Occupational Culture Inventory Gm591

In: Business and Management

Submitted By nagshead
Words 1204
Pages 5
Organizational Culture Inventory

March 23, 2011



XXX XXXXXXXXXXXXX (XXX) identifies themselves as a “one stop-one source resource for all things entrepreneurial.” They specialize in two broad areas: providing no-cost coaching to people exploring franchise ownership options and conducting business coaching to existing small business owners. Business coaching addresses sagging sales, eroding profits, constant case-flow anxiety, poor work-life balance, and marketing/advertising misfires. XXX is organized as a franchise. That is, each one of the 250+ offices nationwide are independently owned and operated. The company began operations in 1984 and started awarding franchises in 1998. They have a corporate staff of 12 people supporting the 250+ franchisees. In addition, the support staff is responsible for providing support to four other “sister” franchise brands accounting for an additional 229 franchisees.

Current Culture

Cultural Type:
The primary cultural style associated with XXX is Power, scoring in the 98th percentile. Just one point lower and scoring the same 98th percentile are two secondary styles: Competitive and Conventional. The weakest style displayed by XXX XXXXXXXXXXXXX is Affiliative - only scoring a 1 percentile.

I totally agree with the primary cultural style of power. The organization is still managed daily by the founder who is a very dominant type leader and person. His behavior style is transferred to the rest of the corporate structure. In addition, all franchisees are independent business owners looking out for their own interests, which accounts for the secondary style of Competitive. Also, the organization has the secondary style of Conventional. The corporate office believes they know best and franchisees are expected to follow the rules. Not surprising is Affiliative scoring the lowest.…...

Similar Documents


...POOR LEADERSHIP GM591: Leadership and Organizational Behavior INTRODUCTION Helmsley-Spear, Inc. was founded in 1955 by men named Harry B. Helmsley and Lawrence A. Wien. Helmsley-Spear, Inc. was located in mid-town Manhattan, 60 East 42nd Street, New York. The organizations offices were located in the penthouse of the Lincoln Building, occupying floors 53 through 55, which had a private elevator from the 53rd floor through to the 55th floor. The Helmsley management office was located in the heart of Manhattan. It provided easy access to all public transportation. It made for an easy commute to New Jersey Transit, a few blocks from New York Port Authority, right across the street from Grand Central Terminal. This was the ideal location. It large vast spacious offices had a view of New Jersey, the ocean, the Brooklyn Bridge and the beautiful but not forgotten Twin Towers. The Helmsley organization was compounded of approximately 200 employees, which range from administrative staff, doormen and building maintenance staff. Helmsley-Spear, Inc. was one of the biggest property holders in the United States. Mr. Helmsley and Mr. Malkin immediately began expanding the organization by becoming managing agents and landlord of some of the most prestigious commercial, residential and hotel properties. They managed such properties as the Empire State Building, the Graybar Building, the......

Words: 3904 - Pages: 16

Organizational Culture Inventory

...Organizational Culture Inventory Introduction The second largest global extrusion company with over 27,000 employees worldwide with 10% in North America. A Major supplier of aluminum products for the automotive, packaging, printing and building industries as well as general engineering with state of the art technology and quality. The primary metal production in Europe, Canada and Australia and the largest drawn tubing producer in North America. The culture changed happened almost immediately after the purchase from Hydro Aluminum. The Europeans brought more of a safety/continues improvements perspective to the organization. The first thing they did to the Kazoo plant is purchase all new lighting which had an instant effect with employee moral. The people finally had a company that cared about them and their well being. Culture A decentralized organizational structure empowers each facility to make decisions at the local level and the culture of entrepreneurship ensures understanding the organizational culture can help in understanding why change does not take place or why they have problems adjusting to the change. It also helps in determining where to begin in making changes to the culture. The OCI indicates the primary as Humanistic- Encouraging and the secondary being Avoidance - Perfectionist Associated Culture Behaviors According to the OCI, A Humanistic-Encouraging culture characterizes organizations that are managed in a participative and......

