...Running head: DAU ORGANIZATIONAL CULTURE INVENTORY An Examination of the Defense Acquisition University Organizational Culture Inventory Circumplex Ernest Fagan Keller Graduate School of Management Jodi Harrell, M.A, M.S. MGMT 591 Aug 13, 2012 DAU ORGANIZATIONAL CULTURE INVENTORY Corporate OCI Styles This paper will discuss the OCI survey results of my workplace, Defense Acquisition University (DAU) and reflect on the validity of those results. DAU provides acquisition and government contracting training and certification to Department of Defense personnel. Not surprisingly, the primary OCI style was Humanistic-Encouraging. We as instructors go to great lengths to ensure students are given ample opportunity to succeed. We stay after class, provide assistance with their lesson plans, and deliver the material in a way that suits different styles of learning. I am particularly partial to making charts and drawing flowcharts of contracting processes to foster comprehension, interpretation, and application. Each class is also divided into teams. This helps simulate the actual workplace environment. Contracting specialists do not work alone. The need input from the customer, confirmation of funding from the budget office, and steady feedback from the vendor during contract performance. That is highlighted by the Affiliative score. ...
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...particular because of I’ve gain a great deal of experience in a real work place from being at this company. With delivering more than 200 billion pieces of mail per year and connecting to every U.S. home and business. We are said to be integral to our nation and its economy and seek the best leadership available to continue our excellence in operational performance. The Postal Service had a tradition of on time delivery and customer satisfaction, but due to budget cuts there has been a decline. In the station I work out of there are approximately 75 employees and 5 managers. This company has been around for over 200 years with the same Vision, Purpose, and Direction. Current culture: The primary skill expressed based off of the OCI is the need for power. No matter what position you play in the company everyone needs their voice to be heard. In the service and delivery department the two most important powerful ones were of course the Postmasters, who hired, fired and who had control over all the aspects of service and delivery decision making and a say so in some parts of the overall company progress. Then in my department of delivery I have a few supervisors who didn’t really care how the employees felt, it was what upper management wanted no matter if it was right or wrong. Then you have the managers who demand power but really don’t deserve it and of course the employees who feel like they should have power because of their position while working at the company...
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...Organizational Culture Inventory (OCI) Survey Introduction My organization is in the retail industry. Presently, I am employed as a sales staff at one of the most popular high-end children’s department store. This store is known for its low cost name brand children’s apparel and school uniform. My organization is a franchise and has various locations through out the borough of New York that is in Brooklyn, Bronx and Queens. The owners are three brothers so it is family operated. My organization has three department floors. The babies department is on the 1st floor, girls department is on the 2nd floor and the boys department is on the 3rd floor. I am working on the third floor (Boys department). The functions of my organization consists of the owner/C.E.O, Store operation; manager, cashier, sales staff, receiving, loss and prevention, Marketing; visual display, public relations and promotions, merchandising; planning, buying and inventory, Human resources; Personnel, training, finance: accounting, credit. Each floor is assigned a floor manager who reports to the store manager. The staff consists mostly women and the men do more of the inventory and moving of stock. Being that it is the retail industry, the organization main focus is to promote great customer service. Customers are the heart of the business. I recall when I got hired the store manager mentioned, “without the customers, we are nothing.” Members work either full time or part time, five days a week and are given...
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...serving in three different operational sections that include the Active Army, the Army Reserve, and the National Guard. The three main purposes of the Army are to promote peace, resolve conflict and deter war, and if all else fails, fight and win a war. As such, the operational foot print of the Army is quite extensive and extends from the continental United States to many other countries and provinces across the world. This paper is constructed to provide a synopsis of the Army’s current culture, Targets for Cultural Change, Potential Benefits & Risks of Cultural Change, followed by a Conclusion and Reflection statement. Current Culture The culture of an organization is comprised of the assumptions, values, norms, rituals and beliefs of organization members that guide their thinking and behavior. This section is utilized to identify the Army’s particular primary, secondary, and weakest style of cultural norms along with the behaviors associated with the current cultural type. Information gathered from this section can be attributed to the corresponding results of a survey obtained entitled the Army’s Organizational Cultural Profile...
