Organizational Culture Inventory (OCI®): Comprehensive Guide

What is the Organizational Culture Inventory (OCI®)?

Introduction to OCI®

The Organizational Culture Inventory (OCI®) is a powerful and widely utilized tool for assessing organizational culture. Developed by Robert A. Cooke, Ph.D. and J. Clayton Lafferty, Ph.D., the OCI® goes beyond conventional measures of corporate culture to offer a comprehensive evaluation applicable to all types of organizations, whether they are for-profit, non-profit, public, or private sectors. This extensive applicability makes OCI® a versatile instrument for understanding the deeper dynamics within any organizational setting.

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Key Features of OCI®

The OCI® is distinguished by its ability to measure and report on three distinct sets of behavioral norms, each impacting organizational effectiveness cumulatively. These norms are categorized as Constructive, Passive/Defensive, and Aggressive/Defensive. The tool utilizes both online and paper formats to ensure accessibility and convenience.

The results are displayed on a circumplex model, a graphical representation that provides a clear and intuitive visualization of the cultural dimensions within an organization. This model helps stakeholders quickly grasp the key areas of focus and potential improvement.

Benefits of Using OCI®

Using the OCI® offers numerous benefits to organizations seeking to understand and improve their culture. Firstly, it provides a thorough and multidimensional view of cultural strengths and weaknesses, enabling leaders to make informed decisions.

Secondly, the OCI® facilitates evidence-based conversations and strategic action planning, ensuring that cultural interventions are grounded in solid data. Additionally, by highlighting the behavioral norms that drive organizational effectiveness, the OCI® supports the development of targeted strategies for cultural enhancement, leading to better performance and greater employee satisfaction.

How Does the OCI® Work?

Conducting the OCI® Assessment

The Organizational Culture Inventory (OCI®) assessment begins with a comprehensive survey distributed to all members at every level of the organization. This ensures a holistic view of the organizational culture from multiple perspectives.

The survey is designed to be both thorough and user-friendly, available in both online and paper formats to accommodate different preferences and accessibility needs. Once completed, the survey results are typically analyzed by an accredited change agent, who can provide expert insights and guidance on interpreting the findings.

Understanding the Circumplex Model

A key feature of the OCI® is the circumplex model, which graphically represents the cultural dimensions measured by the survey. This model uses a circular diagram to display the behavioral norms within the organization, divided into three broad categories: Constructive, Passive/Defensive, and Aggressive/Defensive.

Each section of the circumplex provides a visual representation of the prevalence and impact of these norms, helping organizations to easily identify areas of strength and opportunities for improvement. The circumplex model is an effective tool for engaging stakeholders and facilitating discussions about cultural dynamics.

Implementing Cultural Change with OCI®

The results of the OCI® survey are not just for information but serve as the foundation for actionable change. Using the detailed insights provided by the OCI®, organizations can develop customized 90-day action plans to address identified cultural issues.

These plans are typically created through collaborative efforts involving leadership and change teams, ensuring buy-in and commitment to the cultural change process. The action plans include specific strategies and initiatives aimed at reinforcing constructive norms and mitigating defensive behaviors, ultimately leading to a more positive and effective organizational culture.

What Dimensions of Culture are Measured by OCI®?

Constructive Norms

Constructive norms are behaviors that promote high performance, satisfaction, and personal development within the organization. These norms encourage individuals to strive for excellence and collaborate effectively. The four key types of constructive norms measured by the OCI® are:

• Achievement: Encourages members to set and pursue challenging goals, fostering a culture of high performance.
• Self-Actualizing: Supports personal growth, creativity, and the realization of one’s potential.
• Humanistic-Encouraging: Promotes supportive and constructive interpersonal relationships, emphasizing empathy and consideration for others.
• Affiliative: Focuses on building strong, positive relationships and a sense of belonging among members.

Passive/Defensive Norms

Passive/Defensive norms are behaviors aimed at avoiding conflict and maintaining the status quo. These norms often result in conformity and dependence on others for direction. The OCI® identifies four main types of passive/defensive norms:

• Approval: Members seek approval from others and avoid actions that might lead to disapproval or conflict.
• Conventional: Emphasizes adherence to rules and norms, often at the expense of innovation and flexibility.
• Dependent: Relies on others for guidance and direction, resulting in a lack of initiative and autonomy.
• Avoidance: Involves evading risks and responsibilities, leading to procrastination and indecisiveness.

Aggressive/Defensive Norms

Aggressive/Defensive norms are behaviors that focus on status, control, and competition. These norms can create a tense and uncooperative work environment. The OCI® measures four types of aggressive/defensive norms:

• Oppositional: Members frequently criticize and oppose others’ ideas and efforts, fostering a confrontational atmosphere.
• Power: Focuses on controlling and dominating others, leading to hierarchical and authoritarian relationships.
• Competitive: Encourages individuals to compete against each other rather than collaborate, often resulting in a win-lose dynamic.
• Perfectionistic: Sets unrealistically high standards, leading to excessive stress and a fear of making mistakes.

Why Choose OCI® Over Other Culture Assessment Tools?

Research and Validation

The Organizational Culture Inventory (OCI®) stands out due to its extensive research and validation. It is the most thoroughly researched culture assessment tool available, with its development and validation being the work of numerous studies and independent researchers.

The OCI® measures culture in terms of behavioral norms (what is expected) and values (what should be expected), rather than just attitudes or perceptions. This rigorous approach ensures that the OCI® provides reliable and accurate insights into an organization’s culture.

Comprehensive and Actionable Results

Unlike simpler culture index surveys, the OCI® offers multidimensional insights into the organizational culture. It goes beyond providing single scores to deliver a comprehensive analysis of cultural norms and their impact on organizational effectiveness.

These detailed results facilitate evidence-based conversations about cultural dynamics and inform the development of effective strategies for cultural improvement. The OCI® helps organizations move from understanding their culture to taking meaningful action to enhance it.

Global Application and Support

The OCI® is designed for global application, with assessments available in over 30 languages. This makes it suitable for organizations with a diverse and international workforce. Additionally, the OCI® is supported by a network of accredited practitioners and consultants who can provide expert guidance and support throughout the cultural assessment and change process.

This global reach and robust support network ensure that organizations can effectively implement the OCI® regardless of their location or language needs.