Words: 1063 - Pages: 5


...Table of Contents Introduction 3 Answer 1: Supply Network Prospective 4 Failure to integrate the facilities 5 Vertical integration 5 Horizontal Integration: Single Company Strategy 6 Benefits: 7 Product range 7 Lack of customer consciousness and commitment to service 7 Poor internal and external communications 8 Answer 2: Customer service 9 The components of customer service 9 Answer 3: Inventory Management 11 The poor solution – the economic order quantity (EOQ) ‘fix’ 12 ABC analysis 13 Material Requirement Planning (MRP) 13 Enterprise resource planning (ERP) 14 Just-in-time management 14 Kanban 15 The effect of JIT on operations 16 Answer 4: Operations Performance Objectives 17 Quality 17 Speed 18 Dependability 19 Flexibility 20 Cost 21 References: 22 Introduction United Biscuits is a leading European manufacturer of biscuits and bagged snacks. It has 14 geographical locations in the UK with revenue of £1.1 billion in 2007. No of employees: 7,200 people in the UK Business Sector: Food manufacturing IT was founded in 1948 following the merger of two Scottish family businesses — McVitie & Price and MacFarlane Lang. In 1960, United Biscuits added to its portfolio with the acquisition of Crawford's Biscuits and MacDonald's Biscuits. In 2000 UB was bought by Finalrealm, a consortium of investors, and reverted to private limited company status. United Biscuits (UB) is one of the world’s pre-eminent branded......

Words: 5458 - Pages: 22


...done just that. Anderson has broken down barriers to enable a culture that allows ideas to move bottom up instead of just top down. As Anderson says, “I believe that some of our best ideas have come from the people who are furthest removed from the CEO’s office—those line-level employees who interact with our customers each and every day.” One example is a revolutionary program known as ROWE—results-only work environment. Seeking to eliminate the belief that physical presence means productivity, the goal of ROWE is to judge performance on output instead of hours. It takes the concept of paid work out of a 1930s assembly line culture and into the 21st century by allowing workers to choose when and where they will work. With ROWE, there are no schedules, no mandatory meetings, and no face time games—work is no longer a place you go but something you do. “This is like TiVo for your work,” says the program’s co-founder, Jody Thompson. What began as a covert guerrilla action by two HR managers quickly gained social networking heat, spreading to become a revolution, and a successful one at that—productivity is up an average 35 percent in departments that have switched to ROWE. It wasn’t created as the result of some edict, but instead was an idea born and nurtured by a handful of passionate employees. ROWE reflects a concept Anderson broadly encourages—“bottom-up stealth innovation.” In Best Buy, the greatest cultures aren’t pronouncements, they are enablers of creative......

Words: 8444 - Pages: 34

Organizational Culture Inventory

...ertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiop asdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjk lzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnm qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyui opasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjkl zxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmq wertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuio pasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghj klzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbn mqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwwerty uiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdf ghjklzxcvbnmqwertyuiopasdfghjklzxcvbnm Organizational Culture Inventory forSprint Nextel | Date Survey Taken: 7/23/2010 OCI Style | Your Raw Score | Your Percentile Score | Typical Ideal Percentile Score* | 1. Humanistic-Encouraging | 45 | 89% | 85% | 2. Affiliative | 50 | 99% | 71% | 3. Approval | 35 | 85% | 27% | 4. Conventional | 34 | 79% | 18% | 5. Dependent | 36 | 80% | 24% | 6. Avoidance | 26 | 79% | 27% | 7. Oppositional | 24 | 63% | 45% | 8. Power | 28 | 68% | 30% | 9. Competitive | 29 | 79% | 42% | 10. Perfectionistic | 41 | 94% | 25% | 11. Achievement | 45 | 91% | 78% | 12. Self-Actualizing | 43 | 93% | 82% | * The typical ideal percentile scores are based on the average scores of 10 members randomly selected......

