The paper "The Organizational Culture Assessment Instrument" is a great example of management coursework. OCAI is a management tool developed for organizations to realize the dominant culture in their organization, help them come up with new and innovative ways to overcome bad cultures and in the overall create a favorable culture for their organization. This assessment was taken for a local wholesale outlet. There are many advantages to taking the assessment. First is that the test makes people aware of the current organizational structure and the preferred organizational structure.
This could in the overall create some desire and initiative to have changed in the organization. It can also help the organization create effective change measures. When change is initiated, the amount of resistance to expect can be predicated (OCAI, 2010). The tool also aids employees in giving their best at the workplace in order to be drivers of change. The tool, to a large extent, offers a strategic plan to change and is also the pioneering intervention to initiate change at the workplace. Culture Profile of the Organization The culture profile of the organization is created by answering a six-point questionnaire on the current culture of the organization and a similar questionnaire on the way one wishes to have the organization.
The six-point questionnaire is based on the following pointers. Dominant Characteristics. This basically tries to analyze the structure of the relationships of people in relation to the management. It uses pointers such as whether the organization is an extended family sort of place where people have an attachment to the workplace. Another is whether the organization is an entrepreneurial place that is dynamic and people at the workplace are willing to take risks for the sake of the workplace.
Whether the organization is result-oriented and the major concern of people at the work is getting the work done. The last is whether the organization is a controlled structured place where formal procedures govern what people do. The current dominant characteristics at my organization are that the workplace is result-oriented, controlled and structured. Little emphasis is placed on making the workplace a personal place while a dynamic entrepreneurial culture is not in place. The desired characteristics are more emphasis should be placed on allowing the workplace to be a personal space so that staff can take their own initiative in making the organization achieve its goals.
Instead of being so keen on results, a dynamic entrepreneurial culture should be created. Organizational Leadership. This parameter tries to look at the type of leadership at the organization from the staff perspective. It gauges whether the organization exemplifies mentoring, facilitating or nurturing. The second is whether the leadership exemplifies entrepreneurship, risk-taking and innovation. The third is whether the leadership is a no-nonsense and result oriented type and the last is whether the leadership exemplifies coordinating, organizing or smooth-running efficiency. Currently, organizational leadership is concerned about being results-oriented and very concerned with efficiency.
The management is not concerned with mentorship and nurturing and places little emphasis on innovation, risk-taking and entrepreneurship (OCAI, 2010).
ReferencesOCAI(2010). Organizational Culture Assessment Instrument: Public Administration. Retrieved from http://www.uiowa.edu/~nrcfcp/dmcrc/documents/OCAIProExampleReport.pdf.