocracy
Hierarchy Market
Collaborate
Do things together
Create
Do things first
Compete
Do things fast
Control
Do things right
6
Aspects
of
Culture
36
11/12/16
Dominant
Characteristics
Organizational
Leadership
Management
of Employees
Organizational
Glue
Strategic
Emphasis
Criteria of
Success
37
11/12/16
OCAI
Organizational Culture Assessment Instrument
38
11/12/16
Image via mistletoenholly.com
39
11/12/16
Image via mistletoenholly.com
What’s our
current
state?
40
11/12/16
Image via mistletoenholly.com
What’s our
current
state?
What’s our
desired
state?
WHY I’M HERE TODAY
41
11/12/16
What I’m Asking For
Please help me assess the culture of OSS.
• 6 Question Survey
– Current State
– Desired State
• No right or wrong answers
• 15 Minutes to complete
• Strictly anonymous
– (Individual Responses vs. Collective)
42
11/12/16
PARTICIPATION IS
VOLUNTARY
43
11/12/16
LOGISTICS
44
11/12/16
1. I’ll send you an email.
45
11/12/16
2. You’ll register using any
valid email address
46
11/12/16
3. You’ll create your own
password
47
11/12/16
4. You’ll see an introduction
& instructions
48
11/12/16
NOTE from OCAI
49
11/12/16
Your details are safe. The system needs a valid
email address for you to register and send you
your personal culture profile. Your email
address is not used for anything else.
The results report of the assessment contains
collective culture profiles and is thus
anonymous. You alone can access your
personal culture profile.
THE ASSESSMENT
50
11/12/16
Distribute 100 points among four
alternatives
Assign more points to the statement that’s most similar to
OSS
51
11/12/16
100
52
11/12/16
Question 1:
Dominant Characteristics - current
Statement A
Statement B
Statement C
Statement D
100
53
11/12/16
Question 1:
Dominant Characteristics - current
Statement A
Statement B
Statement C
Statement D
55
20
20
5
100
54
11/12/16
Question 1:
Dominant Characteristics - current
Statement A
Statement B
Statement C
Statement D
55
20
20
5
100
Very similar
Somewhat similar
Somewhat similar
Hardly similar
55
11/12/16
Question 1:
Dominant Characteristics - current
Statement A
Statement B
Statement C
Statement D
25
25
25
25
100
All somewhat similar
56
11/12/16
Question 1:
Dominant Characteristics - current
Statement A
Statement B
Statement C
Statement D
25
25
25
25
100
All somewhat similar
This probably
won’t happen
REPEAT FOR DESIRED
STATE
57
11/12/16
What do you want OSS to look like in 5 years?
Current State
• Dominant Characteristics
• Organizational Leadership
• Management of Employees
• Organizational Glue
• Strategic Emphasis
• Criteria of Success
Desired State
• Dominant Characteristics
• Organizational Leadership
• Management of Employees
• Organizational Glue
• Strategic Emphasis
• Criteria of Success
Same Six Questions 2 Times
58
11/12/16
Current State
• Dominant Characteristics
• Organizational Leadership
• Management of Employees
• Organizational Glue
• Strategic Emphasis
• Criteria of Success
Desired State
• Dominant Characteristics
• Organizational Leadership
• Management of Employees
• Organizational Glue
• Strategic Emphasis
• Criteria of Success
Same Six Questions 2 Times
59
11/12/16
What do you want OSS to look like in 5 years?What does OSS look like now?
QUESTIONS ABOUT THE
ASSESSMENT?
60
11/12/16
EXPECTATIONS
61
11/12/16
WHAT NOT TO EXPECT
62
11/12/16
What Not To Expect
• Immediate, overnight changes
• Retaliation of any kind
63
11/12/16
WHAT TO EXPECT
64
11/12/16
What To Expect
• Privacy - Access to your individual results
• Insight on OSS current/desired states
• Overall summary of OSS current/desired state
• Fast turnaround
• Emailed invitation; 1 email reminder
• Continued conversations
• Engagement, action plans
• Matthew’s gratitude
65
11/12/16
WHAT WILL WE DO WITH
THE RESULTS?
66
11/12/16
NEXT STEPS
Email from Matthew Dyer w/ Survey Link
Contact Matthew
67
11/12/16
1 of 67

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Organizational Culture Intro