1.
Organizational Culture
at Ohio Shared
Services

2.
Agenda
• Opening Comments – Sherri
• Purpose – Doug
• Role of Culture – Matthew
• OCAI Survey – Matthew
• Next Steps
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3.
Purpose of the Meeting
• Why are we here?
• What do we hope to achieve?
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4.
WHAT IS
ORGANIZATIONAL
CULTURE?
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5.
SWITCHED AGENCIES
Raise your hand if you’ve ever…
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6.
• I really had to get used to…
• They never did this at my old job…
• I wonder why they…
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7.
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8.
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Drink me!

9.
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So cool

10.
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Oh, so very
refreshing

11.
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12.
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Observed Behaviors
Customs
Symbols
Written Rules
More…

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Observed Behaviors
Customs
Symbols
Written Rules
More…
Values
Attitudes
Group Norms
Unwritten Rules
More…

15.
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Culture hides more
than it reveals, and
it hides most
effectively from its
own participants.
“ -Edward Hall

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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.

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Culture is
the way we do things
around here.

19.
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Culture just is.

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Culture just is.
There’s no right culture.

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Culture just is.
There’s no right culture.
There’s no wrong culture.

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23.
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Competing Values

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Internal External

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Flexibility
Control
Internal External

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Flexibility
Control
Internal External

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Flexibility
Control
Clan Adhocracy
Hierarchy Market
Internal External

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Flexibility
Control
Clan Adhocracy
Hierarchy Market
Internal External

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Flexibility
Control
Clan Adhocracy
Hierarchy Market
Internal External

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Flexibility
Control
Clan Adhocracy
Hierarchy Market
Internal External

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Flexibility
Control
Clan Adhocracy
Hierarchy Market
Internal External

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Flexibility
Control
Clan Adhocracy
Hierarchy Market
Collaborate
Do things together
Internal External

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Flexibility
Control
Clan Adhocracy
Hierarchy Market
Collaborate
Do things together
Create
Do things first
Internal External

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Flexibility
Control
Clan Adhocracy
Hierarchy Market
Collaborate
Do things together
Create
Do things first
Compete
Do things fast
Internal External

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Flexibility
Control
Internal External
Clan Adhocracy
Hierarchy Market
Collaborate
Do things together
Create
Do things first
Compete
Do things fast
Control
Do things right

36.
6
Aspects
of
Culture
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Dominant
Characteristics
Organizational
Leadership
Management
of Employees
Organizational
Glue
Strategic
Emphasis
Criteria of
Success

37.
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OCAI
Organizational Culture Assessment Instrument

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Image via mistletoenholly.com

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Image via mistletoenholly.com
What’s our
current
state?

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Image via mistletoenholly.com
What’s our
current
state?
What’s our
desired
state?

41.
WHY I’M HERE TODAY
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42.
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)
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43.
PARTICIPATION IS
VOLUNTARY
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44.
LOGISTICS
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45.
1. I’ll send you an email.
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46.
2. You’ll register using any
valid email address
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47.
3. You’ll create your own
password
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48.
4. You’ll see an introduction
& instructions
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49.
NOTE from OCAI
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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.

50.
THE ASSESSMENT
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51.
Distribute 100 points among four
alternatives
Assign more points to the statement that’s most similar to
OSS
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100

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Question 1:
Dominant Characteristics - current
Statement A
Statement B
Statement C
Statement D
100

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Question 1:
Dominant Characteristics - current
Statement A
Statement B
Statement C
Statement D
55
20
20
5
100

54.
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Question 1:
Dominant Characteristics - current
Statement A
Statement B
Statement C
Statement D
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20
20
5
100
Very similar
Somewhat similar
Somewhat similar
Hardly similar

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Question 1:
Dominant Characteristics - current
Statement A
Statement B
Statement C
Statement D
25
25
25
25
100
All somewhat similar

56.
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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

57.
REPEAT FOR DESIRED
STATE
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What do you want OSS to look like in 5 years?

58.
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
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59.
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
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What do you want OSS to look like in 5 years?What does OSS look like now?

60.
QUESTIONS ABOUT THE
ASSESSMENT?
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61.
EXPECTATIONS
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62.
WHAT NOT TO EXPECT
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63.
What Not To Expect
• Immediate, overnight changes
• Retaliation of any kind
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64.
WHAT TO EXPECT
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65.
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
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66.
WHAT WILL WE DO WITH
THE RESULTS?
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67.
NEXT STEPS
Email from Matthew Dyer w/ Survey Link
Contact Matthew
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