Instructions for the Organizational Cultural Assessment Paper pts Choose a work group work team you 4594

Organizational Development

Question.4594 - Instructions for the Organizational Cultural Assessment Paper100 pts.Choose a work group (work team) you are familiar with, preferably the work group or a project team you are currently working with. Rate the OACI Now and then Preferred for this group according to your own perspective. (The form for this has been uploaded to Moodle. It is an Excel file and has been built so that when you enter data on the first page, the second page will automatically do the calculations for you). This exercise would be more meaningful if you are able to get the entire team to also complete the OACI and then create the CONSENSUS set of ratings (as described in the text). If that is not possible, for the purpose of this assignment, you can treat your individual ratings as though they were the outcome of the consensual process. Just keep in mind that any conclusions you draw cannot reasonably be applied to the whole group because you have just one sample. Create the Organizational Culture Profile graph and each of the six cultural dimension graphs (use the powerpoint slide deck that has been uploaded to Moodle.) You must either submit your powerpoint file or integrate your graphs into your paper. Either approach is acceptable as long as you make your graphs available for me to review. In your paper, analyze the data for: Type, Discrepancies, Strength, Congruence (between dimensions; and, discrepancies in dimensions â there should be several, highlight 3-5 that are most significant and explain what you speculate may be the source), Comparisons, and Trends. See pages 80 â 94 for additional help. Based on your analysis, complete the âWhat culture change means/does not meanâ chart. This is located as the last slide in the OACI powerpoint graph slide deck. This can be submitted as part of your powerpoint file or integrated in your paper. Provide a summary of key findings. Paper needs to be written in a professional, objective tone, using one-inch margins, 12 pt. font, double-spaced and two pages minimum. PLEASE be sure to address EACH row of the grading rubric. ABCDFGraphs (35pts)Overview and six cultural dimension graphs accurately built. Five graphs accurately built. Three or more graphs accurately built.Graphs attempted but none are correct.Not submitted. tYPE (3 pts)Cultural type accurately identified and an explanation of the choice is provided. Discussion of its fit with environment is included. Cultural type accurately identified. Discussion is brief. Cultural type discussed but not accurately identified.Vague or confusing attempt. Not discussed. dISCREPANCIES (10 pts)All discrepancies between Now and Preferred for ALL seven graphs accurately identified and discussed. Most discrepancies between Now and Preferred accurately identified and discussed.Most discrepancies between Now and Preferred accurately identified but not discussed. Discussion of discrepancies between Now and Preferred attempted. Not discussed. sTRENGTH (2 pts)Strength of culture type accurately identified and discussed. Strength of culture type accurately identified but not discussed.Strength of culture type discussed but not correct. Not discussed. cONGRUENCE (20 pts)Congruence between the six cultural dimensions thoroughly discussed and articulately explained. Congruence between cultural dimensions discussed and explained but not thoroughly or well explained. Congruence between cultural dimensions described vaguely or briefly. Congruence between cultural dimensions discussed but not accurately. Not discussed. cOMPARISONS(2 pts)see pgs 90-91Comparison of cultural type articulately discussed.Comparison of cultural type discussed. Comparison is brief or vague. Incorrect comparison. Not discussed. TRENDS (3 pts)see pgs 89-94All applicable trends are articulately