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World is change

One of the most important and constant thing in this world is change. It can be for the better or for the worst, and yet it still keeps on coming and coming, without knowing when it will end. “Necessary evils”, it is sometimes called. Being accustomed to something and yet, for a specific reason, you need to change everything and work on a new line of processes and methods alien to you. This is how it is. Change. Change has been evident to me ever since I was an adolescent and until I became what I am right now. Being an adolescent gives you the scenes to witness and remember all your life.

From the changing of the pitch of our voices to the weird parts of the body that you start to grow hair on, we’ve witnessed it. And now that we are already grown-ups, we see different changes everyday. May it be on the trivial things like new laws as you wake up one morning to the changes in your company’s policies that you need to adapt to, it still is change. Before assessing any particular change in the organization, we must consider the present characteristics of the organization and how it odes in the basis of their values and objectives.

The Organizational Culture Assessment Instrument or OCAI helps in this process. And by doing so would also help us determine what changes should be done in the organization. Starting off, I rated the different characteristics of the organization and placed them in a graph as specified by the instrument. Two phases are involved: the “Now” phase or the one involving the present situation, and the “Preferred” phase, which tells you how much change you wanted in the organization. To get a better view of the assessment with the use of the mentioned tool, I used it to analyze an organization.

I used the data given to me by a service-support non-profit organization. As I used the tool in six different characteristics, it’s very difficult to determine the rate at which the organization fare in the different field, taking note of the limit of 100 for each total score of “Now” and “Preferred” in each of the six phases. The complete results and highlights are as follows: • For part I, Dominant Characteristics are rated. After the “Now” and “Preferred” phases are rated, many changes were evident and needs discussion about. First, Every field in part I needs some changing.

The organization mainly has to increase their formality so as to distinguish who the leaders are. They should also increase their competitiveness and orientation on achievement. These fields are very important to the behavior of the members as this would clearly define the objectives and hierarchy of the organization. The organization also has to decrease their being risky and their personal involvement with each other. It’s not bad to feel that the organization is a second family but we should not let it interfere with the hierarchy of the organization that we belong to.

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