Words: 1943 - Pages: 8


...Transforming ATena heath care companies into high performance culture GM591 Leader ship and organizational behavior instructor : Bob Bustretsky ,Ph.D Email : carolinebabiker@yahoo.com August ,26,2008 Introduction Aetna Inc. is a diversified healthcare benefits company as well as one of the largest managed care companies in the U.S. It offers traditional and consumer-directed health insurance products and related services, including medical, pharmacy, dental, behavioral health, group life, and disability plans, and medical and healthcare management services. Among its historical highlights: It insured the Manhattan Project and also the lives of the first seven American astronauts in 1963.Aetna and its employees know that business success and community success are inseparable. Aetna carries with it a legacy of civic responsibility and an ingrained culture of caring deeply. Aetna’s approach to philanthropy is grounded in the philosophy that a prosperous economy has as its foundation a stable society. Aetna was the corporation reviewed in my OCI paper. Aetna has a great diversity culture . It have difficulties with innovation in their culture . They must use better technology to provide greater customer service and feed back . Training their workers on how to organize their......

Words: 2715 - Pages: 11

Organizational Culture Inventory

...service the local college students as this is one of their main revenue of income besides the standard government subsidies (® RTS Regional Transit System Gainesville, FL). * Current Culture * Cultural Type The current cultural type of the organization is primary that of Passive/Defensive this type of organization is a highly directed environment where jobs are narrowly defined and the supervision can be intense. Rarely are the right actions seen by the management however, they always see the wrong things that have gone on (© 2001 Readership Institute, 1998). These types of organizations see a high turnover rate and suffer from low satisfaction and motivation. In the past where this may have produced consistent, reliable products or services in today’s culture they work against responding quickly to changing customers needs, in addition to competition and technological advances (© 2001 Readership Institute, 1998). The behaviors associated with these types of organizations are that they normally government agencies or ones that are closely regulated by government or organizations that operate as monopolies. Since the lack of competition lead to the belief that customers will remain constant (© 2001 Readership Institute, 1998). Their secondary type is Aggressive/Defensive this culture is typical of unrelenting pressure to appear perfect and expert mitigates against customer service, as well as the admission of errors. It can also depress motivation and......

Words: 1223 - Pages: 5


...GM591: Leadership and Organizational Behavior Instructor: Michael McCarthy Submitted By: Cassandra Norton DSI#: D97056313 Date: November 8, 2009 Email: cassie.norton@comcast.net Overview of Organization The organization that will be the focus of my discussion in my final paper is Health Care Service Corporation (HCSC). HCSC is the largest customer-owned health benefits company in the United States and is the fourth largest health insurer in the country overall. The organization is an independent licensee of the Blue Cross and Blue Shield Association and is the parent company to four regional Blue health plans: Blue Cross Blue Shield of Illinois, Blue Cross and Blue Shield of Texas, Blue Cross and Blue Shield of New Mexico, and Blue Cross Blue Shield of Oklahoma. HCSC’s line of business is to provide group and individual health plans, managed care programs, and Medicare supplemental coverage to its members. Beginning in the late 1990’s, the corporate culture started to deteriorate and employee morale took a turn for the worst amidst public claims of unethical business practices and poor corporate citizenship. In 1998, Blue Cross/Blue Shield of Illinois (BCBSIL) was involved in a public scandal and pled guilty to eight felony counts of Medicare fraud and agreed to pay $4 million in criminal fines and $140 million in a civil settlement for lying to federal auditors, destroying documents and mishandling claims. The company’s reputation suffered grievously and it......

Words: 961 - Pages: 4


...either delivered to the operations area and put into a hanging wall folder in the operations manager’s office or walked directly to an operations team member. If the manager is away at the time, one of the operations members checks the inbox twice a day and then sees if the order can be fulfilled with current inventory. If not, a parts order is generated and sent to the necessary suppliers via fax, phone, or Email to be fulfilled. Parts inventory is done via an Excel spreadsheet and is balanced only twice per quarter which is a manual process of counting and documenting everything on the shelves. RMAs (units returned for repair) come in every day, and some are dismantled and parts are kept for reuse, while others are repaired and shipped back to the customer. This results in a new, non-invoiced order being shipped to the customer. Also, many RMAs are found not to be faulty due to incomplete analysis by customer support which results in unneeded work and shipment cost. All of this is recorded in multiple Excel spreadsheets which are also used by customer support whose knowledge is tribal and thus causes delays in production and shipment due to lack of inventory and lead time to correct this. Next, shipping has to reenter any information about the order or customer into a separate database for UPS shipping. This is done by manually pulling information from the RMA database, many times having to wait for customer support to exit out of the database in order to......

