The OCI and the OEI fit together to measure the complete relationship between values, causal factors, operating culture and outcomes.
The OEI Research Base Causal Factors Measured
As with the OCI, the OEI is distinguished by its research base. The OEI report offers comparisons to both the database average (700 organisations) and constructive benchmarks based on 120 organisations with particularly constructive cultures. In this way, the combined OCI/OEI report clearly highlights the key drivers of culture within the organisation, identifying those factors that must become levers for change to successfully implement culture development throughout the organisation.
The OCI examines how members of an organisation experience the operating culture (behavioural norms) and the OEI measures how members experience the organisation’s structures, systems, technology and skills/qualities through day-to-day management practices. The OEI also measures key culture outcomes at the individual member, group and organisational levels.
Both questionnaires use the latest input collection technologies and database management systems. We then provides a comprehensive report on:
- Preferred culture
- Causal factors (Levers for Change)
- Actual operating culture
- Outcomes of culture
Additional reports can be generated to cover different workgroups (divisions, regions etc) to allow comparisons throughout the organisation.
The factors that influence culture include: Mission and Philosophy (Articulation of mission and Customer service focus), Structures (Influence, Empowerment and Involvement), Systems (Selection & placement,Training & development, Respect, Appraisal & reinforcement and Goal setting), Technology (Autonomy,Variety, Feedback,Task identity, Significance and Interdependence) and Skils/Qualities (Communication, Bases of power and Leadership). These become the Levers for Change in the development planning phase.
Outcomes of culture are measured at the Individual level (Role clarity, Motivation, Satisfaction, Intention to stay, Role conflict, Job insecurity and Stress), the Group level (Intra-unit teamwork, Inter-unit co-ordination and Department level quality) and the Organisational level (Organisational level quality and External adaptability).
The OCI and OEI provide a complete picture of the relationship between stated values (preferred culture) and the organisation’s actual operating culture, identifying the key factors that influence that relationship (causal factors) and the outcomes associated with this. Such information is critical to any organisation contemplating change strategies, seeking to review the impact of organisational development initiatives or simply in the quest for excellence, seeking quantifiable data, that is valid, reliable and useable.