Organizational Culture Measurement and Optimization
Our model of organizational analysis
Our model of organizational analysis incorporates the results of the most recent research in the fields of job satisfaction, work motivation, occupational stress, organizational climate and occupational health. This model is inspired by the work of J.P.R. French of the University of Michigan. It is based on a research program we carried out for a large number of companies, involving more than 200,000 workers and management staff in North America and Europe.
Steps for implementing an organization culture study
Implementation of an organizational culture diagnostic study must conform to rigorous methodological requirements and generally comprises the following six steps.
STEP 1 – Starting the study
First and foremost, this step familiarizes us with the company’s mission, objectives, past performance, organizational structure and policies. With the assistance of management, it helps us review the company’s objectives, methodology and terms of the study.
During this step, we plan subsequent activities in detail (individual and group interview schedule, questionnaire administration sessions [when necessary], and select the interview participants and questionnaire recipients, etc.). Finally, with the help of management, we prepare a communication plan with supervisors, personnel targeted by the study and union members in order to inform them of the nature, objectives and methodology of this very important study, thereby ensuring their full cooperation.
STEP 2 – Individual and group interviews
The second step of our intervention is to carry out individual interviews with senior supervisors as well as groups from different personnel categories targeted by this study. This program is essentially aimed at the following two objectives:
- to obtain the information necessary to adapt our basic questionnaire to the company’s specific work situation;
- to serve as a reference for interpreting the questionnaire results.
The individual interview, which lasts approximately two hours, covers themes such as the mission, objectives, strategic orientations and their impact on personnel management, management culture and philosophy, the administrative structure and company organization.
Using a semi-structured format, a group of approximately seven persons is interviewed on a series of specific themes, such as perception of the job, work organization, personnel management, etc.
Each interview lasts approximately 90 minutes and the participants are chosen at random.
STEP 3 – Adapting our basic questionnaire
As previously mentioned, our firm has a basic questionnaire that meets all accuracy, validity and psychometric normalization requirements. This questionnaire covers many areas: perception of the job, satisfaction at work, perception of company management and behaviour at work. It has been administered to approximately 150,000 subjects from various organizations and is continually submitted to a psychometric improvement program. THEREFORE, WE HAVE THE NECESSARY STANDARDS AT OUR DISPOSAL TO COMPARE THE RESULTS OF THE COMPANY WITH OTHER ORGANIZATIONS AND TO ACHIEVE A PRECISE, OBJECTIVE AND QUALIFIED DIAGNOSIS.
Individual and group interviews allow us to modify and adapt this questionnaire to the specific reality of the study subjects. Our questionnaire may contain sections directed at specific personnel categories (supervisors, professionals, support staff) if the results of the interview so justify. We then continue with a pre-test questionnaire that is given to a group of employees, chosen at random, in order to ensure that the instructions and statements are clear and that the questionnaire is complete.
STEP 4 – Administering the questionnaire
There are several possible ways of administering an organizational culture measurement questionnaire (in a hall, by mail, population sample or population at large, etc.). We generally prefer to administer the questionnaire by mail to all those targeted by the study, particularly if it is part of an organizational development approach.
STEP 5 – Statistical analysis of questionnaire data
Statistical analysis of the data, as well as analysis and interpretation of the results allows us to systematically attain the objectives of the study. The basic techniques of descriptive statistics (frequency distribution, average) combined with factorial analysis, correlation and also with variance and regression analysis are generally used in our studies. Our statistical analysis methodology allows us to identify the factors that influence the behaviour of employees at work. This is the basis for the success of our organizational development interventions in the companies where we have intervened.
It is important to note that, in order to provide unconditional study credibility, we duplicate the methodological controls to protect the results against any form of bias or distortion. Statistical analysis also ensures the scientific validity of the study results.
STEP 6 – Preparing and presenting the study report
We submit a report to company management that contains the rationale of our intervention, the methodology used, detailed results of the questionnaire, a synthesis of the questionnaire results and an approach aimed at optimizing the company’s performance. We also present statistical tables of the questionnaire results by sector and by employee groups.
We present the results of the detailed questionnaire according to different factors (determined by factorial analysis), such as perception of the job, satisfaction at work, perception of company management and behaviour at work. For each of these factors we present a brief description of the main elements measured. We then provide the average obtained for the factor, by sector or by employee group, and we examine the influence of the individual and organizational variables on the factor, as well as the factor’s influence on behaviour at work. Finally, we present the main findings that follow from the analysis of the factor under study. These findings are based on the average obtained from Canadian companies and on the general principles of industrial psychology.
- Consulting sessions with management and employees regarding the company’s management philosophy
- Measuring the organizational culture of your company with the help of our questionnaire and using the WEB or other appropriate methods
- Preparation of a valid and successful organizational culture development strategy for your company
- Implementation of the organizational development strategy
- Evaluation of the effects of the organizational culture strategy on your company