Page 261 - Proceeding 2015

PROFIROIU Alina-Georgiana and HURDUBEI (IONESCU) Roxana Elisabeta FAMP
A REVIEW OF ORGANISATION CULTURE ASSESSING INSTRUMENTS CCASP

TABLE 1. STRENGTHS AND WEAKNESSES OF QUALITATIVE/QUANTITATIVE CULTURAL ASSESSMENT

PROCEEDINGS OF THE 11 TH ADMINISTRATION AND PUBLIC MANAGEMENT INTERNATIONAL CONFERENCE

30 th – 31 st October 2015 ”Strategic Management for Local Communities” Bucharest

Source: Yauch and Steudel, 2003

Apart from possibility of benchmarking with other organisations, quantitative methods “offer an important
practical advantage of being less onerous to use than qualitative methods. They tend to be more resource
efficient in terms of time taken for both data collection and data analysis.” (Reichers and Schneider, 1990)

Well-known quantitative instruments of assessing organization culture include the Organizational Culture
Inventory (Cooke and Lafferty, 1989), the Organizational Culture Profile (O’ Reilly III, Chatman and
Caldwell ,1981), the Six-Dimensional Model (Hofstede, Neuijen, Ohayv and Sanders, 1990) and the

Competing Values Model (CVM), also known as competing Values Framework (Cameron and
Quinn,1999).

The main differences between these quantitative instruments are that “Organizational Culture Inventory

(OCI) measures behavioural norms and expectations in organizations, while Competing Values Model
(CVM) and Organisational Culture Profile (OCP) measure values that impact on behaviour. The Six

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