Organizational Culture Profile The culture of your organization is reflected in the shared values and beliefs that guide the thinking and behavior of members. While the prevailing culture can be somewhat subtle and abstract, it nevertheless sets patterns for the activities of the organization and the personal styles exhibited by members. These styles can range from Affiliative and Achievement oriented in organizations with constructive cultures to Competitive and Dependent in those with defensive cultures. The Organizational Culture Inventory provides a point-in-time picture of the culture of your organization. The results reflect your beliefs regarding how members should interact with one another in carrying out their work and meeting the expectations of their supervisors. The profile below graphically portrays your impressions of your organization’s culture in terms of norms and expectations for 12 distinct, but inter- related, behavioral styles. Name: D40049573 Date Survey Taken: 9/23/2014 Copyright © 2006 by Human Synergistics International. All Rights Reserved. Page 1 Your OCI Circumplex Copyright © 2006 by Human Synergistics International. All Rights Reserved. Page 2 Position Style Score Percentile 1 Humanistic-Encouraging 41 74% 2 Affiliative 44 77% 3 Approval 33 78% 4 Conventional 31 67% 5 Dependent 33 66% 6 Avoidance 29 87% 7 Oppositional 36 98% 8 Power 31 80% 9 Competitive 29 79% 10 Perfectionistic 30 53% 11 Achievement 34 31% 12 Self-Actualizing 33 43% Copyright © 2006 by Human Synergistics International. All Rights Reserved. Page 3 OCI Comparison ChartConglomerate Inc.Employee ResultsManagement Ideal ResultsGapTypical Ideal Results11AchievementConstructive Styles41.0%87.0%4678.0%12Self-Actualization34.0%81.0%4782.0%1Humanistic-Encouraging34.0%91.0%5785.0%2Affiliative38.0%93.0%5571.0%3ApprovalPassive -Defensive Styles56.0%31.0%-2527.0%4Conventional55.0%26.0%-2918.0%5Dependent46.0%22.0%-2424.0%6Avoidance71.0%16.0%-5527.0%7OppositionalAggressive - Defensive Styles63.0%38.0%-2545.0%8Power41.0%18.0%-2330.0%9Competitive51.0%30.0%-2142.0%10Perfectionistic63.0%32.0%-3125.0% Assignment – ADHERE TO RUBRIC! Select an organization with which you are familiar and complete the Organizational Culture Inventory (OCI) for that organization/unit.  Then write an 8+ page double-spaced paper (the title and reference pages do not count) in which you analyze the results of the OCI. Access link in the “Week 6” tab. The content of your paper should include, but is not limited to, information about the following topics: 1.         Introduction:  Describe the organization/unit you selected to study.  (10 points) 2.         Current Culture. Describe the culture of the organization/unit using the results of the OCI profile (30 points) 2-A.  Cultural Type: a)Identify and discuss the organization/unit's primary style (i.e., the cultural norm with the greatest extension on the circumplex or percentile),.

1. Organizational Culture Profile
The culture of your organization is reflected in the shared
values and beliefs that guide the thinking and
behavior of members. While the prevailing culture can be
somewhat subtle and abstract, it nevertheless sets
patterns for the activities of the organization and the personal
styles exhibited by members. These styles can
range from Affiliative and Achievement oriented in
organizations with constructive cultures to Competitive
and Dependent in those with defensive cultures.
The Organizational Culture Inventory provides a point-in-time
picture of the culture of your organization.
The results reflect your beliefs regarding how members should
interact with one another in carrying out their
work and meeting the expectations of their supervisors. The
profile below graphically portrays your
impressions of your organization’s culture in terms of norms
and expectations for 12 distinct, but inter-
related, behavioral styles.
Name: D40049573 Date Survey Taken: 9/23/2014

2. Copyright © 2006 by Human Synergistics International. All
Rights Reserved. Page 1
Your OCI Circumplex
Copyright © 2006 by Human Synergistics International. All
Rights Reserved. Page 2
Position Style Score Percentile
1 Humanistic-Encouraging 41 74%
2 Affiliative 44 77%
3 Approval 33 78%
4 Conventional 31 67%
5 Dependent 33 66%
6 Avoidance 29 87%
7 Oppositional 36 98%
8 Power 31 80%
9 Competitive 29 79%
10 Perfectionistic 30 53%
11 Achievement 34 31%
12 Self-Actualizing 33 43%
Copyright © 2006 by Human Synergistics International. All
Rights Reserved. Page 3

