安达信咨询方法与工具资料库CHARIND.DOCVIP

FILENAME \p J:\SCS\NONCLIEN.NEW\BC\SERVLINE\CHANGE\MJG0626.DOC The Organisational Character Index I think that the best way to establish the character of any organizational entity is to get a group of representatives from that entity together, teach them about the four different spectra of organizational character, and then have them talk it out: “Push for closure? Hell, we’re a steam roller!” says one. “A ‘J’ organization if there ever was one.” Or: “Extroverted? Get serious!. We’ve never asked a customer for any reaction to what we do. Instead, the executives sit up in their board room and create our policies and strategy out of their heads!” Out of such give-and-take, a picture begins to emerge. But that takes time, and it is difficult to involve more than a few people in the undertaking. That is why I have developed an index that can be used to poll a wider audience and to do so more quickly. Its advantage is that you can give it to people who do not know anything about organizational character - in fact, ignorance of the subject insures an element of objectivity - and in 15 minutes have their assessment of the organization. You can do this with 50 people and get a sample that would be impossible to get in any discussion group. There are, of course, disadvantages to depending on the Organizational Character Index - or OCI, as we shall call it. Here are some of them: Questions can be interpreted differently by people who lack the chance to discuss them and who do not understand the concepts behind them. If you use the OCI, be sure that the people who take it understand the questions. Some people answer the questions in terms of the real organization that operates every day, while others answer the question in terms of the organization that its leaders describe. Is and ought to be are different organizations, as are presently is and is trying to become. People should answer the questions in terms of actuality, not professed ideals. Everyone inevitably characteri