ExeQserve Organizational Assessment Project
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Transcript of ExeQserve Organizational Assessment Project
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2011
A Proposal by
Organizational Assessment
EXEQSER
CORPORATIUnit 2108,
Corporate CentSedeno S
Cor. 141 Valero SSalcedo Villag
Makati C
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ORGANIZATIONAL ASSESSMENT
The alignment of organization and people development interventions
with the desired organizational culture is paramount to its success.However, in order to get where we want to be, we need to also knowwhere we stand at this point in time. This is the main intention of thisproposal to facilitate the assessment of the companys organizational
culture by the employees. This is so that management can determinethe gap between the now and the desired future and also to help
guide those responsible for people and organization development inidentifying the necessary
interventions to reshape theorganization.
Organizational Culture is a
commonly held-in mind framework
of organizational members. Thisframework contains basic
assumptions and values. Thesebasic assumptions and values are
taught to new members as the wayto perceive, think, feel, behave, and
expect others to behave in theorganization. Edgar Schein(1999)
says that organizational culture isdeveloped overtime as people in the
organization deal successfully withproblems of external adaptation andinternal integration. It becomes the common language and thecommon background. So culture arises out of what has been
successful for the organization.
OBJECTIVES
a. Submit a qualitative assessment of the Organizational Culture
by reviewing the followinga. Organizational Philosophies
b. Policies
c. Rewards and recognition programsd. Performance management
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b. Submit a quantitative Assessment of organizational culture
covering:a. Six key dimensions
i. Dominant Characteristicsii. Organizational Leadership
iii. Management of Employeesiv. Organization Glue
v. Strategic Emphasesvi. Criteria for Success
b. Leadership Practicesc. Organizational climate
d. Identify organizational strengths and weaknesses in termsof leadership practices and team dynamics based onavailable information to help management identify areas
that they can address immediately.
PROJECT FOCUS AND SCOPE
PHASE 1. PROJECT BRIEFING AND DATA GATHERING
As this project will involve key players in the organization, it is
important to ensure that roles and deliverables are clear. A one to twohours meeting will be held to discuss the phase one plan. Consultants
will also begin to gather raw data for initial qualitative assessment.These data include:
Company Vision, Mission and Core ValuesEmployment Polices
Latest strategic plan
Performance Management Policy documents
PHASE 2. QUALITATIVE CULTURE ASSESSMENT
There are information about the companys culture that can only becaptured through observation and asking of questions aboutorganizational practices. Some of the information will either
corroborate quantitative data gathered or will serve as informationthat cannot be boxed or categorized. This information is captured in
the companys documented policies and employeesperception. The
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consultants shall use observation and focus group discussion to
generate this information
PHASE 3. QUANTITATIVE ORGANIZATIONAL CULTUREASSESSMENT
This phase focuses on conducting quantitative data gathering usingquestionnaires and employee perception surveys. We shall use the
following tools to extract important information about Asiantechsculture
a. Organizational Culture Assessment Instrument (OCAI) This tool determines the type of culture an organization
has based on the perception of its employees. It alsodetermines the gap between the current culture and what
the members of the organizations prefer. We intend to do
a cross sectional analysis of the respondentsresponses todetermine if there are correlations or not in the
preferences of Senior Management, middle managementand rank and file employees.
b. Leadership Practices Assess the organizationalleaders/managers ability to demonstrate best practices in
leadership by having them assessed by their superiors,their peers and their subordinates.
c. Organizational Team Dynamics This tool was developedby modern organization development and management
guru Patrick Lencioni. The tool assesses 5 teamfundamentals and determines which of these are strong orweak in the organization. These are:
a. Trust
b. Conflict Management
c. Commitmentd. Accountability
e. Focus on Resultsa. Employee Engagement assessment using is a survey
designed to measure employee engagement. The instrument wasthe result of hundreds of focus groups and interviews.
PHASE 4. COLLECTION AND SUBMISSION OFASSESSMENTS AND RECOMMENDATIONS
The final report shall consist of the following features:
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a. Qualitative report detailing our assessment of both written and
unwritten policies and norms as observed and generated frominterviews and focus group discussions. It will also contain our
assessment of how deeply ingrained the organizations mission,vision, values and policies in the employees awareness,
behaviors, performance and decision making.
b. Quantitative report showing result of surveys conducted to;
determine the companys type of culture based onrespondents perception in comparison with how they
desire it to be;
leadership practices in comparison with best leadership
practices; organizational dynamics, its strengths andweaknesses; and
employees engagement.
SCHEDULE OF ACTIVITIES:
Project Start Date: TBD Project End Date: TBD
A more detailed time table shall be presented and agreed upon afterapproval of this proposal for better project management.
Project Phase Activity ProposedTimeline
Result/Output
Phase 1.
Project Briefing
and DataGathering
Provide overall
direction and farm outtasks
1 to 2
hours
Project work
plan withmilestones and
deliverables
Phase 2:
QualitativeAssessment
Collection of allavailable information
that can be used forthe assessment of
1 2weeks
Copies of thefollowing are
given toExeQserve:
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Project Phase Activity ProposedTimeline
Result/Output
organizational culture
CompanyVision,
Mission andCore ValuesEmployment
PolicesLateststrategic
plan
PerformanceManagementPolicy
documentsCompanyVision,
Mission andCore Values
Employment
PolicesLatest
strategicplan
Performance
ManagementPolicydocuments
Focus GroupDiscussion
Formulate focusgroup discussion
questions
Conduct focusgroup discussion
Tabulate results Include results in
the final report
2 weeks Focus Group
Discussion
Report
Phase 3.
Quantitative
Organizational
1. OrganizationalCulture
Assessment
survey
2 to 3
weeks
Completion ofsurveys
Assessment of
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Project Phase Activity ProposedTimeline
Result/Output
Culture
Assessment
2. Leadership
Practicesinventory
3. OrganizationalDynamicsSurvey
4. Employeeengagementsurvey
survey results
Phase 4.
Submission of
Comprehensivereport
1. Submission ofreport
2. Presentation of
report anddiscussion of
possible nextsteps
One week
Management
receipt ofreport
Resolution of
issues andconcerns
Managementacceptance of
result