Measurement of Organizational CultureBy investigating two disparate organizationsa family-owned business and a global manufacturing companythis article describes ways that management can utilize cultural assessments to increase the likelihood of success in managing change. The Goodwin Company, an organization specializing in contract packaging of household and automotive cleaning products, and Patagonia, a global brand supplying high-quality outdoor clothing and equipment, provide examples of this phenomenon. In both cases, the instrument used to assess culture was the Integrated Cultural Framework (ICF), which was adapted by the authors from the work of Hofstede[6] and Kluckhohn and Strodtbeck.[7] The ICF has been used to analyze culture across a number of companies and industries and stands up to reliability and validity testing.[8] The dimensions of measurement include:Ability to Influence: The extent to which organization members have an opportunity to influence decision making.Comfort with Ambiguity: The extent to which members are comfortable with uncertainty and risk taking.Achievement Orientation: The extent to which members are assertive, goal-directed, and achievement-oriented.Individualism versus Collectivism: The extent to which individual versus group loyalty exists.Egalitarianism: The extent to which equal opportunity exists for advancement.Time Orientation: The extent to which the organizational goal/mission is focused on values from the past, present, or future.Space Orientation: The extent to which the physical layout of the organization is public, private, or a mix of both.
The 35-item ICF survey was initially used to collect responses from organization members. Following the collection of survey data, an extensive number of interviews were carried out to provide more substantive information concerning organizational culture.
đang được dịch, vui lòng đợi..