Online Organizational Culture Assessment Instrument

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Online Organizational Culture Assessment Instrument
Marcella Bremer, Member
Hello colleagues, an organizational culture assessment instrument based on the competing values framework is now online available at
It's free for individual participants so take the test and try this instrument.
Is your culture empasizing flexibility or control? What's dominant: an external or internal focus? I'm looking forward to your comments.

OCAI Test is Subjective
Dennis de Gast, Member
During my study I had to fill in this test. Just for a laugh a collegue did the same test. The results are very subjective. Depending on how you feel about things doesn't make your organisation a good or a bad one. If every emplyee would take the test and overal the average outcome would be worrying, then it's time to change things. If only one or two people think the organisation is a bad one, I would suggest to "fix" those two people, not your entire organisation.

Culture is a Subjective and Collective Experience
Marcella Bremer, Member
Let me start by stating that this assessment doesn’t rank cultures as "good" or "bad". The outcome simply tells you the dominant culture type, according to its participants.
If there's only one participant, it's his / her subjective judgment. (Could still be interesting information for the individual participant).
The value of the OCAI lies in doing this assessment with more employees, of course. Comparing differences can be interesting between departments or sites or levels (executive or not) of the organization. The average gives a impression of the shared values and subsequent assumptions, beliefs, behaviors and criteria that form an organization's culture.
Utilize the assessment by inviting a complete team or organization. Then take full advantage of it by interpreting the outcome collectively and developing a change process that most members will support.

Identifying the Dominant Organization Culture
kamau, Member
I'm carrying a research on how organizational culture influences organizational ambidexterity and subsequently its performance. The key interest is in adhocracy and hierarchical cultures. What kind of questions do I pose to the respondents to elicit the right response without compromising the respondents' ingenuity?


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