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...Daniel Rodriguez Daniel.rodhart@gmail.com Course: MGMT 591 Professor: Anne Hallcom Expanded Research Proposal Scholary resources to be used in this paper * Developing corporate culture in a training department: a qualitative case stody of internal and outsourced staff by Querubin S. Yap, and Jon K. Webber * Successful learning is change by Antje Duden * Workplace conflict? Look at the organization’s culture by Joan Lloyd Description of the organization Protect Controls, Inc. (PCI) is a custom manufacturer of Power Control Buildings (PCB)s with the technology, resources, and experience to complete a turnkey solution for our customers. Protect Controls, Inc. clients consist of large industrial producers and users of electrical power such as oil & gas producers, refineries, petrochemical plants, and public & private utilities. Customers are provided a single-point contact to simplify communication. This contact is a dedicated project manager assigned to track and review every aspect of the job. Our commitment to our customers is that all Power Control Buildings will be scheduled, built, tested, inspected and shipped on time., my role in this organization is that of the senior structural engineer, we make sure to perform al structural calculations required for the building, that they meet building and states codes of construction as well as the structural integrity and reliability of the product. The problem One of the main problems that have...
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...encourage students to review sections where more work was needed to complete the audit file correctly. Marks breakdown for Assignment 5, Task 10 – Complete the audit a) Correct amortization adjustment (with supporting schedule) 3 b) Correct FIT adjustment (with supporting schedule 3 c) Completion of subsequent events section of working papers 2 d) Completion of W/P 15-1 and determination of final materiality 1 e) Correct completion of W/P 15-3 (with appropriate cross references) 3 f) Correct audit conclusions on W/P 15-4 1 g) Completion of requirements re client rep letter and management letter 3 h) All journal entries documented and posted correctly 4 i) Quality control review properly completed 2 j) Financial statement disclosure checklist properly completed 2 k) Audit report meets all requirements 3 l) Financial statements proper meet all requirements, including references to notes 4 m) Notes are complete, accurate, and properly worded 4 Total 35 Professional Standards Errors in any of the key items (k), (l), or (m) (considered as professional standards) can result in failure regardless of the performance on the rest of the tasks. Task 10 – Complete the audit a) Correct amortization adjustment (with supporting schedule) (3 marks) You should have created a new W/P U-1 on which you recalculated the amortization expense and accumulated amortization. You should have proposed the following entry to correct...
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...Brooke Codification Research Paper Acc 303 11/15/2011 Introduction This paper is an analysis of the FASB Accounting Standards Codification and the Research System available through the AAA/FASB website. It will walk the reader through a select few topics focusing on how the codification literature addresses each topic. The first topic analyzed will be the definition of accounting policies. The paper will go on to discuss information available on comprehensive income, as well as net income. Comprehensive income and net income will also be compared and contrasted, with an example to illustrate each. Accounting Policies, as defined in the Codification literature Topic 235, Section 10 of the codification states, “The accounting policies of an entity are the specific accounting principles and the methods of applying those principles that are judged by the management of the entity to be the most appropriate in the circumstances to present fairly financial position, cash flows, and results of operations in accordance with generally accepted accounting principles (GAAP) and that, accordingly, have been adopted for preparing the financial statements.” The FASB codification, when put in place in 2009, redefined many of the internal accounting policies already in place within business entities. Fortunately for many companies, the codification offers a research system to search these new policies. There is also an extensive cross-reference feature which allows users to...
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...apparent signs of members and their behaviors within an organization (McNamara, 2000). The behavior of these members, or organizational behavior, is understood and studied and as an academic discipline. This discipline also includes interpersonal interactions as well as the dynamics of an organization. Organizational culture, organizational behavior, diversity, and communication are all key concepts discussed in this paper. Organizational Culture and Behavior When a business operates with a clear vision of the future it is said to utilize a strong organizational culture. In addition to a clear vision supported by “well-developed and well-communicated beliefs and values, the internal environments of organizations with strong and positive cultures often include high-performance orientations, emphasis on teamwork, and emphasis on innovation (Ch.1, pg. 1.)” A solid structure is built from a strong culture accompanied by positive behavior. The Organizational Culture Inventory (OCI) is a tool used to access the behaviors of individuals within an organization. The OCI has identified three types of organizational cultures: constructive, passive/aggressive, and aggressive/defensive. Members that support and actively engage in teamwork are categorized as belonging to constructive cultures. In the passive/defensive culture members are defensive in order to protect themselves. Lastly, members that act in a forceful manner to protect their position or title belong to the aggressive/defensive...
