OrgPersona the organizational personality inventory, measures your organization’s personality on 5 traits of great managerial significance to employers: employer authoritarianism, employer punitiveness, employee conformity, employee participation and organizational socialization, based on your organization’s management practices. With the results from OrgPersona II, you can determine where your organization stands on these organizational personality traits and improve your organizational performance accordingly, you can compare autonomous operating units, you can compare the management practices of various departments prior to re-organizing to help forecast the success of a re-organization, or you can compare your organization’s personality to another for such uses as mergers & acquisitions in order to mitigate the high failure rate of mergers & acquisitions due to poor organizational fit. The significance of these personality traits is shown by their associated organizational performance outcomes listed below.
The following organizational performance outcomes have been associated with employer authoritarianism:
- employee motivation & commitment
- employee selection
- grievances, unionization, litigation, and regulatory agency complaints
- implementation of incentive plans
- implementation of performance appraisals
- empowerment
- organizational change in response to changing environments
- employee productivity & effectiveness
- organizational learning
- coaching
- employee need achievement
- employee creativity
- job enrichment programs
- absenteeism & tardiness
- workplace bullying
- turnover
- work stoppages
- quality
- workplace violence
The following organizational performance outcomes have been associated with employer punitiveness:
- empowerment
- performance appraisals
- turnover
- absenteeism
- unlearning old behaviors
- employee creativity
- organizational learning
- productivity
Employee conformity has been associated with:
- organizational learning
- role conflict
- autonomy
- job satisfaction
- willingness to quit
- organizational change in response to changing environments
- employee involvement
The following outcomes have been associated with employee participation:
- employee productivity
- organizational learning
- acceptance of organizational change
- competitiveness
- employee stress (which is associated with health care costs)
- job satisfaction & commitment
- employee creativity
- employee performance
- employee’s sense of security
- implementation of gain sharing programs
- retaliation against whistle-blowers
- absenteeism & tardiness
- turnover
- morale
- motivation
- safety
- decision-making
Organizational socialization has been associated with the following organizational performance outcome:
- turnover
- discipline
- organizational stability
- employee’s sense of security
- retaliation against whistle-blowers
- organizational productivity
- motivation
- bureaucratic control
- commitment & satisfaction
- performance
- employee stress
Employers can use combinations of the OrgPersona scales to diagnose various management concerns or to determine the possibility of the success of an expensive and time-consuming program before beginning the program. For example, if management is considering an organizational change effort, an analysis of the organizational environment with the authoritarianism and punitiveness scales, which are negatively associated with organizational change, and the employee participation scale, which is positively associated with organizational change, will help determine the proposed program’s success and help mitigate the high failure rate of organizational change efforts. If an employer is high on authoritarianism & punitiveness, and low on employee participation, the program is less likely to be successful than if the scores were reversed. Similarly with organizational learning, where authoritarianism, punitiveness & conformity are negatively associated with organizational learning, and employee participation is positively associated with organizational learning. Every employee retention program should have the results of OrgPersona since market-level compensation is not enough to ensure employee retention and all the OrgPersona traits are related to employee retention.
Simply put, an OA organizational personality audit is a diagnostic tool no organization can do without.
If you want to get a jump on the competition the smart way, call OA today for your organizational personality audit!