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Organizational Culture Diagnostic Instrument (OCDI)

OCDI

Don’t just survey your employees, diagnose your culture. The DEKRA Organizational Culture Diagnostic Instrument (OCDI), or Cultural Diagnostic, involves 20 questions that gives organizations deep insight into the nine cultural factors that can be barriers to safety improvement.

Cultural Attributes

These nine factors have been individually verified as predictive in over 350 peer-reviewed papers. DEKRA’s own research shows that not only is this cluster predictive, it is proven they are causal as well. Organizations that focus on improving employee perception of these nine factors also see their injury rates improve.

In addition to the nine factor diagnostic DEKRA has questions that can also evaluate:

  • Human Performance Reliability
  • Serious Injury and Fatality Prevention
  • Influences on Safety Decision Making
  • Workplace Well Being

DEKRA can benchmark an organization’s results against the thousands of companies in its global norms database. The database is organized by geographical regions across the world and those within specific industry types.

The DEKRA Cultural Diagnostic is used by a wide spectrum of organizations, from meat and poultry producers to those launching spacecraft. The factors being measured are applicable across all organizational types. Research shows that not only do these factors predict safety performance, but they also predict levels of employee engagement, quality ,and intent to remain in their roles, to mention a few.

Organizational culture is not the same across an organization or even within a single location. Culture is created based on the relationships that exist between managers and employees, frontline leaders and employees, and among employees themselves.

The DEKRA Cultural Diagnostic allows organizations to pinpoint those relationship-challenged groups that are creating resistance to change — and not just safety change, but any change. This diagnostic approach allows an organization to apply resources in a more targeted manner versus implementing a one-size-fits-all “fix” to culture.

In addition to the Diagnostic providing the quantitative data, DEKRA strongly encourages the use of Focus Groups and Interviews to provide the qualitative data.

The qualitative data gives specific information on the actions, decisions, and systems that have the most influence on employee perceptions. This is important since perceptions can influence connectiveness to an organization and a willingness to following company standards and guidelines. With both the quantitative and qualitative data, your organization will be ready to develop a truly informed strategic and tactical plan for change.

Why DEKRA?

  • We have a proven track record of enabling you to get the outcomes you desire.
  • We have helped thousands of leaders improve how they demonstrate their care and compassion for employees.
  • We are experienced mentors with comprehensive know-how and years of real leadership expertise.
  • We specialize in improving safety leadership performance with our transformational approach.

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