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...to eight people reporting to them. The Unit Level Managers have from fifteen to twenty people reporting to them. In order to manage such large numbers of people, the Unit Level Managers are encouraged to empower their employees to take ownership of their jobs. The Team Lead role is used as a substitute for a Unit Level Manager, with increased responsibilities, but there is no increase in pay or grade when someone assumes the job. Often managers use the Team Lead role to groom future managers of NGIT. Many of the Team Leads are motivated, self-directed individuals who have a certain amount of autonomy in their current roles, which pre-disposes them for managerial work in the organization. OCI Review Based on my analysis of SE using the Organizational Culture Inventory (OCI) analysis tool, I determined that the organization’s primary style is Conventional. Conventional cultures focus on following procedures regardless of their applicability. SE is mandated to follow two rigorous procedures: Defense Contractor X’s Integrated Engineering Process Guide (IEPG) and Capability...
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...Abstract The OCI is recognized as one of the most widely used and thoroughly researched organizational surveys in the world. The OCI provides a picture of an organization’s operating culture in terms of the behaviors that members believe are expected or implicitly required. By guiding the way in which members approach their work and interact with one another, these “behavioral norms” determine the organization’s capacity to solve problems, adapt to change, and perform effectively (Lafferty & Cooke, 2007). The OCI has been designed to help understand the organization that you work with and the internal culture. It gives you a perspective on the environment that you work in and how you fit with the culture. Introduction Nursefinders Staffing mission is to provide quality, comprehensive personnel management solutions, rewarding career opportunities, and superior health care services to our clients in a respectful and efficient manner. The entire Nursefinders Staffing team works hard to complete our mission. Nursefinders Staffing places the highest value on our employees and their contributions to help achieve Nursefinders Staffing’s overall mission. Nursefinders Staffing offers you a work atmosphere conducive to helping you exert your best in your job. At the same time Nursefinders Staffing expects you to perform your job responsibly, effectively, efficiently and competently. All Nursefinders Staffing staff, managers and employees must be committed to meeting or exceeding...
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...questions are available at the end of this chapter. TRUE-FALSE—Conceptual Answer F T F T T F F T F T F F T F T F T F F T No. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. Description Funded pension plan. Qualified pension plans. Defined-contribution plan liability. Defined-benefit plans. Vested benefit obligation. Accumulated benefit obligation. Definition of service cost. Definition of interest cost. Recognizing accumulated benefit obligation. Pension Asset /Liability balance. Plan amendment and projected benefit obligation increase. Years-of-service amortization method. Expected return and actual return. Unexpected gains and losses. Accumulated OCI (G/L) account and the corridor. Amortization of net gains and losses. Recording prior service cost. Reporting accumulated OCI (PSC) on the balance sheet. Other comprehensive income (PSC) and net income. Reconciliation of PBO and fair value of plan assets. MULTIPLE CHOICE—Conceptual Answer d c d c b b a c a a d d d a c b No. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31. 32. 33. 34. 35. 36. Description Factors considered by actuaries. Process of funding a pension plan. Accounting problems in pension plans. Nature of a defined-contribution plan. Nature of a defined-benefit plan. Defined-contribution plan characteristics. Accounting for a defined-benefit plan. Pension obligation measurement using future salaries. Definition of accumulated benefit obligation. Projected benefit obligation as a measure...
