DB 4 2 Responses


2 Response: Due on 2/9/24

 Shirlteya Moore posted Feb 6, 2024 9:39 PM

Organizational Culture

When assessing organizational culture is crucial to understand the organization's real values, goals, and behaviors that characterize an organization and its members. The number-crunching qualitative method and the deep-dive quantitative methods, both evaluations measures and offers distinct advantages for measuring organizational culture.

According to Nelson and Quick, some organizational scientists argued for assessing organizational culture with quantitative methods, while others say that organizational culture must be assessed with qualitative methods. Quantitative methods, such as questionnaires, are valuable because of their precision, comparability, and objectivity. While Qualitative methods, such as interviews and observations, are valuable because of their detail, descriptiveness, and uniqueness.

Quantitative methods, such as surveys and questionnaires, use numerical data to evaluate organizational culture. These methods can quantify aspects of culture, making it easier to compare and track changes over time. This method is measurable and comparable, providing a way to measure cultural attributes and track changes over time, offering a baseline for comparisons both within the organization and with external benchmarks (Cameron and Quinn, 2006). This facilitates benchmarking and tracking changes over time, enabling organizations to measure the impact of interventions.

Qualitative methods, such as interviews, focus groups, and observations, provide deep insights into the subtle differences in organizational culture. The depth of qualitative methods captures the complexity of organizational culture, offering insights into the nuances of workplace dynamics, values, and norms (Schein, 2010). Qualitative methods allow for a deeper understanding of the small differences in an organizational culture. They can uncover the why behind certain practices, beliefs, and values, providing rich, detailed insights.

If by combining quantitative data with qualitative insights, organizations can develop a nuanced and actionable understanding of their culture. This integrated approach supports strategic decision-making, targeted interventions, and continuous cultural refinement to align more closely with organizational values and goals. While quantitative data provides a broad overview and measurable benchmarks, qualitative insights reveal the depth and complexity of cultural dynamics (Schein, 2010; Denison, 1990). Together, these methods can provide a nuanced understanding of organizational culture, facilitating targeted interventions and strategic planning.

In conclusion, both quantitative and qualitative methods have distinct capabilities in evaluating organizational culture. Quantitative methods offer measurable, comparable data that can highlight trends and patterns, whereas qualitative methods excel at uncovering the rich, contextual, and nuanced aspects of culture. I believe an integrated approach that combines both types of assessment can provide a thorough and actionable understanding of organizational culture, supporting effective management and strategic alignment.


John Crawford posted Feb 6, 2024 9:38 PM

There are two types of methods used to assess organizational culture, quantitative and qualitative (Nelson & Quick, 2019). Quantitative methods are more data driven and include questionnaires and survey’s while qualitative methods are more narrative driven and include interviews and observations (Nelson & Quick, 2019). Both types of methods are useful for different reasons. Quantitative methods are useful for analyzing overall trends while qualitative methods provide more detailed, individualized information.

 The Army utilized a mixture of quantitative and qualitative methods to assess the cultures of individual Army units through the use of annual, anonymous command climate assessments (Department of the Army, 2020). These command climate assessments have questionnaires concerning a unit’s equal opportunity climate, presence of harassment, risk factors, and more while also giving Soldiers the opportunity to provide detailed observations that will be reviewed by the unit’s commander and higher headquarters. I personally manage this function for my battalion as it’s human resource officer and have seen our companies get great value in both the overall trends analysis and unique observations it provides.



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