discussed as they apply to the identified dominant culture. Some discussion of applicable trends are discussed. Discussion of trends is vague or too brief. Discussion of trends is incorrectly applied. No discussion. mEANS/dOES nOT mEAN (20 pts)see pgs 105-109Thorough and accurate completion of the Means/Does Not Mean form. Each action is well chosen.Thorough completion but some actions not clear or appropriate. Not fully completed OR most actions not clear or appropriate. Partially completed AND actions not clear or appropriate. Not completed. sUMMARY(5 pts)Meaningful conclusions, based on analysis of graphs articulately argued. Meaningful conclusions, based on analysis of graphs argued.Attempt made to provide conclusions.Conclusions are not appropriate given the analysis. Not attempted. 1 pt deducted, up to 10 pts, for each spelling, grammar, punctuation error or use of idiom, colloquialism, or slang. Grading Rubric

Answer Below:

Adhocracy x Clan x Market x Hierarchy x Flexibility xxx DiscretionStability xxx ControlInternal xxxxx and xxxxxxxxxxxxxxxxxxx Focus xxx DifferentiationOrganizational xxxxxxx Profile xxxxxxxxx B xxxx A xxxxxx C xxxxxxxxx D xxxxxxxxxxx and xxxxxxxxxxxxxxxxxxx and xxxxxxxxxxxxxxx Focus xxx IntegrationExternal xxxxx and xxxxxxxxxxxxxxx Organizational xxxxxxxxxxxxxxxxxxxxxxxxxxx Adhocracy x Clan x Market x Hierarchy x Flexibility xxx DiscretionStability xxx ControlInternal xxxxx and xxxxxxxxxxxxxxxxxxx Focus xxx Differentiation xxxxxxxxxxxxxx LeaderNowPreferred xxxxxxxxx B xxxx A xxxxxx C xxxxxxxxx D xxxxxxxxxxx and xxxxxxxxxxxxxxxxxxx and xxxxxxxxxxxxxxx Focus xxx IntegrationExternal xxxxx and xxxxxxxxxxxxxxx Management xx EmployeesNowPreferred xxxxxxxxx B xxxx A xxxxxx C xxxxxxxxx D xxxxxxxxxxx and xxxxxxxxxxxxxxxxxxx and xxxxxxxxxxxxxxx Focus xxx IntegrationExternal xxxxx and xxxxxxxxxxxxxxx Organizational xxxxxxxxxxxxxxxx Adhocracy x Clan x Market x Hierarchy x Flexibility xxx DiscretionStability xxx ControlInternal xxxxx and xxxxxxxxxxxxxxxxxxx Focus xxx Differentiation xxxxxxxxx EmphasisNowPreferred xxxxxxxxx B xxxx A xxxxxx C xxxxxxxxx D xxxxxxxxxxx and xxxxxxxxxxxxxxxxxxx and xxxxxxxxxxxxxxx Focus xxx IntegrationExternal xxxxx and xxxxxxxxxxxxxxx Criteria xxx SuccessNowPreferredType xx Organizational xxxxxxx According xx the xxxx assessment x findings xxxxxxxxxx Health x ICU xxxxx now xxx a xxxxxx hierarchical xxxxxxx In x high-risk xxxxxxx context xxxxxxxxx formal xxxxxxxxx and xxxxxxx are xxxxxxx and xxxx are xxxxxxxxxx in xxxx structure-driven xxxxxxxxxxx Cameron xxxxx The xxxx culture xxx second xxxxxxxx style xxxxx implies xxxx cooperation xxxxxxxx and xxxxxxxx involvement xxx important xxxxxxx of xxxxxxxxxx operations xxxxxxxxxx lower xxxxxxxxx Culture xxx Market xxxxxxx scores xxxxxxxx a xxxxxxxxxx emphasis xx competitive xxxxxxx innovation xxx flexibility xxxxxxxx Ou xxxxxxx Differences xx the xxxxxxxxxxx Significant xxxxxxxxxxxxx between xxx desired xxx existing xxxxxxxx characteristics xxxx where xxxxxxxxx want xxxxxx Among xxx most xxxxxxx differences xxx a xxxxxxxxxxxxxx Characteristics xxxxxxxxx to xxxxxxx Quinn xxxxxxxxxxxxxx characteristics xxxxxxx a xxxxx from xxxxxx rule-based xxxxxxxxxx hierarchy xx a xxxxxxxx people-oriented xxxxxxx clan xxxx encourages xxxxxxxxxxx and xxxxxxxxxxx b xxxxxxxxxx Style xxxxx is xx inclination xxx leadership xxxx is xxxx encouraging xxx facilitative xx opposed xx directive xxx very xxxxxxxxxxx c xxxxxxxxx Emphasis x shift xxxx from xxxxxxxx procedural xxxxxxxxx and xxxxxx promoting xxxxxxxxxx and xxxxxxxxxxxx d xxxxxxxx Management xxxxxxxx from xxx down xxxxxxx and xxxxxxxxxxx to xxxxxxxxxxx and xxxxxxxxxx e xxxxxxx Criteria x greater xxxxx on xxxxxxxxxxx growth xxx teamwork xxxxxx than xxxxxx productivity xxx efficiency xxxxxxxx Advantages xx the xxxxxxx Culture xxxxxxxxxxxxxxx these xxxxxxxxxxx the xxxxxxx Hierarchy xxxxxxx has xxxxxxxxx advantages xxxxxxxxxx when xx