Order 1150039: See instructions
FIGURE 9.3 Interpersonal Trust in Organizations
Perceived Trustworthiness
The Organizational Cultural Values Profile
assesses eight dimensions of an organization’s culture.
Each dimension is listed, along with the items related to it. For each aspect, add the ratings
you assigned to the item numbers indicated. Important: For each bold item with an asterisk, you
must convert your rating as follows: 1 becomes 4; 2 becomes 3; 3 becomes 2; and 4 becomes
1.
Items Openness Items Proaction
1 ___ 5 ___
9 ___ 13 ___
17 ___ 21 ___
25* ___ 29 ___
33 ___ 37 ___
Total ___ Total ___
Items Confrontation Items Autonomy
2 ___ 6 ___
10 ___ 14* ___
18 ___ 22* ___
26* ___ 30* ___
34 ___ 38 ___
Total ___ Total ___
Items Trust Items Collaboration
3 ___ 7 ___
11 ___ 15 ___
19 ___ 23* ___
27 ___ 31* ___
35* ___ 39 ___
Total ___ Total ___
Items Authenticity Items Experimentation
4 ___ 8 ___
12* ___ 16 ___
20 ___ 24 ___
28* ___ 32 ___
36 ___ 40* ___
Total ___ Total ___
Organizational Cultural Values Interpretation Sheet
The eight organizational cultural values are Openness, Confrontation, Trust, Authenticity, Proaction,
Autonomy, Collaboration, and Experimentation. The following definitions may help to clarify
the values:
1. Openness: Spontaneous expression of feelings and thoughts and sharing of these without
defensiveness.
2. Confrontation: Facing—not shying away from—problems; deeper analysis of interpersonal
problems; taking on challenges.
3. Trust: Maintaining confidentiality of information shared by others and not misusing it; a sense
of assurance that others will help when needed and will honor mutual obligations and commitments.
4. Authenticity: Match between what one feels, says, and does; owning one’s actions and mistakes;
unreserved sharing of feelings.
5. Proaction: Initiative; preplanning and preventive action; calculating payoffs before taking
action.
6. Autonomy: Using and giving freedom to plan and act in one’s own sphere; respecting and
encouraging individual and role autonomy.
7. Collaboration: Giving help to, and asking for help from, others; team spirit; working together
(individuals and groups) to solve problems.
8. Experimentation: Using and encouraging innovative approaches to solve problems; using
feedback for improving; taking a fresh look at things; encouraging creativity.
Norms for the Organizational Culture Value Profile
550 Mastering Organizational Behavior
Low High
1. Openness 13 17
2. Confrontation 10 16
3. Trust 10 16
4. Authenticity 10 14
5. Proaction 12 18
6. Autonomy 11 16
7. Collaboration 13 17
8. Experimentation 11 16
Based on the studies of the value profile so far, these are the high- and low-scoring
norms.
High scores indicate a strong belief in the values and, thus, a strong organizational culture. Low
scores illustrate a weak set of cultural values. If the average or mean score for your organization
is low, the questions on the profile can be used as the basis for action planning to improve the
organization’s culture and to increase openness, creativity, and collaboration. Remember that
items 12, 14, 22, 23, 25, 26, 28, 30, 31, 35, and 40 are reverse scored.
Questions
1. What approaches might you use to change these cultural values?
2. Using these eight cultural values, analyze the culture at Zappos. What is its profile and how
does it influence employees’ behaviors?
Case: Self