Words: 3587 - Pages: 15

Life Styles Inventory Interpretation

...The Life Styles Inventory Survey is assessed to allow me to answer the question of, “Who am I, and what causes me to act the way that I do.” It gives an insight to one’s personality and an insight as to how we may treat others. By giving my honest opinion of several questions the results are going to give me an insight on how my thinking styles will influence my behavior as a manager and allow me to use the results for self-improvement. My results show that I Research has shown that the styles measured by the LSI are related to a number of indicators of effectiveness and success, including leadership effectiveness, management effectiveness, problem solving effectiveness, quality of interpersonal relations, salary, organizational level, individual health and well-being, and organizational culture. In my Leadership and Organizational Behavior class, I had the task of completing a Life Styles Inventory Survey to come up with a self-description of my thinking styles. The goal of this exercise is to find out how thinking styles may influence my behavior as a manager and to help me to determine how to use the results for self-improvement. After taking this inventory, my circumplex shows that my primary thinking style is affiliative (2 o’clock position) and my back up thinking style is conventional (4 o’clock position). While I can identify with the affiliative style of thinking, I do not believe the conventional thinking style is a true depiction of the way I think.......

Words: 1895 - Pages: 8

Occupational Hygine

...M.Sc. Program DISTANCE LEARNING ASSIGNMENT Introduction to Occupational Health Q1.( A) Define Health Hazards. Explain the processes that can be hazardous for the health of workers with examples. ANS. Health hazard is the state of events which has the potential to threaten and / or adversely affect health of the exposed employees. Or A danger to health resulting from exposure to environmental pollutants, such as asbestos or ionizing radiation, or to a life-style choice, such as cigarette smoking or chemical abuse. Health hazards may be classified as below 1. Chemical 2. Physical 3. Mechanical 4. Biological 5. Psychosocial Above mentioned hazards as well as all other health hazards are disastrous due to their adverse effects on exposed people like  Bodily injury,  Disease,  Change in the way the body functions, grows, or develops,  Effects on a developing fetus (teratogenic effects, fetotoxic effects),  Effects on children, grandchildren, etc. (inheritable genetic effects)  Decrease in life span,  Change in mental condition resulting from stress, traumatic experiences, exposure to solvents.  Effects on the ability to accommodate additional stress Following are some processes that can be hazardous for the health of workers 1. Abrasive blasting; abrasive blasting operations can create high levels of dust and noise. Abrasive material and the surface being blasted may contain toxic materials (e.g., lead paint, silica) that are......

Words: 17882 - Pages: 72

Life Styles Inventory

...Life Styles Inventory: Self-Description GM591: Leadership and Organizational Behavior Instructor: Christine Rainwater Ada Freeman afreex4@yahoo.com March 11, 2010 Abstract This paper explains the current way I think and behave using the results of the Life Styles Inventory (LSI) as defined by Human Synergistics International’s LSI Circumplex. The resource maintains that there are three major “life styles” traits. The first is the constructive styles which depict synergy and helps validate why certain individuals, groups, and organizations are particularly effective in performance, growth, and work quality. The second is the passive/defensive style which can produce a predictable and secure situation, however, learning, the ability to adapt and the organization’s survival is hampered. The third is the aggressive/defensive which may lead to stress, decisions are often based on status as opposed to experience and conflict instead of a team effort. Keywords: life styles inventory (LSI), constructive, passive/defensive, aggressive/defensive   As I reviewed the LSI Styles Circumplex after the Life Styles Inventory, I could immediately see that some of my results for the behaviors were right on the mark. Others I felt were a bit off the chart but no results seem completely off the chart. After reviewing how the scores were calculated, I began to understand some of the inter-relations between the styles and my corresponding behaviors and beliefs. My...

