We use cookies to give you the best experience possible. By continuing we’ll assume you’re on board with our cookie policy

See Pricing

What's Your Topic?

Hire a Professional Writer Now

The input space is limited by 250 symbols

What's Your Deadline?

Choose 3 Hours or More.
Back
2/4 steps

How Many Pages?

Back
3/4 steps

Sign Up and See Pricing

"You must agree to out terms of services and privacy policy"
Back
Get Offer

Organizational Culture Inventory

Hire a Professional Writer Now

The input space is limited by 250 symbols

Deadline:2 days left
"You must agree to out terms of services and privacy policy"
Write my paper

Organizational Culture Inventory The organization I chose to study is T-Mobile USA. I have been working for T-Mobile for almost 5 years now. T-Mobile USA is a telecommunications provider. It’s a subsidiary of Deutshe Telekom in Germany. T-Mobile sells cell phones and provides mobile network service for its customers. I am a technical support representative in one of the many call centers. I have been there through many organizational changes. As shown in the OCI Circumplex, the primary style of T-Mobile is conventional.

Don't use plagiarized sources. Get Your Custom Essay on
Organizational Culture Inventory
Just from $13,9/Page
Get custom paper

The Conventional culture is a passive/defensive style that deals with the security needs of the employees in the organization. According to the OCI style description, “Conventional culture is descriptive of organizations that are conservative, traditional, and bureaucratically controlled. Members expect to conform, follow the rules, and make a good impression. ” The secondary style of T-Mobile is the perfectionist culture. According to the OCI style description, “the perfectionist culture characterizes organizations in which perfectionism, persistence, and hard work are valued.

Members feel they must avoid mistakes, keep on top of everything, and work long hours to attain narrowly defined objectives. ” ————————————————- The behaviors associated with the primary style are employees following policy to the letter. As an employee, “I am T-Mobile” and I live the values of the company. It has a system of supervision and subordination and they have training for new policies and procedures. The weakest style is the self-actualization style. The company doesn’t allow for individual creativity.

The main function of employees is to follow company policies. Goals are not discussed after created and there is not much encouragement to complete personal goals. Quality is a part of the process to make the company a top performer. Top of Form Quantity is a major part of the process overriding quality. How many customers they have and how many products and services were sold. The greatest gap is the conventional gap. The second greatest gap is the Self-actualizing. The conventional culture which has the greatest gap can benefit from discouraging this cultural norm. Examples would be to discourage ureaucracy, discourage only following policy and step outside the box, and also discourage following others all the time. With the self-actualization the cultural norms need to be discouraged as well. Examples would be to discourage overvaluing managerial initiatives, discourage managers to think mainly of themselves and also discourage managers from caring about one product. The benefits of changing the current culture to the ideal culture would be: a. To identify problems and find workable resolutions. b. Promote and train the representatives that believe in culture c. Leadership produces change d. Employees value people

My goal for this class is to incorporate all that I have learned from this exercise at work. The cultural benefits are clearer and the lessons are valuable. There are many issues that can be resolved or addressed at T-Mobile. Becoming a leader and following through with the ideas of a new culture by strategically thinking would make a better organization. OCI CIRCUMPLEX OCI Style| Your Raw Score| Your Percentile Score| Typical Ideal Percentile Score*| 1. Humanistic-Encouraging| 37| 54%| 85%| 2. Affiliative| 43| 72%| 71%| 3. Approval | 25| 37%| 27%| 4. Conventional| 38| 90%| 18%| 5. Dependent| 30| 48%| 24%| 6. Avoidance| 19| 45%| 27%| . Oppositional| 23| 56%| 45%| 8. Power| 21| 33%| 30%| 9. Competitive| 22| 50%| 42%| 10. Perfectionistic| 34| 74%| 25%| 11. Achievement| 41| 72%| 78%| 12. Self-Actualizing| 30| 27%| 82%| OCI Norms| Ideal Score| Current Score| Gap*| CONSTRUCTIVE Achievement| 78%| 72%| 6%| Self-Actualizing| 82%| 27%| 55%| Humanistic| 85%| 54%| 31%| Affiliative| 71%| 72%| 0| | | | | PASSIVE DEFENSIVE Approval| 27%| 37%| 10%| Conventional| 18%| 90%| 72%| Dependent| 24%| 48%| 24%| Avoidance| 27%| 45%| 18%| | | | | AGGRESSIVE DEFENSIVE Oppositional| 45%| 56%| 11%| Power| 30%| 33%| 3%| Competitive| 42%| 50%| 8%| Perfectionistic| 25%| 74%| 49%|

Cite this Organizational Culture Inventory

Organizational Culture Inventory. (2018, Jun 14). Retrieved from https://graduateway.com/organizational-culture-inventory-essay/

Show less
  • Use multiple resourses when assembling your essay
  • Get help form professional writers when not sure you can do it yourself
  • Use Plagiarism Checker to double check your essay
  • Do not copy and paste free to download essays
Get plagiarism free essay

Search for essay samples now

Haven't found the Essay You Want?

Get my paper now

For Only $13.90/page