3. OCI Comparison ChartConglomerate Inc.Employee
ResultsManagement Ideal ResultsGapTypical Ideal
Results11AchievementConstructive
Styles41.0%87.0%4678.0%12Self-
Actualization34.0%81.0%4782.0%1Humanistic-
Encouraging34.0%91.0%5785.0%2Affiliative38.0%93.0%5571.
0%3ApprovalPassive -Defensive Styles56.0%31.0%-
2527.0%4Conventional55.0%26.0%-
2918.0%5Dependent46.0%22.0%-
2424.0%6Avoidance71.0%16.0%-
5527.0%7OppositionalAggressive - Defensive
Styles63.0%38.0%-2545.0%8Power41.0%18.0%-
2330.0%9Competitive51.0%30.0%-
2142.0%10Perfectionistic63.0%32.0%-3125.0%
Assignment – ADHERE TO RUBRIC!
Select an organization with which you are familiar and complete
the Organizational Culture Inventory (OCI) for that
organization/unit. Then write an 8+ page double-spaced paper
(the title and reference pages do not count) in which you
analyze the results of the OCI. Access link in the “Week 6” tab.
The content of your paper should include, but is not limited to,
information about the following topics:
1. Introduction: Describe the organization/unit you
selected to study. (10 points)
2. Current Culture. Describe the culture of the
organization/unit using the results of the OCI profile (30 points)
2-A. Cultural Type: a)Identify and discuss the
organization/unit's primary style (i.e., the cultural norm with
the greatest extension on the circumplex or percentile),
the secondary style (i.e., the cultural norm with the second
greatest extension), and the weakest style of the
organization/unit. b) Comment on your impression about the

4. meaning of the results. Copy the Circumplex from the web page
and attach to this section of your paper.
2-B. Behaviors Associated with the Current Cultural Type: a)
Describe the behaviors that are associated with your
organization/unit's current culture. b) Discuss the style
definitions revealed in the OCI and reinforce these styles with
your personal observations and experiences as part of the
organization unit.
Identify and discuss the behaviors associated with
the primary style and reinforced by your organization’s current
culture?
Identify and discuss the behaviors associated with
the weakest styles and not reinforced by your organization’s
current culture?
3. Targets for Cultural Change: Identify your
organization/unit’s targets for cultural change. Targets are those
cultural norms where the greatest differences exist ("Gap")
between the "Current Percentile Score" and the "Ideal
Score." (20 points)
a. The online results will include a table that lists each style,
the student's raw
score (ignore this number) & percentile score, and then the
Ideal percentile score. Transfer a copy of this table in your
paper so that it resembles the targets for cultural change grid
below.
b. Subtract the percent in the Current Score column from the
percent in the Ideal Score column for each of the twelve styles
and record the difference in the Gap column.
c. Identify targets for cultural change.
What is the greatest Gap (difference between percents)
between your organization's Current Score and the Ideal Score?
Explain.
What is the 2nd greatest Gap between Current Score and

5. Ideal Score? Explain.
d. For each cultural target, identify and discuss at
least three behaviors that your organization/unit’s culture
should encourage (where cultural norms are to be
increased) and discouraged (where cultural norms are to be
decreased) to close cultural gaps.
4. Potential Benefits & Risks of Cultural Change: Describe
the potential benefits and risks to efforts to change your current
culture toward the ideal culture. For example, to what extent
will the proposed cultural changes(30 points):
a. Solve a "business problem" confronting the organization?
(something that could work better -- like enhancing the quality
of products and/or services offered by your organization?)
b. Improve members’ role clarity? Reduce the degree of role
conflict experienced by members?
c. Increase members’ satisfaction and commitment?
d. Encourage members to work efficiently and effectively?
e. Enable members to develop their capabilities and maximize
their contributions?
f. Require members to develop better teamwork,
communication, and interpersonal skills?
g. Produce anxiety, resistance, and conflict in the organization?
5. Conclusion and Reflection: a) Discuss your OCI results
and your responses to the above sections/questions. b) Describe
the value of this exercise to your personal and professional
development. c) Close your paper with a statement of at least
one question or goal this exercise suggests to you that you hope
your work in MGMT591 will help you to address. (10 points)

6. IDEAL TARGETS FOR CULTURAL CHANGE GRID
OCI Norms
Column A
Typical Ideal Percentile Score
Column B
Your Percentile Score
Column A -
Column B
= Gap
CONSTRUCTIVE
Achievement
78%

7. Self-Actualizing
82%
Humanistic
85%
Affiliative
71%
PASSIVE DEFENSIVE
Approval
27%
Conventional
18%
Dependent
24%
Avoidance
27%

8. AGGRESSIVE DEFENSIVE
Oppositional
45%
Power
30%
Competitive
42%
Perfectionistic
25%