The Organizational Culture Inventory (OCI) is where people describe the behaviors and expectations that make up prevailing cultures of their organizations. This is an approach for mapping organizational cultures developed by Human Synergistics. (P.29 Organizational Behavior) The OCI is a system of beliefs and values that shape the attitudes of members, guides their behaviors at work, and influences their performance goals and aspirations. The OCI maps use these results to describe three alternatives types of organizational cultures: (1) In a constructive culture, members are encouraged to work together in ways that meet higher order human needs. (2) In a passive/defensive culture, members tend to act defensively in their working relationships, seeking to protect their security. (3) In an aggressive/defensive culture, members tend to act forcefully in their working relationships to protect their status and positions. Under the Constructive culture the styles include Achievement, Self-Actualizing, Humanistic-Encouraging, and Affiliative. Under the Passive/Defensive culture, the styles include Approval, Conventional, Dependent, and Avoidance. Under the Aggressive/Defensive culture, the styles include Oppositional, Power, Competitive, and Perfectionistic. The OCI lets you know the culture of the organization that you are working for. The results are of the things that you believe in your organization and how you perceive your supervisors. There are 12 behavior styles like the LSI and they are based on what you expect to happen at your organization and what really happens at your organization.
-Affiliative: Mingling with people at the workplace; making friends -Approval: Looking for others to accept you and what you are doing -Conventional: Trying to fit in
-Dependent: Needing supervisors and managers
-Avoidance: Sticking to oneself
-Oppositional: Always looking for the negative
-Power: Being in control
-Competitive: Not wanting or liking to lose...
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