Is the ‘Organizational Culture Assessment Instrument online tool’ right for your organization??

The Organizational Culture Assessment Instrument (OCAI) online tool, is a great way to gauge the current culture of your organization. “It was found that most organizations have developed a dominant culture style. An organization rarely has only one culture type. Often, there is a mix of the four organizational cultures” (OCAI online, 2016).

Clan – The Clan Culture is pretty much as it sounds.  It is a culture that is designed to promote a clan.  Clan cultures are family oriented and have much interaction between the employees and management, as management is a part of building the team and mentoring employees as needed (Cameron & Quinn, 2011). Loyalty, tradition, and commitment are highly regarded, leaders are seen as being in parental roles (Cameron & Quinn, 2011).

Hierarchy – This culture is the direct opposite of the Clan culture.  In place of a family oriented organization, you have a more formalized, structured environment where policies and procedures are established protocol and boundaries in which the employees operate (Cameron & Quinn, 2011).  For those who run such organizations, their motivations stand behind the procedures they have enacted to guide employees.  Mentorship, tradition, and loyalty are not valued as in Clan cultures.

Adhocracy – The Adhocracy culture places its values and motivations behind the creativity that employees can introduce and foster in the workplace. Innovation and commitment are regarded over loyalty, tradition, and family. Success is governed by the new opportunities that creativity can render, for example, new innovative products. Freedom is allowable to its employees as this can help an innovator free to create.

Market – The Market Culture is a results driven organization. Hard work is appreciated and valued in order for the employees to achieve these results-driven goals. These organizations can embody intensity because the bottom line is “results”. Most organizations have a mixture of these four, and it’s my belief that organizations will be the wiser for it if they all an understanding of which quadrant they predominately lie.

Knowing your organization’s current dominant culture, as well as the preferred atmosphere by you and fellow employees, organizations have an opportunity to retain quality employees, increase profitability, generate quality ideas, while unifying and presenting consistent and quality branding. However, this can only be effectively achieved if the leadership and employees flow as one congruent entity. The OCAI assessment tool is a wonderful tool to identify where your expectations and your organization’s expectations lie and it can help further the discussion on who to bridge the gap. It is a highly recommend assessment I believe that all employees and organizations who are serious about being a well-balanced, strategic, and effective organization with lower turnover should consider.

Have you ever wondered, what is your ideal organization?


Cameron, K., and Quinn, R. (2011). Diagnosing And Organizational Culture (3rd ed.).

San Francisco, CA: Jossey-Bass.

Retrieved from



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