Responses to the Organizational Culture Inventory® (OCI® and OCI®-Ideal) will be computer scored, summarized on a culture profile, and made available to you immediately after you’ve completed the OCI. If you’re taking the inventory as part of a course, seminar, or team project, your responses may be combined with those of others to generate a composite profile. You may choose to share your individual profile with the facilitator of your program or your course instructor.
Your survey responses may also be combined with those by others to provide feedback to your organization, division, or subunit on its culture. More specifically, your data may be combined with that provided by others within your organization, subunit, team, and/or demographic group to generate composite results and unit-level feedback reports. In developing these reports, the survey responses of individuals are aggregated in ways that protect their confidentiality.
Results for this combined feedback will be generated and reported only for units and teams with 5 or more respondents (unless members of smaller teams consent to the preparation and delivery of such reports). The same guidelines pertain to the reporting of results for groups identified on the basis of demographic or positional strata—organizational level, tenure, job category, age, gender or other such factors.
Depending on the purpose of the program in which you are participating, the results of the OCI may be used in various ways. In general, the feedback will focus on the organization’s
current culture, measured in terms of “what’s expected” of members, and/or its
ideal or
preferred culture, reflecting what members believe
should be expected to maximize their satisfaction and performance. Additional feedback may center on other factors measured by the OCI (and that are related to culture) such as members’ motivation and satisfaction, the quality of the organization’s products or services, and its capacity to change and improve. The survey results are intended to support organizational development initiatives, quality improvement programs, mergers and acquisitions, and other efforts to improve organizations and their impact on employees, clients, or other stakeholders. Therefore, HSI reserves the right to correct any data collection errors or omissions relating to unit, demographic or positional variables that would otherwise affect the feasibility or accuracy of the feedback reported on groups and/or units within the organization.