scholarly journals Organizational Culture Assessment at Ethio-Telecom Using Competing Value Framework

2020 ◽  
Vol 5 (6) ◽  
Author(s):  
Abadir Abrahim ◽  
Shemelis Zewdie
Keyword(s):  
Organizational Culture ◽  
Organizational Change ◽  
Assessment Instrument ◽  
Dominant Culture ◽  
Cultural Changes ◽  
Leadership And Management ◽  
Strategic Emphasis ◽  
Clan Culture ◽  
Research Questions ◽  
The Moment

The purpose of this study is to assess current dominant and future desired organizational culture at Ethio-telecom Jimma region offices as perceived by employees using competing value framework. The objective is to identify and understand cultural changes needed to manage organizational change Ethio-telecom embarks on effectively. Through a survey research design, a sample of 100 employees who were randomly selected took part in the study. Organizational change assessment instrument (OCAI), standard questionnaire developed by Cameron and Quinn’s (2006) used to collect data from respondents. Four types of culture clan, adhocracy, hierarchy, and market assessed from six attributes of culture or dimensions: dominant characteristics, organizational leadership, and management of employees, organizational glue, strategic emphasis, and criteria of success. Standard mean score (Z score), t-test and analysis of variance employed to address the research questions. The results show that clan culture is the dominant typology at the moment while market oriented culture is found as future desired organizational culture. Moreover, the findings revealed statistically no significant variation among employees in their perception of current dominant culture and choice of future desired culture.

scholarly journals Implementasi Organizational Culture Assessment Instrument (Ocai) Untuk Pemetaan Budaya Organisasi Pt. Semen Indonesia (Persero) Tbk Sebagai Rujukan Winning Culture

MANAJERIAL ◽  
2020 ◽  
Vol 7 (01) ◽  
pp. 37
Author(s):  
Nur Elisa Faizaty ◽  
Reza Melynda Oktavia ◽  
Mirza Dwinanda Ilmawan
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Industrial Revolution ◽  
Sampling Technique ◽  
Organization Culture ◽  
Cement Industry ◽  
Assessment Instrument ◽  
Main Concern ◽  
Dominant Culture ◽  
Clan Culture

Background - Industrial revolution 4.0 make competition between countries will be more competitive. This competition was also felt by PT Semen Indonesia (Persero) Tbk, which is the market leader in the cement industry in Indonesia. Company that implement corporate culture very well, was reached hundred times growth that companies that don’t consider corporate culture s main concern. Aim – This study aims to mapping the organization culture through OCAI (Organizational Culture Assessment Intstrument. Design / methodology / approach - The sampling technique uses the proportionate stratified random sampling method which consists of 6 General Managers, 20 Senior Managers, 34 Head Section, 33 Head Teams and 13 Staffs. The instrument used in this study was the Organizational Culture Assessment Intstrument (OCAI), which maps organizational culture into four types of organizational culture through six-dimensional measurement, namely dominant characteristics, organizational leadership, employee management, organizational adhesives, and success criteria. Data collection techniques used are questionnaires. Finding - The results of the research show that the dominant culture now perceived is hierarchical culture, and the expected dominant culture is clan culture. The results of the validation from the expert stated that as a state-owned corporation that has a global go vision, the clan culture adopted by employees is irrelevant. Culture that is applied to be more suitable for going global is market culture as the main culture or common culture. Whereas the second culture or dominant sub-culture is a type of cultural hierarchy. Research implication - The existence of this mapping is expected to be an input to management, how management can create a more dominant competitive culture and unite employees with a culture that has been determined by management.

scholarly journals Relationship between institution status and the organizational culture of community health centres in Bali

2017 ◽  
Vol 5 (2) ◽  
pp. 135
Author(s):  
Maria Magdalena Zulian Puji Astuti ◽  
Made Sri Nopiyani ◽  
Pande Putu Januraga
Keyword(s):  
Organizational Culture ◽  
Sampling Technique ◽  
Competing Values Framework ◽  
Assessment Instrument ◽  
Competing Values ◽  
Culture Model ◽  
Clan Culture ◽  
Health Centres ◽  
Education Levels ◽  
Public Service Agencies

