Screening der Unternehmenskultur

Abstract

The main purpose of screening organizational culture is to help managers and change agents diagnose, understand, and facilitate the change of an organization’s culture. Based on a theoretical framework for classifying organizational values (“Competing Values Model”, Quinn & Rohrbaugh 1983) a validated instrument is used to survey characteristical value profiles of ûn organization. Organizational members are asked to respond to sixty organizational values describing six key dimensions of culture. For evaluation the data is analysed and the resulting value profiles of different organizational groups are compared (manager versus staff members, purchasing versus sales). The German version of the instrument (based on the Organizational Culture Assessment Inventory, Cameron & Quinn 1999) can be used for research on organizational culture and subcultures. The focus of this article rests on its practical impact to guide cultural change processes. Screening organizational culture helps to understand culture as a crucial factor in the long-term effectiveness of organizations and identifies actions needed to assist change.