Organizational Culture Inventory® - NO LONGER OFFERED BY COD

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Appropriate For Existing Employees
Comprehensiveness Intermediate
Administration Time - 1 hr
Format mouse icon pencil icon
Scoring Options printer icon
Language English
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There is no denying that organizations are faced with constant change and challenge in today’s business environment. To stay competitive organizations need to have a vision of where they are heading.

But vision on its own is not enough. The organization’s culture must be aligned with this vision. Culture is the glue that holds everything together. Managing culture is probably the single most important challenge for any Chief Executive.

The Organizational Culture Inventory® (OCI), based on more than twenty years of research into describing and measuring culture, is a powerful instrument that identifies current behavioural norms and sets prescriptions for successful change management.

The OCI Research Base

The OCI is distinguished by its research base, its statistical reliability and validity, and the availability of research reports to support and enhance its use within organizations. Independent studies, published in the most prestigious academic journals, attest to the value and importance of this instrument. This means that your organization’s culture will be compared to thousands of organizations and measured against research based standards of excellence.

The Process

The OCI examines how members of an organization experience its operating culture. Through members’ answers, the OCI validly and reliably measures 12 distinct patterns or styles of behavioural norms and expectations that members of an organization might be expected to adopt in carrying out their work and interacting with others. Combined OCI scores are then transferred to a circular graph (circumplex) to form a visual profile, or picture, of an organization’s current culture. The OCI also measures key cultural outcomes - role clarity, service quality, commitment and satisfaction - and identifies statistical relationships between the various elements of culture and these outcomes.

The OCI can be scan-read using the latest technology, and generates a separate, comprehensive report for an organization and its departments. The reports, group by group, identify the specific expectations which staff perceive to be producing individual motivation and group output levels.

Additional reports can be called up to cover occupational, organizational level, geographical work group or any other breakdown for which data has been collected. The OCI can also be used to measure an organization’s cultural ideal. By comparing their current culture with their ideal allows members to see whether their prevailing culture differs substantially from the values and norms members believe contribute to optimum organizational effectiveness. Members can then focus on the particular areas in which improvement efforts need to be directed if they are to attain their organization’s vision.

The Results

Effective, long-term change in the way people think and behave in an organization is possible. This is because the OCI addresses the real causes of problems rather than the actual outcomes. The OCI produces real, measurable results which reveal what organizations are really asking of their employees and how it affects their performance, motivation and job satisfaction. This provides a firm basis for planning and agreement on the specific training and organizational development requirements to support their staff in implementing a shared vision of cultural change in their organization.


The OCI has been used successfully in industry and government to help leaders and members better understand the thinking and behavioural styles that are expected and reinforced in their organizations. Specifically, the OCI has been identified as a valuable tool for:

• organizational change programmes:
• measure and assess current organizational culture
• gauge the organization’s readiness for change
• create a vision of the organization’s cultural ideal
• identify and address organizational forces likely to promote or impede
cultural change
• facilitating strategic technological and structural change
• facilitating mergers, acquisitions and strategic alliances
• evaluating the impact of organizational change efforts through re-
measure – the OCI can be used again and again to measure progress toward
the organization’s cultural ideal over time – to identify what’s working
and what’s not, and to modify plans as needed

The OCI requires accreditation via the Culture Workshop provided only by Human Synergistics before materials can be purchased

The Organizational Culture Inventory® is a registered trademark of Human Synergistics, Inc., Plymouth, MI, U.S.A.

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