Background and purpose: The adoption of an appropriate organizational culture model can be instrumental in ensuring the success of an institution. Currently, public health centres (PHCs) in Indonesia are being remodeled to function as independent units managed as regional public service agencies (BLUD). This study aims to determine whether there are differences in the organizational culture of BLUD PHCs with non BLUD PHCs.Methods: Survey was conducted with 142 staff from BLUD PHCs and with 109 staff from non BLUD PHCs, selected using stratified random sampling technique. Data were collected by completing the organizational culture assessment instrument (OCAI) according to the concept of Competing Values Framework (CVF) and analyzed descriptively to determine aspects of the organizational culture.Results: Staff at the BLUD PHCs presented with lower education levels, were older and with an average longer working period compared to staff at the non BLUD PHCs. A hierarchical organizational culture was found in three BLUD PHCs and in one BLUD PHCs, while the other two non BLUD PHCs indicated a tendency towards a clan culture. It is hoped that in the next two years all PHC will adhere to a clan organizational culture model.Conclusions: Significant differences in age, education and number of working years between BLUD PHCs and non BLUD PHCs determine the organizational culture model adopted. The current adopted organizational culture is hierarchical whereas a transition to clan culture is desired.

scholarly journals Features of students’ perception of a university’s organizational culture depending on their organizational identification

2019 ◽  
Vol 3 (3) ◽  
pp. 40-52
Author(s):  
Valeria O. Pomyalova ◽  
Natalia V. Volkova
Keyword(s):  
Organizational Culture ◽  
Organizational Identification ◽  
Academic Career ◽  
Assessment Instrument ◽  
Staff Members ◽  
Market Culture ◽  
Clan Culture ◽  
Postgraduate Studies ◽  
The University ◽  
Current Reality

In the current reality, the higher education as the trajectory for the academic career faces particular difficulties. There is a downward trend regarding the number of young academic specialists — a negative factor for the entire educational system. The discussed problem may arise according to various reasons: changes in the law sphere or peculiarities of the educational organization activity. Both Western and Russian researchers conclude that the relations between an organization and its staff members are the key aspect of their loyalty. Thus, this article aims to examine the connection of a university organizational culture perception by the students with different types of identification demonstrated. The authors study the peculiarities of students’ perception of the university organizational culture. Altogether, 118 students participated in questionnaires that measure organizational culture with Organizational Culture Assessment Instrument and four types of identification with the university. The findings show the gap between students’ current and preferred perception of the university organizational culture. Consequently, the dominance of market culture that contradicts the desired “clan” culture orientation with the values of friendly and close relations environment, may influence the choice of academic career and postgraduate studies.

scholarly journals Student alienation and perceived organizational culture: A correlational study

2021 ◽  
Vol 10 (4) ◽  
pp. 1149
Author(s):  
Rajvi Trivedi ◽  
G. S. Prakasha
Keyword(s):  
Organizational Culture ◽  
Parental Behavior ◽  
Educational Institution ◽  
Peer Pressure ◽  
Well Being ◽  
Assessment Instrument ◽  
Educational Institutions ◽  
Correlational Design ◽  
Clan Culture ◽  
The Relationship

<span>It is generally expected that the students are supposed to gain an engaging and enriching experience throughout their journey of higher education. The educational institutions have to take up the responsibility to ensure that students are engaged meaningfully and are in a state of well-being. However, in the present scenario, students at colleges and universities have started to feel alienated from the campus life. Research shows that alienation levels are rising among the youth. Factors like stress, coping mechanism, restrictive parental behavior, peer pressure, academic performance, and organizational culture have an impact on alienation among the students. This study attempts to understand the relationship between student alienation and organizational culture in an educational institution. The study employed a descriptive correlational design and collected data from 600 under graduate students studying in a university. The study used student alienation scale and organizational culture assessment instrument to collect the survey data. Study revealed that there is a negative correlation between student alienation and organizational culture. There were 30% variation in student alienation is explained by different types of organizational culture. Clan culture reduces student alienation compared to hierarchy culture. The researchers urge for further research to identify ideal organizational cultures that can promote student engagement and student well-being.</span>

scholarly journals Diagnosis of organisational culture within an NHS Emergency Department

BMJ Leader ◽  
2019 ◽  
Vol 3 (1) ◽  
pp. 19-23
Author(s):  
Brian Armstrong ◽  
John Maxwell ◽  
Eoghan Ferrie ◽  
Emma Greenwood ◽  
Linsey Sheerin
Keyword(s):  
Emergency Department ◽  
Soft Systems Methodology ◽  
Organisational Culture ◽  
Review Literature ◽  
Assessment Instrument ◽  
Dominant Culture ◽  
Systems Methodology ◽  
Soft Systems ◽  
Market Culture ◽  
Clan Culture

