scholarly journals Cultura predominante y subculturas

2021 ◽  
Vol 15 (2) ◽  
pp. 95-114
Author(s):  
Isabel Palacios Arias ◽  
Gustavo Rubén Cusot Cerda
Keyword(s):  
Organizational Culture ◽  
Assessment Instrument ◽  
Organizational Culture Assessment Instrument

El artículo presenta los resultados de un trabajo académico empírico que tuvo como modelo de estudio el Scoring the Organizational Culture Assessment Instrument propuesto por Cameron y Quinn. El mismo pretende dar cuenta del estado de la cultura corporativa en la compañía ecuatoriana Go Galápagos, con el fin de identificar su cultura predominante e identificar la existencia de subculturas dentro de esta organización. El estudio sigue la premisa de varios autores, Joan Costa, Cameron y Quinn, entre otros, quienes afirman que cuando una empresa está geográficamente dispersa, la cultura predominante tiende a dividirse en pequeñas subculturas. El caso de la compañía Go Galápagos permite constatar esta teoría, ya que al estar dividida en Quito (área administrativa) y Galápagos (su más grande embarcación), la cultura central se fragmentase evidencia la aparición de subculturas. La aplicación de este estudio reveló que la compañía mantiene una cultura jerarquizada; sin embargo, en ciertas áreas ha desarrollado subculturas fuertemente consolidadas. En este artículo se analizan estos resultados y, específicamente, las causas de la existencia de dichas subculturas.

scholarly journals Validation of the Organizational Culture Assessment Instrument

PLoS ONE ◽  
2014 ◽  
Vol 9 (3) ◽  
pp. e92879 ◽  
Author(s):  
Brody Heritage ◽  
Clare Pollock ◽  
Lynne Roberts
Keyword(s):  
Organizational Culture ◽  
Assessment Instrument ◽  
Organizational Culture Assessment Instrument

Analysis of the organisational culture in two Croatian hospitals

2019 ◽  
Vol 28 (10) ◽  
pp. 647-651 ◽  
Author(s):  
Ružica Mrkonjić ◽  
Jadranka Ristić ◽  
Igor Jambrović ◽  
Marina Rukavina ◽  
Irena Rašić
Keyword(s):  
Organizational Culture ◽  
Organisational Culture ◽  
Common Type ◽  
Management Style ◽  
Assessment Instrument ◽  
University Hospital ◽  
University Hospitals ◽  
Organisational Climate ◽  
Clan Culture ◽  
Organizational Culture Assessment Instrument

Background: organisational culture is the character of the environment of individual bodies. It consists of a set of values, norms and customs that govern the relations between people within it. Its elements are a mission or goals, organisational climate and a working atmosphere, which affect motivation, effectiveness and, ultimately, management style. Aim: this research aimed to determine which organisational culture is prevalent in hospitals, and which staff consider is the most desirable. Methods: the research was conducted in two hospitals in Zagreb—University Hospital Sveti Duh and University Hospital Dubrava. The Organizational Culture Assessment Instrument was administered to 87 nurses. Results: in both hospitals, a clan culture was prevalent, followed by a hierarchical culture, then a competitive culture. The adhocracy culture was the least common. Participants said a clan culture was the most desirable, then a hierarchical culture, followed by the adhocracy culture; the least desirable was a competitive culture. In Sveti Duh, a clan culture was predominant, while in Dubrava it was a hierarchical culture. The most desirable culture for staff of both hospitals is the clan culture, but it was more prevalent in Sveti Duh. Conclusion: in two Croatian university hospitals, according to staff, a clan organisational culture is the most common type and is also the most desirable.

scholarly journals Analisis Budaya Organisasi Stasiun Televisi Lokal X di Bandung dengan OCAI (Organizational Culture Assessment Instrument)

2020 ◽  
Vol 11 (2) ◽  
pp. 161-180
Author(s):  
Fauziyyah Sholeha Tunnisa ◽  
Anissa Lestari Kadiyono
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Two Dimensions ◽  
Assessment Instrument ◽  
Television Station ◽  
Local Television ◽  
The Future ◽  
The Media ◽  
Organizational Culture Assessment Instrument ◽  
Measuring Tool

