Organizational Culture Survey
During the past 30 years, Glaser & Associates, Inc. has engaged in award-winning research on organizational culture. Our published findings include the Organizational Culture Survey© (OCS), which measures and evaluates seven dimensions of an organization’s culture:
Visit our Published Research section for research articles.
Measuring these seven critical elements of an organization’s culture provides a snapshot of the organization as a whole, while at the same time providing individual departments and units with a clear analysis of strengths and areas for improvement. Organizations actively use these results to develop organizational culture work plans.
The OCS has been tested and retested for both validity and reliability. Its findings have been used in both the public and private sectors as an ongoing tool to spend human resource funds in the areas where they are needed most and to measure progress and evaluate results.
The following description represents a brief sample of the kinds of information that the OCS yields.
OCS Survey Description of Dimensions
Assesses the extent to which employees perceive their work group operating as a team, where trust is high and people are treated in a fair and consistent manner. It also examines the extent to which management and employees are seen to have a productive working relationship.
Taps the extent to which employees feel motivated to be efficient and productive, and to give their best effort. It also discovers the extent to which employees feel respected by people in their work group and the rest of the organization.
3. Information Flow
Examines whether employees get enough information to be efficient and productive, if they know why changes are made, and the extent to which they know what’s happening in departments outside of their own.
4. Employee Involvement
Uncovers whether employees feel they have a say in decisions that affect their work, and if they perceive that their ideas are requested and valued. It also reveals whether employees feel that their input counts and is acted upon.
Discovers the extent to which job requirements are made clear by the supervisor. It also investigates the supervisor’s ability to take criticism, listen, delegate responsibility, and acknowledge when a job is well done.
Assesses whether time in meetings is productive, if meetings tap the creative potential of the participants, if decisions get put into action, and if everyone participates in discussions.
7. Customer Service
Discovers the extent to which employees perceive their group is working to continuously improve service to external customers. It also discovers if coworkers are treating each other as valued customers.
Additional dimensions and items may be included to address specific programs, goals, operating principles or values that a particular organization wants to assess.
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