Assessment Of Organizational Culture Of TechnoServe
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Date
2018-06-09
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Addis Ababa University
Abstract
TechnoServe implemented a change initiative called “Lewet” to address employee concerns
mainly professional development, organizational care and employee participation through the
support of engaging leadership. After the change initiative was implemented, no assessment was
carried out to see the “Lewet” initiative brought about the intended result. This study tried to
identify the current dominant culture of TechnoServe as perceived by employees as well the
congruence of the dominant culture with the six aspects of OCAI after the change initiative was
implemented.
The study employed quantitative research design, descriptive in nature, to answer the research
questions. Second category of managers were involved in the survey. All of the questionnaires (22)
distributed managers were completed and retuned back. OCAI standard questionnaire were
utilized to collect data on current and preferred culture. The data obtained through the instrument
were analyzed using graphs, charts and tables.
According to the result, the current dominant TechnoServe culture was clan culture followed by
hierarchy culture. The Clan Culture is a very friendly place to work where people share a lot of
themselves. The dominant culture in the preferred situation was clan followed by adhocracy. It is
also evident from the result that employees wanted to decrease the hierarchy culture and to
increase the adhocracy culture. Before the change initiative was implemented, TechnoServe used
to be a market culture as evidenced from the strategic document. It is evident form this study that
the change initiative was successful as the culture transformed from market culture where the
focus was external adaption to clan culture that emphasize internal integration, employee
development and participation. Even if TechnoServe achieve its goal there is still cultural
incongruence among the current dominant culture and the six aspects of OCAI that has to be
addressed wisely. In effect, there is a mismatch between TechnoServe strategic orientation and the
current culture. Therefore, there is a strong urgency from the management side to balance the
strategic demand of the organization with the development needs of employees.
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Keywords
Organizational Culture, Dominant culture, Preferred culture