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Complete the Organizational Culture Assessment Instrument by 
linked here
.  You will be including the numerical and visual chart results as an appendix in your paper.


Click here
 to download an editable template of the chart in MS Word to insert your results. 
Watch this tutorial
 to see how to create or edit the chart in MS Word.

Using the information from your assigned readings, the self-paced tutorial and your completed OCAI assessment, discuss the following in a 2-3 page paper. Title page, references, and OCAI appendix not included in the page count. 
Paper should be double-spaced using APA format. Two (2) peer-reviewed journal and at least one (1) assigned course reading references. 

1. In which quadrants did you note the greatest difference between current culture and future culture? What organizational changes are needed based on your OCAI scores?

2. In what quadrants do you see a need to increase emphasis? Decrease emphasis?

3. What does it mean to change in your identified quadrant (greatest difference between now and future)?  What will happen if change does not occur in this quadrant? Would these changes be substantial, transformative, incremental or evolutionary? Why?  Identify two (2) specific, actionable strategies that are critical to changing culture with two (2) short-term and two (2) long-term goals.  How will you measure success of these goals?


Points:
 40

Due Date: Sun, Nov 14 by 11:59 p.m. Eastern Standard Time (EST) of the US.

References

Minimum of three (3) total references: at least one  (1) references from required course materials and two (2) peer-reviewed journal references. All references must be no older than five years (unless making a specific point using a seminal piece of information).

Peer-reviewed references include references from professional data bases such as PubMed or CINHAL applicable to population and practice area, along with evidence based clinical practice guidelines. Examples of unacceptable references are Wikipedia, UpToDate, Epocrates, Medscape, WebMD, hospital organizations, insurance recommendations, & secondary clinical databases.

Style

Unless otherwise specified, all the written assignment must follow APA 7th edition formatting, citations and references.

Number of Pages/Words

Unless otherwise specified all papers should have a minimum of 600 words (approximately 2.5 pages) excluding the title and reference pages.

© Kim S. Cameron and University of Michigan Regents

The Competing Values

Culture Assessment

A Tool from the Competing Values Product Line

Kim S. Cameron
Robert E. Quinn

The OCAI — Organizational Culture Assessment Instrument

Diagnosing and Changing Organizational
Culture: Based on the Competing Values
Framework, 3rd Edition
Kim S. Cameron, Robert E. Quinn
ISBN: 978-0-470-65026-4 Paperback 288 pages
March 2011

From:

© Kim S. Cameron and University of Michigan Regents

An Introduction to the Competing Values Framework

The Competing Values Framework (CVF) has been recognized as one of the forty most
important models in the history of business. It originally emerged from empirical
research on what factors make organizations effective. The framework has since been
applied to a variety of topics related to individual and organizational behavior. It has
been the focus of empirical studies for more than 25 years, and it has been employed to
help thousands of organizations and tens of thousands of managers improve their
performance. References to a number of books and scholarly publications testing and
validating the framework are available from the authors.

THE COMPETING VALUES FRAMEWORK

© Kim S. Cameron and University of Michigan Regents

THE COMPETING VALUES CULTURE ASSESSMENT

Why should I use the Competing Values Culture Assessment?

The purpose of this assessment is to diagnose your organization’s current and desired
culture. Unfortunately, most of us are not even aware of our organization’s culture
inasmuch as culture represents “just the way things are around here.” Culture is the
sum of the collective assumptions, expectations, and values that reflect explicit and
implicit rules in the organization. Until challenged or violated, most people are not even
aware that these assumptions and rules exist (such as speaking English or being polite).
As a result, it is very difficult to intelligently discuss culture, not to mention try to change
it. We learn about the culture of our organization through socialization processes,
interactions under uncertain conditions—when we mostly rely on core habits and the
most well-learned responses—and by contagion (or unconscious mimicking). Much of
that learning, however, is not systematic or conscious.

Understanding organizational culture is important because it is the single largest factor
that inhibits organizational improvement and change. Research is clear that healthy
cultures enhance success whereas unhealthy cultures inhibit success, but in order to
take advantage of the power of organizational culture, it must be adequately measured.
Research by Cameron and Mora found that 96 percent of the time successful mergers
and acquisitions could be accurately predicted based solely on cultural match.
Organizational change and improvement, in other words, is markedly affected by culture.

