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Dear Colleagues,

In a training program we are working with a group of owners/founders/CEOs of SME to help them upscale their business and grow. One element we would like to introduce is help them establish adequate organizational culture. To do so, we would like to provide them with a framework of culture and measure their current culture.

The tools that are in our radar are:

·         The Competing Values framework (Cameron & Quinn), or OCAI (the Organizational Culture Assessment Instrument)

·         The Denison organizational culture model

·         The instrument based on the work of Charles O'Reilly

I would be grateful for your sharing on  (1) experiences using these instrument in organizations, and (2) any suggestion for alternative tools on this matter.

Many thanks in advance!

Best wishes,

Yih-teen

Yih-teen Lee, Ph.D.
Associate Professor
Department of Managing People in Organizations
IESE Business School
Avenida Pearson 21
08034 Barcelona, Spain
Direct Line: +34 93 602 4127 | Email: YLee@iese.edu

IESE Business School | Barcelona, Madrid, Munich, New York, Sao Paulo
www.iese.edu

I have always been partial to the Competing Values Framework.  

I have used it in Masters classes with success.

Best,

G.

Dear Colleagues,

In a training program we are working with a group of owners/founders/CEOs of SME to help them upscale their business and grow. One element we would like to introduce is help them establish adequate organizational culture. To do so, we would like to provide them with a framework of culture and measure their current culture.

The tools that are in our radar are:

·         The Competing Values framework (Cameron & Quinn), or OCAI (the Organizational Culture Assessment Instrument)

·         The Denison organizational culture model

·         The instrument based on the work of Charles O'Reilly

I would be grateful for your sharing on  (1) experiences using these instrument in organizations, and (2) any suggestion for alternative tools on this matter.

Many thanks in advance!

Best wishes,

Yih-teen

Yih-teen Lee, Ph.D.
Associate Professor
Department of Managing People in Organizations
IESE Business School
Avenida Pearson 21
08034 Barcelona, Spain
Direct Line: +34 93 602 4127 | Email: YLee@iese.edu

IESE Business School | Barcelona, Madrid, Munich, New York, Sao Paulo
www.iese.edu

Hi Yih-teen,

We discuss various options for such measures in our book: Ehrhart, Schneider & Macey (2014). Organizational climate and culture: An introduction to theory, research and practice (Routledge).

Ben

Benjamin Schneider, PhD

Professor Emeritus, University of Maryland

Affiliate Research Scientist,

CEO, Marshall School of Business, USC

Adjunct Professor of Psychology,

San Diego State University

1001 Genter Street, Suite 2C

La Jolla, CA 92037

Phone/Fax: 1+858-255-8404

Cell: 1+520-812-9463

e-mail: Benj262@outlook.com

Website: www.DrBenSchneider.com

Engagement climate and culture diagnosis and change

Dear Colleagues,

In a training program we are working with a group of owners/founders/CEOs of SME to help them upscale their business and grow. One element we would like to introduce is help them establish adequate organizational culture. To do so, we would like to provide them with a framework of culture and measure their current culture.

The tools that are in our radar are:

·         The Competing Values framework (Cameron & Quinn), or OCAI (the Organizational Culture Assessment Instrument)

·         The Denison organizational culture model

·         The instrument based on the work of Charles O'Reilly

I would be grateful for your sharing on  (1) experiences using these instrument in organizations, and (2) any suggestion for alternative tools on this matter.

Many thanks in advance!

Best wishes,

Yih-teen

Yih-teen Lee, Ph.D.
Associate Professor
Department of Managing People in Organizations
IESE Business School
Avenida Pearson 21
08034 Barcelona, Spain
Direct Line: +34 93 602 4127 | Email: YLee@iese.edu

IESE Business School | Barcelona, Madrid, Munich, New York, Sao Paulo
www.iese.edu