Question

Conduct an analysis of any organizational culture using the OCAI instrument.

Answer 1

The organisational culture assessment instrument which was developed by Kim Cameron and Robert Quinn is well research methodology to analyse organisational culture. As we are well aware organisational cultures can be of four types that is, hierchical, adhocratic, market and clan. Most organisations considering the current competitive scenario of the business environment, adopt a hybrid model which may include all or few of these, embroidered into various departments as considered most suitable.

Organisational culture is the methodology followed to get things done and the interactions of the employees within and outside the organisation. It is similar to the basic sometimes even unsaid set of rules followed in every household on how things are to be done what is acceptable and what is not.

A hierarchical culture would be the one comparatively ineffective in dealing with change as this culture is the most conservative and naturally resistant to any kind of change in its structure, practices, work culture and methodology. This inability or refusal on the part of the organisation to constantly adapt itself to changing needs of employees and the customer can hamper growth to a large extent.

Clan culture is probably the most engaging and fun place to work Where entire organisation is almost like a large. The type of leadership in this culture is of mentor type and the major drivers for the organisation commitment loyalty and communication. This structure is based on importance of one of the major inputs for any organisation that is human resource. Success is in terms of being sensitive to customer needs and compassion for people. Your organisation encourages teamwork through overall participation and achieving a consensus.

An adhocracy culture would be the one which would be most effective in handling and implementing change. The very basis of an adhocracy culture is dynamism and innovation, as such, it thrives on change and has the ability to use it to advantage. It is very adaptable and can quickly accustom itself to changes without needing time to adjust as it gets accustomed to this way of functioning. The focus is on being the pioneers they want to get there first and capitalise on the advantage, they are always ahead of the others they embrace novelty and are adept at handling the challenges of the unexplored.

A market culture would be most visible in a result oriented organisation whose major concern is to get the job done. I'm off this culture is to encourage competitiveness and maintain a clear focus on the go to be achieved. The leaders within this organisation very dynamic themselves they tend to drive the employees hard and produce results.

All the cultures can clearly be segregated based on whether they are internally focused or externally focused. Internally focused culture are the clan and the hierarchy, which follow a system of integration within the organisation where is adhocracy and market culture with external focus, follow a system of differentiation. In the same way the clan and democracy are based on a culture encouraging flexibility and discretion where as the market and hierarchyi cultures are more stability and control based.

As per OCAI any culture can be analysed true certain parameters such as the type of leader, the values that drive the organisation, the theory that organisation uses for being effective, and the strategies that it employs to ensure quality. In the adhocracy culture a leader type would be an excellent innovator as well as a visionary with well developed entrepreneurial skills. The value drivers for an organisation would be very innovative output, ability for transformation and required agility to adapt quickly. The theory for effectiveness within this organisation would be innovativeness new resources and vision which is dynamic and farsighted. The strategies to ensure quality that would be part of such an organisation it consists of creating new standards anticipating market changes and customer needs to strive for continuous improvement. It would also make excellent use of a surprise and delight factor and really revel in finding Creative Solutions.

The image clearly depicts the guidelines for analysing culture type within an organisation and identifying clashes and harmony caused by adopting harmonious or conflicting cultures.