Words: 1244 - Pages: 5

Organizational Culture Inventory

...Running Head: ORGANIZATIONAL CULTURE INVENTORY Organizational Culture Inventory: A Review of the United States Army’s Culture, Expectations and Behavioral Norms Organizational Culture Inventory: A Review of the United States Army’s Culture, Expectations and Behavioral Norms Introduction Founded in 1784, the United States Army is a branch of the United States Department of Defense which is largely responsible for land based military operations. The Army's primary mission is to provide necessary forces and capabilities to the Combatant Commanders in support of the National Security and Defense Strategies (Schoomaker & Harvey, 2005). An all volunteer force, the Army is comprised of over 1 million men and women serving in three different operational sections that include the Active Army, the Army Reserve, and the National Guard. The three main purposes of the Army are to promote peace, resolve conflict and deter war, and if all else fails, fight and win a war. As such, the operational foot print of the Army is quite extensive and extends from the continental United States to many other countries and provinces across the world. This paper is constructed to provide a synopsis of the Army’s current culture, Targets for Cultural Change, Potential Benefits & Risks of Cultural Change, followed by a Conclusion and Reflection statement. Current Culture The culture of an organization is comprised of the assumptions, values, norms, rituals and beliefs of......

Words: 1999 - Pages: 8


...work in a job like this, am I going to be able to change things or am I going to be in some way co-opted or used? Ms. ANAND: That's a great question, and I think the organization knew that there was a lot of work to do to make the culture more inclusive. For me, that's what it's about. INSKEEP: Rohini Anand grew up in India, which is a small reminder here that diversity isn't just about black and white. Here's one thing she highlights about her work at Sodexo. Different groups of minority employees -African-Americans, Hispanic, Asian, gay and lesbian - are encouraged to get together. And in these networking groups, they share experiences and identify their own weak points. Ms. ANAND: So for instance, the Asian network group, you know, one of the things that they found was that sometimes Asians are rated lower in terms of communication skills, so they actually partnered with Toastmasters to help to develop their membership. INSKEEP: Communicating, you mean with fellow employees? Whats an example of what youre talking about? Ms. ANAND: Well, an example might be for instance, and I want to be mindful that we're not stereotyping here, you know. I am an Asian-American. I dont think that everybody falls into these patterns, but they're some cultures where it is not appropriate to sell yourself, it's not appropriate to brag and it might be more appropriate to talk about the team. INSKEEP: In fact, she thinks about a job candidate that she herself recently interviewed for......

Words: 1426 - Pages: 6

Gm591 Walmart -Project Paper

...Improving Wal-Mart’s Employee Relations GM591: Leadership and Organizational Behavior April 20, 2010 INTRODUCTION The Organization that we selected as our topic of discussion in our Project Paper is the Wal-Mart Corporation. Sam Walton is the founder of Wal-Mart. He opened his first store called Wal-Mart Discount City in Rogers, Arkansas in July of 1962. Their corporate office is currently located in Bentonville, Arkansas. Wal-Mart Stores Inc. incorporated its stores on October 31, 1969. In 1972, they started selling stock on the New York Stock exchange. Although, though the company has had controversial operational business practices they have grown to be the largest Retail Corporations in the world. In 1997, Wal-Mart was able to become the largest private employer in the United States. In that same year, their annual sales totaled over $105 billion. In 2010, Wal-Mart has over 2.1 million employees worldwide. There 2010 fiscal year sales exceeded $400 billion dollars (Wal-Mart About Us, 2010). I have been a loyal customer of Wal-Mart for years. Therefore, I was shocked when I found out about some of Wal-Marts questionable unofficial policies through talks with friends and family members who worked for them in the past and some who currently employed by them. My mother in law worked for them from 2006 thru 2008. She was required to work 8-hour shifts without a lunch break on a regular basis. One of my cousins was required to clock out......

Words: 3562 - Pages: 15