A change in organizational culture can occur simply by means of life cycle
development—i.e., evolutionary changes—or as a result of a major threat or crisis when
dramatic transformations occur. The most productive way to facilitate culture change,
however, is through competent leadership and systematic change initiatives. This
instrument helps identify the cultural profile of your organization which is a prerequisite
for fostering organizational change and improvement. Because the instrument is based
on the Competing Values Framework, it can help create a common language among
employees within your organization and give them an easy way to discuss how to
effectively achieve desired results.

© Kim S. Cameron and University of Michigan Regents

The Competing Values Culture Assessment

These six questions ask you to identify the way you experience your organization right
now, and, separately, the way you think it should be in the future if it is to achieve its
highest aspirations. In the survey, “the organization” refers to the organization managed
by your boss (or the organization in which you manage).

Please rate each of the statements by dividing 100 points between alternatives A, B, C,
and D depending on how similar the description is to your firm. (100 would indicate very
similar and 0 would indicate not at all similar). The total points for each question
must equal 100. The assessment uses this method to better demonstrate how trade-
offs always exist in organizations and resources—including time and attention—are
never unconstrained. That is, the response scale demonstrates the inherent tradeoffs
required in any approach to culture change.

First, rate how you perceive the organization to be at the present time in the NOW
column. Second, rate the organization again in the FUTURE column depending on how
you think your organization must be if it is to accomplish its highest objectives and
achieve spectacular success in three to five years.

You may divide the 100 points in any way among the four alternatives in each question.
Some alternatives may get zero points, for example. Remember that the total must equal
100.

1. DOMINANT CHARACTERISTICS
NOW FUTURE

A. The organization is a very personal place. It is A _____ A _____
like an extended family. People seem to share
a lot of themselves.

B. The organization is a very dynamic and B _____ B _____
entrepreneurial place. People are willing to
stick their necks out and take risks.

C. The organization is very results oriented. C _____ C _____

A major concern is with getting the job done.
People are very competitive and achievement
oriented.

D. The organization is a very controlled and D _____ D _____
structured place. Formal procedures generally

govern what people do.

Total 100 100

© Kim S. Cameron and University of Michigan Regents

2. ORGANIZATIONAL LEADERSHIP NOW FUTURE

A. The leadership in the organization is generally A ____ A _____
considered to exemplify mentoring, facilitating,
or nurturing.

B. The leadership in the organization is generally B _____ B _____
considered to exemplify entrepreneurship,

innovating, or risk taking.

C. The leadership in the organization is generally C _____ C _____
considered to exemplify an aggressive,

results-oriented, no-nonsense focus.

D. The leadership in the organization is generally D _____ D _____

considered to exemplify coordinating,
organizing, or smooth-running efficiency.

Total 100 100

3. MANAGEMENT OF EMPLOYEES

A. The management style in the organization is A _____ A _____
characterized by teamwork, consensus,
and participation.

B. The management style in the organization is B _____ B _____

characterized by individual risk-taking,
innovation, freedom, and uniqueness.

C. The management style in the organization is C _____ C _____

characterized by hard-driving competitiveness,
high demands, and achievement.

D. The management style in the organization is D _____ D _____

characterized by security of employment,
conformity, predictability, and stability in
relationships.

Total 100 100

© Kim S. Cameron and University of Michigan Regents

4. ORGANIZATIONAL GLUE NOW FUTURE

A. The glue that holds the organization together A _____ A _____

is loyalty and mutual trust. Commitment to
this organization runs high.

B. The glue that holds the organization together B _____ B _____

is commitment to innovation and development.
There is an emphasis on being on the cutting edge.

C. The glue that holds the organization together C _____ C _____

is the emphasis on achievement and goal
accomplishment. Aggressiveness and winning
are common themes.

D. The glue that holds the organization together D _____ D _____

is formal rules and policies. Maintaining a
smooth-running organization is important.

Total 100 100

5. STRATEGIC EMPHASES

A. The organization emphasizes human A _____ A _____

development. High trust, openness,
and participation persists.

B. The organization emphasizes acquiring B _____ B _____

new resources and creating new challenges.
Trying new things and prospecting for
opportunities are valued.

C. The organization emphasizes competitive C _____ C _____

actions and achievement. Hitting stretch
targets and winning in the marketplace are
dominant.

D. The organization emphasizes permanence D _____ D _____

and stability. Efficiency, control and smooth
operations are important.

