ORGANIZATIONAL CULTURE INVENTORY (OCI)
DUE WEEK 4
Background: Organizational Culture
It has become commonplace in the last 20 years to reference organizational culture as an inhibitor or enabler of significant organizational initiatives. While everyone talks about organizational culture, few people really understand it and even fewer know how to use culture to their advantage or how to change it. Organizational culture is the collection of relatively uniform and enduring beliefs, values, customs, traditions, and practices shared by an organization’s members and transmitted from one generation of employees to another. The expectations derived from organizational culture create norms of acceptable behavior and ways of surviving, fitting in, and doing things in the organization—just as our personalities influence our own expectations and actions.
Every organization has its own culture, and, as a component of its culture, a set of expectations or behavioral norms. The Organizational Culture Inventory (OCI) is a quantitative instrument that measures 12 sets of behavioral norms associated with three general types of organizational cultures: (1) Constructive Cultures, (2) Passive/Defensive Cultures, and (3) Aggressive/Defensive Cultures. In the OCI, identifying the norms that guide members' behavior can help us to describe a current culture, compare it to some ideal culture, and then use the gap between current and ideal to identify the need for cultural change in terms of outcomes important to your organization.