ABSTRACTNow, the world has entered globalization, it forms an industry which is determined by the international market. This change has an impact on companies in the media and broadcasting sectors. Now, the company is trying to be at the advance with client-based values. Facing up this rapidly changing environment requires a strategy to adapt. Determination of these strategies can be helped by knowing the organizational culture that is owned by the company. Local television station X is one of the local television stations that has survived for more than 20 years in media and broadcasting sector, To determine a strategy to face the market in the future, this television station needs to know the organizational culture it has, so that it can determine the direction of the preferred organizational culture in the future. OCAI (Organizational Culture Assessment Instrument) is a measuring tool that is often used and precisely in diagnosing organizational culture and organizational effectiveness. This measuring instrument is filled by all employees of television station X from various positions. The results of this study indicate that the dominant organizational culture possessed by this television station is clan culture, but this culture still tends to be weak, this can be due to two dimensions of organizational culture that have different patterns. There is a need for improvement in the communication system to improve work communication relations between management levels at local television station X in order to form a strong corporate culture. ABSTRAK Saat ini telah memasuki globalisasi, hal tersebut membentuk industri yang ditentukan oleh pasar internasional. Perubahan ini berdampak pada perusahaan yang bergerak di sektor media dan broadcasting, sehingga saat ini perusahaan berusaha menjadi yang terdepan dengan nilai-nilai berbasis pada klien. Mengahadapi lingkungan yang cepat berubah ini diperlukan sebuah strategi untuk dapat beradaptasi. Penentuan strategi tersebut dapat terbantu dengan mengetahui budaya organisasi yang dimiliki oleh perusahaan. Stasiun televisi lokal X adalah salah satu stasiun televisi lokal yang bertahan setelah kurang lebih 20 tahun berkiprah dalam sektor media dan broadcasting, untuk menentukan strategi untuk menghadapi pasar dimasa yang akan datang, maka stasiun televisi ini perlu mengetahui budaya organisasi yang dimiliki, sehingga dapat menentukan arah budaya organisasi yang dilebih disukai dimasa yang akan datang. OCAI (Organizational Culture Assessment Instrument) merupakan alat ukur yang sering digunakan dan tepat dalam mendiagnosa budaya organisasi dan efektifitas organisasi. Alat ukur ini diisi oleh seluruh karyawan stasiun televisi X dari berbagai jabatan. Hasil dari penelitian ini, bahwa budaya organisasi dominan yang dimiliki oleh stasiun televisi ini adalah budaya clan, tetapi budaya ini masih cenderung lemah, hal tersebut dapat disebabkan dua dimensi budaya organisasi yang memiliki pola berbeda. Perlu adanya perbaikan dalam sistem komunikasi untuk memperbaiki hubungan komunikasi kerja antara level manajemen di stasiun televisi lokal X agar dapat membentuk budaya perusahaan yang kuat.

Organizational Culture Assessment Instrument--Vietnamese Version

2020 ◽  
Author(s):  
Nguyen Van Huy ◽  
Nguyen Thi Hoai Thu ◽  
Nguyen Le Tuan Anh ◽  
Nguyen Thanh Hai Au ◽  
Nguyen The Phuong ◽  
...  
Keyword(s):  
Organizational Culture ◽  
Assessment Instrument ◽  
Organizational Culture Assessment Instrument

ANALISIS BUDAYA ORGANISASI DINAS PERINDUSTRIAN DAN PERDAGANGAN KOTA BOGOR DENGAN MODEL ORGANIZATIONAL CULTURE ASSESSMENT INSTRUMENT (OCAI) DAN TINGKAT MOTIVASI KERJA

2019 ◽  
Vol 9 (2B) ◽  
pp. 11
Author(s):  
Rizki Ahmad Fauzi
Keyword(s):  
Organizational Culture ◽  
Assessment Instrument ◽  
Organizational Culture Assessment Instrument

Penelitian ini dilaksanakan di Dinas Perindustrian dan Perdagangan Kota Bogor. Tujuan penelitian ini untuk menganalisis Budaya Organisasi Dinas Perindustrian dan Perdagangan Kota Bogor dengan Model Organizational Culture Assessment Instrument (OCAI) dan Tingkat Motivasi Kerja. Penelitian ini menggunakan metode pendekatan kuantitatif dengan metode penelitian survei, yaitu menggunakan sampel dari suatu populasi dan menggunakan kuesioner sebagai alat pengumpul data. Sampel yang digunakan 72 responden dari (sampel jenuh) semua pegawai yang ada.  Hasil penelitian menunjukkan bahwa budaya organisasi model Organizational Culture Assessment Instrument (OCAI) ini dirasa  akan  meningkatkan motivasi kerja di Disperindag kota Bogor. Motivasi  pegawai untuk bekerja lebih baik lagi, karena dengan budaya organisasi yang dipilih oleh para pegawai maka pegawai dapat mengaktualisasikan kemampuan, skill dan pengetahuan mereka dalam bekerjaKata kunci : Budaya Organisasi Model Organizational Culture Assessment Instrument (OCAI) dan Tingkat Motivasi Kerja 

scholarly journals ANALYZING CORPORATE CULTURE IN HOTEL COMPANY USING ORGANIZATIONAL CULTURE, ASSESSMENT INSTRUMENT (OCAI) : CASE STUDY X HOTE IN JAKARTA

