COMPETANCY

BASED
ASSESMENT
AND
PSYCHOMETRIC TEST
PROJECT REPORT ON: ORGANIZATIONAL
CULTURE: OCTAPACE
PROFILE

SUBMITTED BY
RESHMA SHETTY
PGDM-20152027

Organizational Culture: OCTAPACE Profile

Construct Measure: Organizational Culture: OCTAPACE Profile
Modern organization have grown many folds in defining techniques to study and improve their
functioning. Organization culture is an aspect that impacts every organization functioning.
Different kinds of organization need a different kind of culture to be setup. For example: in an
R&D company the culture must support innovation where as in army culture must support
authority and power.
Organizational culture is defined in terms of shared meanings- patterns of beliefs, rituals,
symbols, and myths that evolve over time, serving to reduce human variability and control and
shape employ behavior in organizations- Peters and Waterman (1982).

OCTAPACE APPROACH TO STUDY ORGANIZATION CULTURE:

OCTAPACE gives us an eight-dimensional look towards organizational culture. It measures the
culture of organization in terms of;

Openness: Freedom to communicate.

Confrontation: Facing the problems.
Trust: Maintaining confidentiality of information shared among the company.
Authenticity: Doing what is said.
Pro-Activeness: Taking initiatives and advanced planning.
Autonomy: Freedom of acting and planning at one's own level.
Collaboration: Team work.
Experimentation: Trying out new and innovative methods of work

Structure of the test:

What is Reliability?
The term reliability in psychological research refers to the consistency of a research study or
measuring test.
For example, if a person weighs themselves during the course of a day they would expect to see
a similar reading. Scales which measured weight differently each time would be of little use.
The same analogy could be applied to a tape measure which measures inches differently each
time it was used. It would not be considered reliable.
If findings from research are replicated consistently they are reliable. A correlation coefficient
can be used to assess the degree of reliability. If a test is reliable it should show a high positive
correlation.
Of course, it is unlikely the exact same results will be obtained each time as participants and
situations vary, but a strong positive correlation between the results of the same test indicates
reliability.
There are two types of reliability internal and external reliability.
Internal reliability assesses the consistency of results across items within a test. External
reliability refers to the extent to which a measure varies from one use to another.

The instrument used to test Organizational Culture: OCTAPACE Profile is

Split-half reliability.
Split-half Reliability:
The split-half method assesses the internal consistency of a test, such as psychometric tests and
questionnaires. There, it measures the extent to which all parts of the test contribute equally to
what is being measured.
This is done by comparing the results of one half of a test with the results from the other half. A
test can be split in half in several ways, e.g. first half and second half, or by odd and even
numbers. If the two halves of the test provide similar results this would suggest that the test has
internal reliability.
The reliability of a test could be improved through using this method. For example, any items on
separate halves of a test which have a low correlation (e.g. r = .25) should either be removed or
re-written.
The split-half method is a quick and easy way to establish reliability. However, it can only be
effective with large questionnaires in which all questions measure the same construct. This
means it would not be appropriate for tests which measure different constructs.
For example, the Minnesota Multiphasic Personality Inventory has sub scales measuring
differently behaviors such depression, schizophrenia, social introversion. Therefore, the splithalf method was not being an appropriate method to assess reliability for this personality test.
Number of Questions used in the test: 40
Number of components used in the test are eight they are;
a) Openness - The comparative openness in the system should influence the design of HRS.
Organizations can be classified in continuum from completely open to completely close.
No organization may be on the two extremes of the continuum. However, they will tend
to be towards one or the other end. The degree of openness of the organization will be an
imp factor in determining the nature of the various dimensions of HRD being designed,
as well as the way in which these dimensions should be introduced. organization which
are fairly open may start with several confronting designs of HRS.
b) Confrontation - This term is used in relation to problem putting the front rather than
the back to escaping the problems. A better term would be confrontation exploration that
implies facing a problem and working jointly with other concerned to find its solution. If
an organization encourages people to recognize a problem, bring it to people concerned,
explore with them to under it and search possible ways of dealing with it.
c) Trust - Which introducing the HRD in an organization trust in another factor which

should be considered along with openness. If the level of trust is low, the various
dimensions of HRS are likely to be seen with suspicion and therefore the credibility of
the system may go down. in such a case the system if introduced may become a vital and
cease to perform the main functions for which it meant.
d) Authenticity- It is the value underlying trust. It is the willingness of a person to
acknowledge the feelings he /she has, and accept himself / herself as well as other who
relate to him/her as persons. Authenticity is reflected in the narrowest gap between the
stated vales and the actual behavior. This value is important for the development of a
culture of mutuality.
e) Proactive It can be contrasted with the term react. It in the later action is in response
to an act from some source, while in the former the action is taken independently of act
form the other source. Pro-action means anticipating issues in advancing to take
advantage of this undertaking conflict or responding to needs of the future in fact
creating the future.
f) Autonomy It is nothing but willingness to use power without fear and helping other
to do same. It multiplies power in system and the basis is collaboration.
g) Collaboration - It involves working together during one another strengths for a
common cause. Individuals instead of solving their problems by themselves share their
concerns with one another and prepare strategies working out plan of actions and
implement them together.
h) Experimenting - As a value emphasizes the importance given to innovating and
trying out new ways of dealing with problems in the organization.

Test Administration:
Number of responses are 30 which includes employees of Universal hunt and some students on
whom the test is conducted. The scoring is done on the bases of (0-4) Likert scale. The
administration of test took a week.

Tabulation and calculation:

( xx ' ) ( y y ' )

r=
( xx ' ) 2. ( y y' ) 2

r=

59
616588

r=

r=

59
362,208

59
601.83
r=0.098

Reliability=

Reliability=

2r
1+r

2(0.098)
1+(0.098)

Reliability=

-0.217

Interpretation:
The reliability of the test using split half method was found to be -0.217 which is <0.7 which
means that the test is not reliable