Octogram Test – the Competing Values Framework
In 1983, Rohrbaugh and Quinn published a landmark study identifying the key factors for the success of an organization. Their first study looked at the organization as a whole and included data from several of the most successful businesses in the market at that time. Their research identified two key factors that influenced whether an organization succeeded or failed: Internal versus External Orientation and Control versus Flexibility.
A new way of looking at companies and the people in them
Later, this concept was expanded by Kim Cameron and Robert Quinn into a model for describing organizational culture. They looked at the pattern formed when these two axis were laid over each other. The quadrants in this new model represented a combination of the two key factors and each was given a label to illustrate what kind of culture a company has.
With the two scales laid over each other, 4 distinct culture/quadrants were created and labeled.
Adhocracy: An Externally Oriented and Flexible Organization*
A culture focusing on renewal, entrepreneurship and dynamism. Leadership is innovative and willing to take risks. Personal initiative is encouraged and in fact expected from everyone. Considerable attention is devoted to pioneering in new markets.
Market: An Externally Oriented and Controlled Organization
An externally oriented culture with a strong focus on tangible results and high output. The atmosphere is competitive. Leadership is highly task-focused and demanding. Considerable attention is devoted to the market share in existing markets and to finding direct solutions for clients’ problems.
Hierarchy: An Internally Oriented and Controlled Organization
An internally oriented culture with a rigid structure and focus on procedures. Leadership focuses on efficiency, managing costs and monitoring regulations and procedures. The organization functions as a well oiled, reliable machine.
Family: An Internally Oriented and Flexible Organization
An internally oriented culture focusing on personal relationships. The atmosphere is like one big happy family. The leadership style is benevolently patriarchal. There is a sense of tradition, and loyalty and commitment are usually high.
*These definitions are taken from the Online Talent Manager Organizational Culture Test
Cameron and Quinn named this the Organization Culture Assessment Instrument, more commonly referred to as the OCAI. Many consulting agencies still use this model today (Online Talent Manager has a version as well) as it is a quick way to find out what kind of company you have and what kind of company your employees want to work in.
NEXT: From 4 Quadrants to 8 Roles, the Quinn Model