2018 ◽  
Vol 1 (1) ◽  
pp. 23-39
Author(s):  
Theresia Melisa Lumbantoruan ◽  
Munawaroh Zainal ◽  
Dea Prasetyawati
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Current Situation ◽  
Assessment Instrument ◽  
Culture Result ◽  
Clan Culture ◽  
Organizational Culture Assessment Instrument ◽  
Key Dimensions ◽  
A Company

Organizational Culture Assessment Instrument well-known as OCAI commonly uses to describe the type of culture in a company. Using values framework as and instrument, this research attempt to find out what type of culture base on four culture type of Cameron and Quinn: Clan Hierarchy, Adhocracy and Market. Asking `89 of hotel staff respondent and applying on the framework, hotel staff exhibited Hierarchy culture as dominant in current situation and they preferred Clan culture for the future. This discrepancies between the current and preferred culture indicates that a change in culture, especially to clan culture. Result of culture perspectives between levels of hierarchy indicates staff and managers preferred to have clan culture. Culture profile on Six Key Dimensions of Culture (SKDC). Result showed that the overall scores and ranking were almost congruent in the current culture of all aspects. The preferred culture were reasonably congruent, Having clan culture dominating all aspects.

scholarly journals Potenciación de la cultura organizacional en organizaciones mexicanas

Lúmina ◽  
2021 ◽  
Vol 22 (1) ◽  
pp. E0006
Author(s):  
Leticia Ramos Garza ◽  
Claudia Ramos Garza
Keyword(s):  
Organizational Culture ◽  
Assessment Instrument ◽  
Organizational Culture Assessment Instrument

El propósito de este estudio es encontrar cómo se puede potenciar la cultura organizacional como estrategia para lograr un desempeño significativo, dadas las necesidades crecientes en las organizaciones de recuperar el tiempo perdido.  En él se distinguen las características significativas de los desafíos que se presentan a nivel mundial, el contraste de dos modelos que evalúan la cultura organizacional tomando en cuenta prácticas administrativas robustas, a) el modelo de cultura flexible (OCAI) por sus siglas en inglés “Organizational Culture Assessment Instrument”, Cameron y Quinn (2006) y b) el modelo de cultura DOCS o “Denison Organizational Culture Survey” de Denison (2016), la descripción del estudio, la aplicación del modelo DOCS, sus resultados al analizar  2,828 colaboradores de 77 empresas mexicanas  y algunas conclusiones significativas, para finalmente describir varias implicaciones tanto científicas como prácticas de: ¿cómo se podría utilizar de manera estratégica, los cambios culturales con el propósito de lograr impactos positivos en el desempeño organizacional? 

scholarly journals Cultura organizacional e qualidade em serviços em instituição de saúde pública portuguesa

2017 ◽  
Vol 11 (4) ◽  
pp. 120
Author(s):  
Paulo José de Freitas Lourenço ◽  
Ilda Maria Morais Massano Cardoso ◽  
Fátima Regina Ney Matos ◽  
Cristine Hermann Nodari
Keyword(s):  
Organizational Culture ◽  
Assessment Instrument ◽  
Organizational Culture Assessment Instrument

Nos últimos anos, têm proliferado em Portugal investigações sobre a cultura organizacional e a gestão da qualidade, quer no setor industrial, quer no setor da saúde. Esta investigação por meio de um estudo de caso consistiu na aplicação de dois questionários, o Organizational Culture Assessment Instrument (OCAI) e o SERVPERF, no Hospital Distrital da Figueira da Foz tendo em vista identificar a tipologia da cultura organizacional e verificar uma possível relação com as dimensões da qualidade percecionadas pelos colaboradores desta instituição de saúde. Os resultados obtidos demonstram que a tipologia de cultura organizacional que obteve maior pontuação foi a cultura de mercado. Relativamente à perceção das dimensões da qualidade, nos serviços, pelos clientes internos, verificou-se que a dimensão confiança que obteve a pontuação mais elevada, correlacionando-se estatisticamente com as quatro tipologias de cultura, clã, adocrática, burocrática e de mercado.

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