Total 100 100

© Kim S. Cameron and University of Michigan Regents

6. CRITERIA OF SUCCESS NOW FUTURE

A. The organization defines success on A _____ A _____

the basis of the development of human
resources, teamwork, employee
commitment, and concern for people.

B. The organization defines success on the B _____ B _____

basis of having the most unique or the
newest products. It is a product leader and
innovator.

C. The organization defines success on the C _____ C _____

basis of winning in the marketplace and
outpacing the competition. Competitive
market leadership is key.

D. The organization defines success on the D _____ D _____

basis of efficiency. Dependable delivery,
smooth scheduling, and low cost production
are critical.

Total 100 100

© Kim S. Cameron and University of Michigan Regents

Computing the Results:

Transfer all of your answers from the above questions onto the results key below.
Follow the results key until you have the averages for A through D in both the “NOW and
“Future” columns of the Assessment.

NOW FUTURE

1A. ____ 1B. ____ 1C. ____ 1D. ____ 1A. ____ 1B. ____ 1C. ____ 1D. ____

2A. ____ 2B. ____ 2C. ____ 2D. ____ 2A. ____ 2B. ____ 2C. ____ 2D. ____

3A. ____ 3B. ____ 3C. ____ 3D. ____ 3A. ____ 3B. ____ 3C. ____ 3D. ____

4A. ____ 4B. ____ 4C. ____ 4D. ____ 4A. ____ 4B. ____ 4C. ____ 4D. ____

5A. ____ 5B. ____ 5C. ____ 5D. ____ 5A. ____ 5B. ____ 5C. ____ 5D. ____

6A. ____ 6B. ____ 6C. ____ 6D. ____ 6A. ____ 6B. ____ 6C. ____ 6D. ____

Add 1A through 6A to get your total (T) for the A column. Do the same with all the
columns:

A. ____ B. ____ C. ____ D. ____ A. ____ B. ____ C. ____ D. ____

Divide Totals by 6 to get your Averages (A):

A. ____ B. ____ C. ____ D. ____ A. ____ B. ____ C. ____ D. ____

A – represents the Collaborate Quadrant (Upper Left Corner)

B – represents the Create Quadrant (Upper Right Corner)

C – represents the Compete Quadrant (Lower Right Corner)

D – represents the Control Quadrant (Lower Left Corner)

© Kim S. Cameron and University of Michigan Regents

Creating the Visual Results:

Creating a visual picture allows for you to think through your results with the CVF more
effectively. A picture also helps you make more comparisons and capture more trends
than analyzing numbers alone.

Create your visual results by taking your average number in column A of the NOW
section and plotting that point in the Collaborate quadrant. Continue to plot each column
in NOW section until all the quadrants are complete. Then connect the plotted points so
that you have created a kite-like shape (as in the example below).

Follow the same steps with the averages from FUTURE section but instead of using four
solid lines use four dotted lines (or solid lines of a different color) to connect the plotted
numbers in each quadrant.

______________________________________________________________________
For Example:

________________________________________________________________
________

Create
•NOW

•FUTURE
30

32

Collaborate
•NOW

•FUTURE
13

30

Control
•NOW

•FUTURE
24

12

Compete
•NOW

•FUTURE
33

26

© Kim S. Cameron and University of Michigan Regents

Plot Your Own Results Below:

Create
•NOW

•FUTURE


Collaborate
•NOW

•FUTURE


Control
•NOW

•FUTURE


Compete
•NOW

•FUTURE


© Kim S. Cameron and University of Michigan Regents

Questions Guiding the Culture Change Process

Discrepancies & Similarities

1. In which quadrants are the discrepancies the greatest between the NOW culture
and the FUTURE culture?

2. What changes in organizational culture are implied by your scores?
3. To what extent do the discrepancies between NOW and FUTURE suggest a

substantial, transformational change, or do they represent an incremental or
evolutionary change?

4. In which quadrants are the discrepancies and similarities greatest between your
own ratings of the culture and those of others? How much consistency exists
among colleagues’ ratings?

5. In which quadrants do differences exist among the different business units or
functions in the organization? How much cultural congruence exists among
units?

Planning for Action
After reviewing your NOW and FUTURE culture profiles and analyzing the extent to
which congruence exists, follow these steps to begin a culture change process within
your organization.