BackgroundThe academic literature demonstrates that organisational culture contributes to variation between healthcare organisations in outcomes and performance, patient satisfaction, innovation, healthcare quality and safety and employee job satisfaction.Objectives/methodsThe aims of this research were: (1) to review literature on organisational culture; (2) to identify the dominant culture within the Belfast RVH Emergency Department by using a combination of both the ‘Organisational Culture Assessment Instrument’ and ‘Rich Pictures’ soft systems methodology; and (3) to formulate recommendations.Results/conclusionWe found that the dominant organisational culture is a market culture (29.74 points), followed by hierarchy culture (28.97 points) then a clan culture (25.55 points) and an adhocracy culture (15.74 points), this infers an emphasis is placed predominantly on results and profitability. The results also look at the difference between current and preferred organisational culture. The largest desired difference can be seen in clan culture, with an increase of 12.93 points. Market culture decreases by 12.39 points. Hierarchy culture decreases with 3.58 points and adhocracy culture increases with 3.04 points. The dominant culture in the preferred situation becomes clan culture, followed by hierarchy culture, adhocracy culture and market culture. The results also show there was a differing gap within all professional groupings with admin (24.97 points), doctors (33.71 points), nurses (40.36 points) and others (11.08 points). The Rich Pictures results highlight contrasting multidisciplinary dynamics in regard to hierarchy, interteam cooperation and a team while working under extreme pressure, and were committed to quality, patient safety and service innovation.

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 dan Gaya Kepemimpinan pada Badan Penelitian dan Pengembangan Industri Kementerian Perindustrian

2020 ◽  
Vol 11 (2) ◽  
pp. 115-124
Author(s):  
Lindawati Kartika ◽  
Indri Rizky Seventia
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Assessment Instrument ◽  
Skill Assessment ◽  
Management Skill ◽  
Research Results ◽  
Clan Culture ◽  
Managerial Implications

The function of organizational culture is to engage all components of the organization, determining identity, energy injections, motivators, and can be used as guidelines for members of the organization. Organizational Culture is one of the key successes of BPPI in the assessment of PMPRB. The purpose of this research is to answer: (1) How the realization and expected of organizational culture at BPPI Ministry of Industry? (2) How is the leadership style of BPPI leadership of the Ministry of Industry that is analyzed through the perception of leaders and employees by Using Management Skill Assessment Instrument (MSAI)? (3) How recommendations are given regarding managerial implications of organizational culture and leadership style that need to be improved Upgrade to BPPI. The Research results of the organization BPPI Ministry of Industry realization is more likely to dominate to Clan culture and hierarchy. While the expected culture of BPPI Ministry of Industry to be more likely to dominate to Clan culture and Adhocracy.

scholarly journals Organizational culture and family business: A configurational approach

2017 ◽  
Vol 6 (2) ◽  
Author(s):  
Gregorio Sánchez Marín ◽  
Antonio José Carrasco Hernández ◽  
Ignacio Danvila del Valle ◽  
Miguel Ángel Sastre Castillo
Keyword(s):  
Organizational Culture ◽  
Family Involvement ◽  
Family Business ◽  
Family Firms ◽  
Family Firm ◽  
Assessment Instrument ◽  
Configurational Approach ◽  
Clan Culture ◽  
Cultural Assessment

This paper adopts a configurational approach to explore the degree of matching among typologies of organizational culture and categories of family firm. Based on a sample of 491 Spanish firms with diverse levels of family involvement and using the organizational cultural assessment instrument (OCAI), results show that family owned and managed firms and professionally managed family are characterized by a clan culture typology while market and hierarchy cultures are more relevant in non-family firms. Potential determinants and consequences of these matches are explained and discussed.

scholarly journals ORGANIZATIONAL CULTURE IN CLINICAL DEPARTMENTS OF OBSTETRICS-GYNECOLOGY AND NEONATOLOGY: THE NURSES’ AND MIDWIVES’ OPINION

2019 ◽  
Vol 29 (4) ◽  
pp. 140-148
Author(s):  
Janina Ribelienė ◽  
Aurelija Blaževičienė ◽  
Rūta Jolanta Nadišauskienė ◽  
Rasa Tamelienė ◽  
Aušrelė Kudrevičienė ◽  
...  
Keyword(s):  
Organizational Culture ◽  
Organizational Leadership ◽  
Improve Patient Safety ◽  
Quality Of Healthcare ◽  
Healthcare Services ◽  
Assessment Instrument ◽  
Healthcare Institution ◽  
Clan Culture ◽  
Vulnerable Patient ◽  
Nurses And Midwives

