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Diagnosing and Changing Organizational Culture
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Table of Contents

Preface ix Acknowledgments xv The Authors xvii 1. An Introduction to Changing Organizational Culture 1 The Need to Manage Organizational Culture 2 The Need for Culture Change 9 The Power of Culture Change 14 The Meaning of Organizational Culture 18 Levels of Analysis 21 Caveats 23 2. The Organizational Culture Assessment Instrument 27 Instructions for Diagnosing Organizational Culture 28 Scoring the OCAI 33 3. The Competing Values Framework 35 The Value of Frameworks 35 Development of the Competing Values Framework 38 The Four Major Culture Types 41 Applicability of the Competing Values Model 51 Total Quality Management 56 Human Resource Management Roles 58 Corporate Missions and Visions 60 Culture Change over Time 64 Culture Change in a Mature Organization 68 Summary 70 4. Constructing an Organizational Culture Profile 73 Plotting a Profile 73 Interpreting the Culture Profiles 80 Summary 94 5. Using the Framework to Diagnose and Change Organizational Culture 95 Planning for Culture Change: An Example 97 Steps for Designing an Organizational Culture Change Process 101 Supplementing the OCAI Methodology 121 6. Individual Change as a Key to Culture Change 135 Critical Management Skills 136 Personal Management Skills Profi le 141 Personal Improvement Agendas 151 7. A Condensed Formula for Organizational Culture Change 159 Diagnosis 160 Interpretation 161 Implementation 162 Summary 163 Appendix A: Organizational Culture Assessment 165 Instrument: Definition, Dimensions, Reliability, and Validity Appendix B: Psychometric Analyses of the 185 Management Skills Assessment Instrument Appendix C: Hints for Initiating Organizational 209 Culture Change in Each Quadrant Appendix D: Suggestions for Improving Personal 221 Management Competencies Appendix E: Forms for Plotting Profiles 247 References and Suggested Reading 253 Index 261

About the Author

Kim S. Cameron is William Russell Kelly Professor of Management and Organizations at the Ross School of Business, University of Michigan. Robert E. Quinn is Margaret Elliott Tracy Collegiate Professor in Business Administration and professor of management and organizations at the Ross School of Business, University of Michigan.

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