1. Identify required culture CHANGE. Based on the discrepancies in the culture
plots, what needs to change in the organization? In which quadrants will you
want to increase your emphasis and decrease your emphasis?

2. Identify MEANING. In light of your decision to make some changes to achieve

the FUTURE culture, answer these two questions about each quadrant:

a. What DOES IT MEAN to change in this quadrant?
b. What DOESN’T IT MEAN to change in this quadrant?

3. Tell Stories. Identify one or two memorable stories or incidents that illustrate the

underlying culture that characterizes your FUTURE culture. What anecdote
symbolizes what you want to become?

4. Identify STRATEGIES. Develop two or three specific, actionable strategies

that are imperative for changing the culture.
5.

a. What should we do MORE of?
b. What should we STOP doing?
c. What should we BEGIN anew?

6. Identify immediate SMALL WINS. Develop a list of key action steps that you

can implement right away. These will likely be incremental improvements that
can create immediate momentum for change.

7. Identify METRICS, MEASURES, and MILESTONES. Identify the indicators of

success, how they will be assessed, and the time frame in which observable
progress will occur.

© Kim S. Cameron and University of Michigan Regents

8. Articulate the LEADERSHIP implications. Determine the learning and

development activities that will be needed to develop the leaders you will need to
guide the future culture.

9. Determine the COMMUNICATION STRATEGY. What symbols, logos, and
mechanisms will be used to communicate the new culture? To whom will you
communicate and how often?

© Kim S. Cameron and University of Michigan Regents

The Four Quadrants

The Competing Values Framework (CVF) consists of two dimensions—one drawn
vertically and the other drawn horizontally—resulting in four quadrants. When studying
the effectiveness of organizations more than two decades ago, it was discovered that
some organizations were effective if they demonstrated flexibility and adaptability, but
other organizations were effective if they demonstrated stability and control. Similarly,
some organizations were effective if they maintained efficient internal processes
whereas others were effective if they maintained competitive external positioning relative
to customers and clients. These differences represent the different ends of two
dimensions, and these dimensions constitute the rudiments of the Competing Values
Framework. Each quadrant in the framework represents a way of being, seeing,
managing, and organizing.

The Collaborate Quadrant
The Collaborate quadrant represents the kinds of people, purposes, and processes that
give rise to cooperation and collaboration. People in the Collaborate quadrant tend to be
committed to their community, focusing on shared values and communication. Their
culture is oriented towards involvement and building commitment over time. Companies
dominated by this Collaborate quadrant often seek to be the employer of choice. Driving
purposes include cohesion and commitment. Leaders build the organization by
encouraging trusting relationships and by nurturing a sense of community. Unified
behavior produces a strong organizational image in the marketplace. Customers may be
considered partners in an extended community. The Collaborate quadrant taken to an
extreme becomes negative and turns into a permissive, lax environment where
outcomes and results are under-emphasized.

The Create Quadrant
The Create quadrant represents the kinds of people, purposes, and practices that are
associated with creativity, innovation, and vision. Individuals with this perspective tend
to be change oriented. The culture that supports their work is characterized by
experimentation, flexibility, and looking forward toward the future. The focus is on
generating new ideas. These organizations tend to emphasize and support
entrepreneurial activities. Companies in this Create quadrant tend to seek to value
things that are new. Driving purposes include innovation and growth. They orient their
products, services, and ideas toward the future. Managers build the organization by
developing a compelling vision and emphasizing new ideas and technologies, flexibility,
and adaptability. These organizations can thrive in turbulent environments. The Create
quadrant taken to an extreme becomes negative by being constantly chaotic, trying out
multiple new ideas, and under-emphasizing the achievement of predictable outcomes
and structure.

The Compete Quadrant
The Compete quadrant represents the kinds of people, purposes, and practices that are
associated with aggressive competition and achievement. A focus on achieving results
leads people to emphasize winners or losers. Individuals with this perspective tend to
be focused on performance and goal achievement. Companies that emphasize this
Compete quadrant tend to emphasize speed and getting results. Driving purposes
include profits, obtaining market share, revenues, brand equity, and speed of response.
Managers build the organization by clarifying objectives and improving the firm’s
competitive position through hard work, competitive strategy, and productivity. These
organizations seek to deliver results to stakeholders as quickly as possible. Beating the

© Kim S. Cameron and University of Michigan Regents

competition is central. The Compete profile taken to an extreme becomes negative by
giving rise to self-interests and conflict and by neglecting the more humane people
issues.

