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| Preface | |
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| Acknowledgments | |
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| The Authors | |
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| An Introduction to Changing Organizational Culture | |
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| The Need to Manage Organizational Culture | |
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| The Need for Culture Change | |
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| The Power of Culture Change | |
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| The Meaning of Organizational Culture | |
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| Levels of Analysis | |
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| Caveats | |
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| The Organizational Culture Assessment Instrument | |
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| Instructions for Diagnosing Organizational Culture | |
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| Scoring the OCAI | |
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| The Competing Values Framework | |
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| The Value of Frameworks | |
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| Development of the Competing Values Framework | |
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| The Four Major Culture Types | |
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| Applicability of the Competing Values Model | |
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| Total Quality Management | |
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| Human Resource Management Roles | |
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| Corporate Missions and Visions | |
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| Culture Change over Time | |
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| Culture Change in a Mature Organization | |
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| Summary | |
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| Constructing an Organizational Culture Profile | |
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| Plotting a Profile | |
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| Interpreting the Culture Profiles | |
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| Summary | |
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| Using the Framework to Diagnose and Change Organizational Culture | |
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| Planning for Culture Change: An Example | |
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| Steps for Designing an Organizational Culture Change Process | |
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| Supplementing the OCAI Methodology | |
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| Individual Change as a Key to Culture Change | |
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| Critical Management Skills | |
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| Personal Management Skills Profile | |
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| Personal Improvement Agendas | |
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| A Condensed Formula for Organizational Culture Change | |
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| Diagnosis | |
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| Interpretation | |
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| Implementation | |
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| Summary | |
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| Organizational Culture Assessment Instrument: Definition, Dimensions, Reliability, and Validity | |
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| Psychometric Analyses of the Management Skills Assessment Instrument | |
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| Hints for Initiating Organizational Culture Change in Each Quadrant | |
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| Suggestions for Improving Personal Management Competencies | |
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| Forms for Plotting Profiles | |
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| References and Suggested Reading | |
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| Index | |