The
Organizational Needs Inventory (ONI) is a method
for organizational leaders obtaining a basis for
understanding:
|
1. |
How
members describe their organization’s structure
and their views about what an ideal organization
would be.
|
|
2. |
How
members describe the predominant leadership style
employed in their organization and their views
about what the ideal leadership style would be.
|
|
3. |
How
members describe their organizational culture and
their views about what the ideal organizational
culture would be.
|
|
4. |
Areas
of incompatibility among the present
organizational structure, predominant leadership
style, and organizational culture.
|
|
5. |
What
changes in attitudes and leadership styles would
be beneficial in helping the organization achieve
its goals. |
The ONI
is for organizations whose leaders want to build a
better environment for attracting and retaining better
associates, thereby achieving better operating results.
Recognizing that dramatic changes are taking place in
the way organizations are designed and managed is the
first step. Learning how things actually are and what
they can be is next. Then comes a plan for the future,
based upon a clear sense of direction and purpose.
Finally, a plan of action is implemented to begin moving
toward the desired future. The ONI instrument was
designed to facilitate this process.
The ONI consists of a 126-item survey in which
participants describe conditions as they exist at
present (“actual”) and as they would exist under ideal
circumstances. In most instances, an LMI Distributor
administers the survey so as to ensure its reliability
and the autonomy of participants. Responses are
confidentially processed by LMI, and a comprehensive
report is prepared which pinpoints areas of concern.
Factors and sub-factors of the ONI include:
1. Organizational Structure
A. Nature of jobs and positions
B. Nature of controls
C. Flexibility
D Formalization
2. Predominant Leadership Style
A. View of human nature
B. Authority orientation
C. Team orientation
D. Motivational style
E. Nature of supervision
F. Empowerment
G. Communication style
3. Organizational Culture
A. Shared values and beliefs
B. Identification with the organization
C. Trust
D. Within-company cooperation
E. Innovation
The ONI Report consists of an Executive Summary, Factor
Scores, and Item Scores.
Executive Summary - Contains the major finding of
the organization as perceived by the members of the
organization. The first page of this report is a summary
of an organization's Actual and Ideal scores. Each score
is measured on a 0 to 10 scale. A score on this scale is
a point along a line between two extremes. The factor
score is an average of its subfactor scores and the gap
score is the difference between the Actual and Ideal
scores. The subfactor scores are the average of specific
items statements. Each item statement is assigned a
weighted value.
Factor Scores - Focuses attention on scores for
the specific group factors such as Years with the
company, Gender, Age, and Position within the company,
and includes suggestions to management a basis for
action.
Item Scores - Focuses attention on specific,
concrete beliefs, perceptions, and practices. The item
statements are presented in two groups. The first
consists of item statements that characterizes
organizations that have Bureaucratic Structures,
Directive Leadership , and Competitive Cultures. The
second consists of item statements that characterize
organizations that have Versatile Structures,
Participative Leadership, and Supportive Cultures.
Generally, an investment of $5,000-$50,000 is required
for an Organizational Needs Inventory depending on the
number of participants and locations involved. This fee
includes administration, processing, preparation of a
report, and a professional analysis and presentation to
the organization’s leadership group.
Organizational
Needs Inventory (ONI)