The Control Quadrant
The Control quadrant represents the kinds of people, purposes, and practices that give
rise to predicable, dependable performance. People in organizations dominated by the
Control quadrant tend to be systematic, careful, and practical. The culture emphasizes
planning, efficient systems and processes, and enforcing compliance. Companies that
emphasize the Control quadrant tend to keep things running smoothly and efficiently.
Driving purposes include obtaining high quality or optimization, sometimes expressed as
predictability or minimizing variation and errors. Managers build the organization by
optimizing processes, cutting costs, and establishing policies and procedures. Clear role
definitions are important. These organizations tend to elaborate or extend existing
products and services with minor variations. The Control quadrant taken to an extreme
becomes negative by leading to red tape, languishing bureaucracy, and organizational
stagnation.

An advantage of the Competing Values Framework is that it is based on a well-
developed theoretical and empirical foundation. A great deal of research has been
produced to validate the CVF and its applications. It is consistent, for example, with the
psychology of Jung, the sociology of Parsons, the philosophy of Wilber, and the brain
physiology of Lawrence. Individuals taking the assessments, as well as organizations
receiving data on their own attributes, can link their results to other well-developed
elements of improvement.

Most importantly, the empirical research conducted by scholars in hundreds of
organizations, coupled with the hundreds of interventions in real organizations that have
utilized the Competing Values Framework, provide a rich array of guidelines and
prescriptions for how to improve individual and organizational performance. These are
not merely conveniently created instruments. They are, rather, an integrated array of
assessment devices aimed to help enable and enhance consistent and comprehensive
improvement.

  1. A:
  2. B:
  3. C:
  4. D:
  5. A_2:
  6. B_2:
  7. C_2:
  8. D_2:
  9. A_3:
  10. B_3:
  11. C_3:
  12. D_3:
  13. A_4:
  14. B_4:
  15. C_4:
  16. D_4:
  17. A_5:
  18. B_5:
  19. C_5:
  20. D_5:
  21. A_6:
  22. B_6:
  23. C_6:
  24. D_6:
  25. A_7:
  26. B_7:
  27. C_7:
  28. D_7:
  29. A_8:
  30. B_8:
  31. C_8:
  32. D_8:
  33. A_9:
  34. B_9:
  35. C_9:
  36. D_9:
  37. A_10:
  38. B_10:
  39. C_10:
  40. D_10:
  41. A_11:
  42. B_11:
  43. C_11:
  44. D_11:
  45. A_12:
  46. B_12:
  47. C_12:
  48. D_12:
  49. 1B:
  50. 1C:
  51. 1D:
  52. 1A:
  53. 1A_2:
  54. 1B_2:
  55. 1C_2:
  56. 1D_2:
  57. 2A:
  58. 2B:
  59. 2C:
  60. 2D:
  61. 2A_2:
  62. 2B_2:
  63. 2C_2:
  64. 2D_2:
  65. 3A:
  66. 3B:
  67. 3C:
  68. 3D:
  69. 3A_2:
  70. 3B_2:
  71. 3C_2:
  72. 3D_2:
  73. 4A:
  74. 4B:
  75. 4C:
  76. 4D:
  77. 4A_2:
  78. 4B_2:
  79. 4C_2:
  80. 4D_2:
  81. 5A:
  82. 5B:
  83. 5C:
  84. 5D:
  85. 5A_2:
  86. 5B_2:
  87. 5C_2:
  88. 5D_2:
  89. 6A:
  90. 6B:
  91. 6C:
  92. 6D:
  93. 6A_2:
  94. 6B_2:
  95. 6C_2:
  96. 6D_2:
  97. A_13:
  98. B_13:
  99. C_13:
  100. D_13:
  101. A_14:
  102. B_14:
  103. C_14:
  104. D_14:
  105. A_15:
  106. B_15:
  107. C_15:
  108. D_15:
  109. A_16:
  110. B_16:
  111. C_16:
  112. D_16:
  113. Text1:
  114. Text2:
  115. Text3:
  116. Text4:
  117. Text5:
  118. Text6:
  119. Text7:
  120. Text8:

Now Collaborate Create Compete Control 30 30 33 24 Future Collaborate Create Compete Control 13 32 26 12

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