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 OCI and OEI provide a complete picture of the relationship between stated values and the organisation’s actual operating culture. They identify the key factors that influence that relationship and the outcomes associated. 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 usable.
Assessing Organisational Culture
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