comes xx upholding xxxxxxxxx transparent xxxxxxxxx and xxxxxxxxx to xxxxx requirements xxx of xxxxx are xxxxxxxxx for xxxxxxxxxxxx patient xxxxxx and xxx operational xxxxxxxxxxxxx Furthermore xxxx Culture xxxxxxxx collaboration xxx solid xxxxxxxxxxxxx ties xxxxx medical xxxxxxxxxxxxx which xxxxxxxx productivity xxx cohesion xx the xxxxxxxxx Hartnell xx al xxxxxxxxxxx Congruence xxxxx is xxxxx a xxx between xxx requirement xxx a xxxxxxxxxx approach xxx the xxxx for xxxx flexibility xxxx while x desire xxx a xxxxxxxxxxxxx culture xx evident xx several xxxx management xxxxxxxxxx and xxxxxxxxx emphasis xx ICU xxxxx stringent xxxxxxxxx are xxxxxxxx but xxxxxxxxxx and xxxxxxxxxxx are xxxxxxx critical xxx providing xxxxxxxxxxxx patient xxxx the xxxxxxxxxx conflict xxxxxxx stability xxx flexibility xx especially xxxxxxxxxx Long-term xxxxxxxxxxxxxx performance xxxxxxx on xxxxxxxx the xxxxxxx balance xxxxxxx these xxxxxxx Important xxxxxxxxxxx and xxxxxxxxx Causes x Leadership xxxxx Shift xxxxxxxxx may xxxx disengaged xxxx decision-making xxxxxxxxx and xxxx more xxxxxxxxx over xxxxxxxxx culture xxx rules xx shown xx the xxxxxxxxxx for x more xxxxxxxxxxxx leadership xxxxx B xxxxxxxxx Emphasis xx Innovation xxx dynamic xxxxxxx of xxxxxxxxxx where xxxxxxxx technology xxx procedures xxxxxxxxxxx constant xxxxxxxxxx is xxxxxxxx the xxxxx of xxx disparity xx innovation xxxxxxxxxx Gelfand xx al x Employee xxxxxxxxxx An xxxxxxxxxx demand xxx employee xxxxxxxxxxx raises xxx possibility xxxx hierarchical xxxxxxx is xxxxxxxx autonomy xxx professional xxxxxxxxxxx D xxxxxxx Criteria xxx overwhelming xxxxxxxxxx for xxxxxxxxxxx and xxxxxxxx over xxxxxxxxxxxxxxxxx success xxxxxxxx suggests xxxx employees xxx be xxxxx unwarranted xxxxxxxx from xxxxxx performance xxxxxxxx E xxxxxxxxxxxxxx Glue xxxxxxx may xxxxx a xxxxxx importance xx shared xxxxxxxxxx and xxxxxx than xxxxxx adherence xx rules xxxxxxxxxx that x more xxxxxxxxx workplace xxx a xxxxxxxx sense xx cultural xxxxxxxx are xxxxxx Comparisons xxx Trends xxx study xxxxx that xxxxxxxxxx Health x ICU xxxx members xxxxx a xxxxxxxxxxxxxx hybrid xxxxxxx which xxxxxxxx teamwork xxxxxxxxxxxx and xxxxxxxxxx while xxxxxxxxxx operational xxxxxxxxxxxxx The xxxxx shows x wish xx move xxxx from xxxxxx control xxxxxxxxxx and xxxxxx an xxxxxxxxxx that xxxxxxxxxx creativity xxx team xxxxxxxx Addressing xxxxx tendencies xxxxxxx leadership xxxxxxxxxxx cultural xxxxxxxxxxx and xxxxxxxxxx modifications xxxx be xxxxxxxx for xxxxxxxxx alignment xxxxxxx present xxx intended xxxxxxxx qualities xxxx CultureAdhocracy xxxxxxxxxxxxxxxx CultureMarket xxxxxxx IncreaseDecreaseRemain xxxxxxxxxxxxx Not xxxxxxxxxxxxxxxxxxxxxxxxxx SameMeansDoes xxx MeanIncreaseDecreaseRemain xxxxxxxxxxxxx Not xxxxxxxxxxxxxxxxxxxxxxxxxx SameMeansDoes xxx MeanWhat xxxxxxx Change xxxxx and xxxx Not xxxxxxxx Culture xxxxxx Means xxxx Not xxxx Means x Promoting x balance xxxxxxx structure xxx flexibility x Assuming x more xxxxxxxxxx and xxxxxxxxxxxx position xx leadership x encouraging xxxxxxxxxxx and xxxxxx involvement x Fostering xx environment xxxx values xxxxxxxx learning xxx career xxxxxxxxxxx Does xxx mean x getting xxx of xxxxxxxxx rules xxx regulations x establishing xx entirely xxxxxx or xxxxxxxxxxxx workplace x lowering xxxxxxxxx of xxxxxxx or xxxxxxxxxxxxxx D xxxxxxxxxxxx patient xxxxxx to xxxxx to xxxxx about xxxxxx An xxxxxxxx of xxx Key xxxxxxxx Although xxxxxxxxxx Health x ICU xxx operates xxxxx a xxxxxx hierarchical xxxxxxx the xxxx results xxxx that xxxxx members xxxx a xxxx adaptable xxxxxxxxxxxxxxx and xxxxxxxx approach xxxxxxxxx this xxxxxxxxxxx demands xxxxxxxxxx modifications xx leadership xxxxx management xxxxxxx and xxxxxxxxxxx rating xxxxxxxx The xxxxxxxx may xxxxxxx patient xxxx results xxxxxxxx employee xxxxxxxxxxxx and xxxxxx a xxxxxxxxx healthcare xxxx that xxx handle xxxxxx difficulties xx cultivating x culture xxxx values xxxx structure xxx adaptability