Posts Tagged ‘audio’
Alan Davis
Tuesday, September 27th, 2011
Profiling Type in Organizations
In administrating the Bridges’ tool to my organization, I came to realize that organizations differ, not just with regards to their purpose, structure and size, but also as regards their psychological characters. The Organization Character Index ( OCI) measure how individuals and working groups perceive an organization’s characteristic properties, in the manner that these can be defined using theories and terminology borrowed from the Myers-Briggs Type Indicator. The results can also be used to map differences within organization, to understand change processes and leadership issues as well as to highlight the dynamics between the organization and the individual. On the other hand, the Organizational Culture assessment Instrument (OCAI) is a very helpful tool that assisted the organization in defining the culture type (Cameron & Robert, 2006).
The organization’s character is extraversion, sensing, thinking, and judging (E, S, T, &J). In the first set of questions, on the Organizational Index (OCI), my organization score twenty-two, this fell within the extraversion index. This index, states that the organization tends to look outward and review the current market condition, prior to making a decision. Also as an extraverted organization, they tend to be sometime inpatient and explore their choices openly. Extraverted organizations sometimes try many ways of doing things, and then they will let the result decide the question (Bridges, Unknown). The organization does just that, they provide clinicians different ways to completing case notes, group notes and writing documentation, and finally they will just allow clinician to use the one that fits best.
In the second set of questions, on the Organizational Character Index (OCI), the organization scored twenty-two, which fell within the sensing index. This index, states that organization that falls within it, primarily focus on the here and now (Roberts, 2009). Bridges also stated that an organization that falls within this index, can manage large bodies of data and focused on standard procedures in getting the job done. Change in this organization is done incrementally, managers, supervisors, and direct care staffs (employees) are given prior notices when there is going to be any major change within the organization.
In the third set of question, on the organizational Index (OCI), the organization scored fourteen, which fell within the thinking index. This index shows that organizations that fall within it use a lot of principles to solve their problem, along with logic. Also within this index, a lot of thought is not given to strange developments, because all are treated like it is similar to something that had happen sometime back.
In the last set of questions, on the Organizational Index (OCI), the organization scored eighteen, which fell within the judging index. This index shows that organizations that fall within it always like to make firm decision about its operation and management style. They also like to complete project in a timely manner. Judging organization sometimes has difficulty, because of the quick decision that they made with little or no information, and they need to remain open to the world (Bridges, Unknown). The organization had made several decisions in the past, that sometime that they regret (wrongful termination of employees, hurry accepting residents, due to low census, etc).
Understanding the organization’s culture will allow employees to fit their personality style into the current culture. As for the ones in a leadership position, they will have to start the culture change if there is to be any change that is going to occur. Employees need to play a very strong role in this change, in order for that change to be successful, because the organization is characterize by the culture that defines it.
Cameron and Robert, 2006, identified four major cultures types, hierarchy culture, the market culture, the clan culture, and the adhocracy culture. The organization that I administered the Organization Character Index (OCI) seems to exhibit characteristics of the market culture, because they depend on the external environment for most of their activities/ business.
This organization runs basically on conducting business (accepting residents for treatment, the more residents, the more income), which is one of the primary goal of the market culture. This organization also focuses on controlling the external environment, by purchasing other facilities that offer similar services within the area or around the area, which is also one of the characteristics of the market culture (Cameron & Robert, 2006).
References
Bridges, W. (Unknown). The Character of Organizations. Mountain View, California: Davies-Black Publishing.
Cameron, K. S., & Robert, Q. E. (2006). Diagnosing and Changing Organizational Culture. The Jossey-Bass Business & Management Series , 31-61.
Roberts, A. (2009). Organizational Character Index. Retrieved 05 10, 2011, from Master Facilitator: http://www.masterfacilitator.com/organizationalcharacterindex
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