TheOrganisationalCharacterIndexIthinkthatthebestwaytoestablishthecharacterofanyorganizationalentityistogetagroupofrepresentativesfromthatentitytogether,teachthemaboutthefourdifferentspectraoforganizationalcharacter,andthenhavethemtalkitout:“Pushforclosure?Hell,we’reasteamroller!”saysone.“A‘J’organizationifthereeverwasone.”Or:“Extroverted?Getserious!.We’veneveraskedacustomerforanyreactiontowhatwedo.Instead,theexecutivessitupintheirboardroomandcreateourpoliciesandstrategyoutoftheirheads!”Outofsuchgive-and-take,apicturebeginstoemerge.Butthattakestime,anditisdifficulttoinvolvemorethanafewpeopleintheundertaking.ThatiswhyIhavedevelopedanindexthatcanbeusedtopollawideraudienceandtodosomorequickly.Itsadvantageisthatyoucangiveittopeoplewhodonotknowanythingaboutorganizationalcharacter-infact,ignoranceofthesubjectinsuresanelementofobjectivity-andin15minuteshavetheirassessmentoftheorganization.Youcandothiswith50peopleandgetasamplethatwouldbeimpossibletogetinanydiscussiongroup.Thereare,ofcourse,disadvantagestodependingontheOrganizationalCharacterIndex-orOCI,asweshallcallit.Herearesomeofthem:·Questionscanbeinterpreteddifferentlybypeoplewholackthechancetodiscussthemandwhodonotunderstandtheconceptsbehindthem.IfyouusetheOCI,besurethatthepeoplewhotakeitunderstandthequestions.·Somepeopleanswerthequestionsintermsoftherealorganizationthatoperateseveryday,whileothersanswerthequestionintermsoftheorganizationthatitsleadersdescribe.Isandoughttobearedifferentorganizations,asarepresentlyisandistryingtobecome.Peopleshouldanswerthequestionsintermsofactuality,notprofessedideals.·Everyoneinevitablycharacterizestheorganizationthatheorshehaspersonallyexperienced.(Whenthisisdonebyanisolatedindividualwithapieceofpaper,thatsubjectivitymaynotbeaclearasitiswhenissuesarediscussedinagroup.)So,don’tdependononeperson’sratings-evenyours.Agroupassmallastencancompensateforthisindividualangleofvision.Further,discussionwithinthegroupwillservetoremindpeoplethattheirindividualexperiencemaynotberepresentative,soitisusefultoincludesuchdiscussionintheprocessofadministeringtheindex.·AndfinallytheOCIhasnotbeenstatisticallyvalidated.Itissimplythecurrentbesttoolforinventoryingthecharacterrelatedqualitiesofanorganization.AsIsaidinthepreface,Ihopethatthisbookleadstothekindsofstudiesthatneedtobeundertakenifitsvalidityandreliabilityaretobeestablished.Allthoseproblemsnotwithstanding,theOCIisausefultool.UnliketheMBTIandotherpersonaltypeinstruments,theOCIallowspeopletoregisterthedegreeorstrengthofchoicebetweenthetwoopposites.Usingafour-pointscale,itallowsonetogobeyond“A”or“B”.1=Distinctly(orusually)A2=Somewhat(oroften)A3=Somewhat(oroften)B4=Distinctly(orusually)BItdoesforcepeopletocomedownononesideortheotherofthemiddlepoint,however.Anyonewhotakesitshouldnotagonizetoomuchabouthisorheranswer.Ifindoubt,gowiththefirstthoughtyouhadwhenyoureadthequestion.Andremember:Leavenoquestionsblank./www/wwwroot/www.botuzhiku.cn/worker/runtime/JiuNiaoWork/Fle/18911/d239d2a3-618c-4238-8338-42b93526a7d0.docQuestionRating1.Doestheorganisationpaymoreattentiontothedemandsofitscustomersortowhatitknowshowtodobest?Customers12Whatitdoesbest342.Istheorganisationbetteratproducinganddeliveringestablishedproducts/servicesoratplanningorcreatingnewones?Producing/delivering12Planning/creating343.Whichismoreimportanttotheorganisation:itsefficients...
