The OCI and OEI fit together to measure the complete relationship between values, causal factors, operating culture and outcomes.
Applications of the OCI/OEI in Leadership Development
The Organisational Culture Inventory® (OCI) and Organisational Effectiveness Inventory® (OEI) work together to provide a broader picture of organisational culture, the factors shaping it and the outcomes associated with it. The OCI focuses on the behaviours and expectations that define the operating culture, while the OEI helps identify the systems, structures and conditions influencing those behaviours.
Assessing Organisational Culture
The OCI survey can be used as an organisational culture assessment to understand how people experience the current culture and where change may be needed.
The difference between the OCI and the OEI
The OCI examines how members of an organisation experience the operating culture.
The OEI measures how members experience the organisation’s structures, systems, technology, and skill/qualities through day-to-day management practices. It also measures key culture outcomes at the individual, group, and organisational levels.
The process
Both questionnaires use the latest input collection technologies and database management systems.
We then provide 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 to allow comparison throughout the organisation.
Levers for Change
Mission and philosophy
Structures
Systems
Technology
Skills
Qualities
You tell us the results you want. We design a program to fit your needs.
Outcomes Measured
Individual outcomes
- Role clarity and role conflict
- Motivation, satisfaction and stress
- Intention to stay and job insecurity
Group outcomes
- Intra-unit coordination
- Department level quality
Organisational outcomes
- Organisational level quality
- External adaptability