Background. Institutions that provide services in the fields of obstetrics-gynecology and neonatology treat highly vulnerable patient groups, and thus assurance of the quality of healthcare and the safety of the patients is of utmost importance. The type of the organizational culture at a healthcare institution determines the organization’s abilities to develop, achieve better results, initiate changes, and implement new methods. The evaluation of organizational culture in such institutions would help to understand and improve patient safety and satisfaction with the healthcare services as well as the effectiveness of the activity of healthcare institutions. The aim of the study was to identify the type of the organizational culture at a healthcare institution that provides services in the fields of obstetrics-gynecology and neonatology based on the evaluation of nurses’ and midwives’ opinions. Summary of the work. The evaluation of the nurses’ and midwives’ opinions about the organizational culture was performed by using the Organizational Culture Assessment Instrument (OCAI). The overall response rate to the survey was 100% (n=233). Summary of the results. The results of the study showed that during the studied period, the Hierarchy culture predominated. The analysis of the components Dominant Characteristics, Organizational Leadership, Organization Glue, and Strategic Emphases revealed the presence of various types of organizational culture, with the Hierarchy culture (D) being dominant. The analysis of the components Management of Employees and Criteria of Success showed that during the studied period, various culture types existed in the studied institution, with the Clan culture (A) being dominant. In the Hierarchy culture, the analysis of the components Dominant Characteristics, Organizational Leadership, Strategic Emphases, and Criteria of Success revealed that significantly greater differences between the Preferred and Now mean evaluations were in the neonatal departments. Conclusion. According to the nursing staff, the Hierarchy culture type was predominant in the studied healthcare institution that provides services in the fields of obstetrics-gynecology and neonatology. However, the respondents also would prefer a trend towards a friendlier (the Clan culture) and more creative (the Adhocracy culture) work environment.

PENILAIAN PERUBAHAN BUDAYA ORGANISASI BERBASIS ORGANIZATIONAL CULTURE ASSESMENT INSTRUMENT: STUDI PADA PERUSAHAAN JASA PARIWISATA DI YOGYAKARTA

2017 ◽  
Vol 12 (1) ◽  
pp. 1
Author(s):  
Daniel Yudistya Wardhana
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Corporate Culture ◽  
Culture Condition ◽  
Assessment Instrument ◽  
Current Result ◽  
Service Company ◽  
Clan Culture ◽  
Medium Enterprise ◽  
Six Dimensions

The purpose of this study is to identify the current culture of a hospitality service company and explain the changing direction of future culture in the company management, in order to improve the human resources quality within the organization. The context of this study is human resources andhospitality research with a focus on small medium enterprise in Yogyakarta, Indonesia. This research is conducted by using Organizational Culture Assessment Instrument (OCAI) in order to assess theactual corporate culture condition and the preferred culture that is desired to be in the company. By measuring six dimensions of OCAI and assessing the culture characteristic, the current result showsthe tendency to clan culture with 28.1 points and hierarchy culture with 25.5 points. Meanwhile, the potential feature, which is the clan culture, tends to increase with 30.2 points and adhocracy culture tends to increase to 25.1 points.Keywords: OCAI, Corporate Culture, Human Resources, HospitalityTujuan penelitian ini adalah untuk mengidentifikasi budaya perusahaan jasa perhotelan saat ini dan menjelaskan perubahan arah budaya masa depan dalam manajemen perusahaan, dalam rangkameningkatkan kualitas sumber daya manusia di dalam organisasi. Konteks penelitian ini adalah penelitian sumber daya manusia dan perhotelan dengan fokus pada Usaha Kecil Menengah diYogyakarta, Indonesia. Penelitian ini dilakukan dengan menggunakan Instrumen Penilaian Budaya Organisasi (OCAI) untuk menilai kondisi budaya perusahaan aktual dan budaya pilihan yangdiinginkan untuk dimiliki perusahaan. Dengan mengukur enam dimensi OCAI dan menilai karakteristik budaya, hasil saat ini menunjukkan kecenderungan budaya klan dengan 28,1 poin danbudaya hirarki dengan 25,5 poin. Sementara itu, fitur potensial, yaitu budaya klan, cenderung meningkat dengan 30,2 poin dan budaya adhokrasi cenderung meningkat menjadi 25,1 poin.Kata kunci: OCAI, Budaya Perusahaan, Sumber Daya Manusia, Perhotelan

Sign in / Sign up

Export Citation Format

Share Document