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...and (2) Available-for-Sale Securities. Please record the initial purchase of the bonds and the first two interest payments on June 30 and December 31, as well as any adjusting entries on June 30 and December 31 assuming these two classifications. HTM and AFS (PV = 2,000,000*.37689 + 80,000*12.46221): Jan 1 Investment in Bonds 2,000,000 Discount on Bonds Cash Jun 30 Cash 80,000 Discount on Bonds 7,538 Interest Revenue Dec 31 Cash 80,000 Discount on Bonds 7,915 Interest Revenue 249,243 1,750,757 87,538 87,915 Adjusting Entries for AFS: Adjustment = 2,037,000 – 1,758,295 = 278,705 Jun 30 Fair Value Adjustment 278,705 Net Unrealized Gains/Losses – OCI 278,705 Adjustment = (1,977,000 – 1,766,210) - 278,705 = -67,915 Dec 31 Net Unrealized Gains/Losses – OCI 67,915 Fair Value Adjustment 67,915 b) CMT sells the bonds on January 1, 2014 for $1,988,000. Please record the entry for the sale using the above two classifications. 1 Jan 1 Cash Discount on Bonds Investment in Bonds Gain on Sale of Bonds 1,988,000 233,790 2,000,000 221,790 c) For the bonds classified at AFS, also make the fair value adjusting entry at the end of June, 2014 assuming this was the only AFS investment. Jun 30...
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...Shalonda Jones OCI Survey Paper Introduction: The organization I selected to use for my study is Humana Insurance Company (Humana Inc.). Humana Inc., headquartered in Louisville, Kentucky, is one of the nation's largest publicly traded health and supplemental benefits companies. Humana is a full-service benefits solutions company, offering a wide array of health and supplemental benefit plans for employer groups, government programs and individuals. Humana is a Fortune 500 company with 26,000 employees nationwide. These organization was started 1961, initially Humana was a company that owned Hospitals and Nursing Homes. In 1984 Humana evolved into an insurance company selling medical and dental products. The 1990s marked Humana's transition into a consumer health benefits company. Humana spun off its hospital operations from the health insurance operations in 1993. Humana is now focus on being the most trusted insurance company in the industry. That is the history of Humana Inc. but my focus for the survey was just one department. I focused my survey on the Chicago Market Office Sales department. This department was started in 1992. There are 35 employees in the unit. The Chicago market sales office motto is “Guidance when you needed most”. The goal of the office was to make Humana the one stop shop for all your health care solutions. 2-A Culture Type: My company primary style is Affiliative, which characterizes an organization as having positive interpersonal relationships...
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...Transaction Services • • TS Insights List bullet List bullet Sub bullet evaluation of the other two sources of taxable income ― Vol. 3 Heading 2 Financial reporting in an uncertain economy A closer look at income tax valuation allowances October 2009 Additional text goes here. Heading 3 Additional text goes here. Notwithstanding early signs that the global recession may be waning, the uncertain economic future continues to constrict corporate America. As companies continue to incur losses, focus has heightened on income tax valuation allowance assessments by companies and their auditors, as well as the Securities and Exchange Commission staff, through the issuance of comment letters. Specifically, much of this focus is on whether deferred tax assets reflected on corporate balance sheets will ultimately be realized. When a deferred tax asset is not fully realizable, a valuation allowance must be established against the deferred tax asset to reduce it to a net amount that is realizable. The related expense is generally reflected in the income statement as an income tax expense. A clear understanding of the judgmental nature of valuation allowance accounting models is critical in addressing this issue. The need for judgment The accounting requirements for deferred tax assets are set out in ASC 740, "Income Taxes," which establishes a "more likely than not" threshold for recognizing deferred tax assets. The interpretation of this criteria has historically...
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...OCI Organizational Culture Inventory Paper Latoya Williams Keller Graduate School of Management Introduction/Abstract The organization/unit that I have selected to study is from a previous place of employment. The previous place of employment was at ASA College in Brooklyn. At this place of employment I had to work with a group of people to get the day to day task done. We we’re all required to assist students in the purchasing of textbooks and other school supplies they may have needed, we had to stock and do inventory, we had to do cash, credit, and financial aid transactions, we also had to move at a certain pace because the bookstore was at most times a fast pace environment so we had to be able to keep up with the work load. For the most part we we’re working under the supervision of different managers of the bookstore sometimes 1 or 2 of them in a day so we had to make sure that we made as little mistakes as possible. Organizational Culture Inventory The culture of the organization/unit is Constructive; this culture consists of four organizational culture styles which are Achievement, Self-actualizing, Humanistic-encouraging, and Affiliative. The constructive norms are cultural styles that promote satisfaction behaviors. The organizations primary style is Self-actualizing which has the greatest extension on the circumplex, the secondary style is Oppositional which has the second greatest extension on the circumplex, and the weakest style of the organization/unit...
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