This presentation gives an overview of the theory and practice of the validated Organizational Culture Assessment Instrument (by Cameron & Quinn) that is freely available on http://www.ocai-online.com

1. Organizational Culture
Assessment Instrument
www.ocai-online.com

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In this presentation:
We’ll discuss:
1. Organizational Culture and its importance
2. The Organizational Culture Assessment
Instrument: its theory
3. The OCAI online survey: how it works
4. OCAI profile: how to interpret the information
5. OCAI options: how and when to use it

3. Organizational Culture
and its importance
www.ocai-online.com

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What is culture:
• Culture comprises the collective assumptions
and “the way we do things around here”
• People copy, coach and correct each other to fit
into this collective Culture and be part of the
group

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Why work with culture:
• “The way we do things around here” determines:
• Behavior, and thus:
• Performance and Turnover,
• Customer Satisfaction and Reputation,
• Market share and Competitiveness
• Employee Retention, etc.

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Make culture work:
• Avoid the 50-75% failing change projects
because they don’t match with culture…
• Utilize culture, engage your people and turn any
resistance into momentum and successful
change
• Make culture work for your organization!

7. Organizational Culture
Assessment: basics
www.ocai-online.com

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What is OCAI:
• Organizational Culture Assessment Instrument
• Developed by professors Cameron & Quinn
• Based on the Competing Values Framework
• Researched and Validated
• Used by over 10,000 organizations worldwide

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OCAI offers:
• Quick, identifiable diagnosis with a visual profile
• A quantitative starting point completed with
qualitative information
• Consensus about current and preferred culture
• Momentum for change
• A clear format to change that you customize to
your situation
• Basis for successful and sustainable change

10. Users said:
‘It is a very useful tool. It provides a quick and
easy way for the key players in the organization
to look at where they agree and disagree. It then
provides a way to help the rest of the
organization to understand culture and to
understand what the leadership seeks. I highly
recommend it.’ Jo McDermott, Principal at
Catalyst for Change Consulting
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OCAI model
www.ocai-online.com

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Competing values
• The OCAI is based on the Competing Values
Framework
• 2 major polarities of values were found to
determine organization’s effectiveness:
1. Internal versus external focus
2. Stability versus flexibility

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Quadrant 4 Culture
Types

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Clan culture
• Internal focus & flexibility
• ‘Family’: friendly
• Leader type: father, mentor
• Communication, commitment, development
• Theory = High commitment and solidarity
produce effectiveness

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Adhocracy culture
• External focus & flexibility
• Dynamic, entrepreneurial, creative
• Leader type: innovator, entrepreneur
• Innovation, agility, transformation
• Theory = Innovativeness, growth and creativity
produce effectiveness

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Market culture
• External focus & stability
• Result orientated, competitive
• Leader type: hard-driver, demanding
• Market share, goal achievement, profitability
• Theory = Goal achievement, market share,
numbers produce effectiveness

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Hierarchy culture
• Internal focus & stability
• Formal attitude, structure, procedures
• Leader type: coordinator, organizer
• Efficiency, reliability, timeliness, consistency
• Theory = Efficiency, timeliness and consistency
produce effectiveness

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OCAI online survey
www.ocai-online.com

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6 key dimensions of
culture:
1. Dominant characteristics
2. Organizational leadership
3. Management of employees
4. Organization glue
5. Strategic emphasis
6. Criteria of success

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The assessment:
• Divide 100 points over 4 descriptions that
correspond with the 4 culture types
• Dividing points is just like real life, where you
have to divide your time, energy and money
• Assess each of the 6 key dimensions for the
current situation

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Select OCAI One:

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After question 1:

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Complete the
assessment:
• Assess each of the 6 key dimensions for the
current situation
• Then, assess each of the 6 key dimensions for the
preferred situation (let’s say in 5 years)
• Your personal Culture Profile is emailed to your
address immediately after completion
• OCAI One is free for individual participants

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OCAI Profile: the info
www.ocai-online.com

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OCAI cultural profile
Now Preferred
Clan 40,32 39,26
Adhocracy 26,02 27,41
Market 13,38 11,39
Hierarchy 20,28 21,94
100 100

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The profile shows:
• Dominant organizational Clan Culture, followed
by Adhocracy Culture. Focus on flexibility and
professional freedom.
• Hardly any difference Current versus Preferred
culture. “I’m content.” “I don’t want change.”
• A strong dominant culture of about 40 points.
• Discuss this profile with colleagues!

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The profile shows (2):
• ‘Congruence’ on 6 cultural aspects: are all 6
dominant in the same culture type?
• Comparison with other organizations
• The developmental phase of the organization:
starting as a pioneer in adhocracy, growing in
clan, structuring in hierarchy and assuring
results in market culture.

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OCAI Pro:
• An online account for a team or organization
• One price – for any number of participants
• Start and close it yourself and track the number
of participants (but not who they are)
• Results of all respondents are combined in a
report with collective profiles of the current and
preferred culture, incl 6 key aspects of culture.

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OCAI Enterprise:
• An online assessment for an organization
• With as many sub-profiles as you like (price for
number of profiles – not participants):
• E.g. executives and employees, 4 different
locations or Marketing and Production etc.
• An extensive report with collective profiles of the
current and preferred culture, incl 6 aspects of
culture, plus all sub profiles explained

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OCAI Extra’s:
• OCAI Preparation Kit: a practical guide to start
and monitor the culture assessment
• OCAI Work Kit: a practical guide and road map
for a one- or two-day OCAI workshop in your
organization. With an easy-to-use PowerPoint
presentation and tables that help you concretize
culture, define behavioral change, take action
• Interview with prof. Kim Cameron & essay
Positive Energizers

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OCAI Workshop:
• The current & preferred cultural profile is the
quantitative starting point for solid change
• Easy to follow format for a change process that
you customize to your situation
• Get qualitative information in the workshop
• Engage employees
• Reach consensus, solve objections and resistance
• Elaborate to concrete behavior: real change!

32. Using the OCAI for…
www.ocai-online.com

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OCAI is used:
• To help make change, restructuring or
downsizing successful
• To assess a possible merger
• To help improve leadership &employee retention
• To check employee satisfaction
• To enhance organizational performance
• To help hiring the right people to fit into culture

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Using OCAI+workshop:
1. Turning resistance into cooperation
2. Clarity on where you stand now and where you
want to go: a clear motivating vision
3. Using information and energy from all levels in
the organization; employee engagement
4. Realistic plans, momentum to change, hidden
conflicts solved: successful, sustainable change

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Utilize OCAI:
See how your team or organization can engage in
successful, sustainable change
Change culture, change behavior, change
performance.
Use the easy OCAI format to realize your tailor
made successful change. Good luck!