.Category
{Organizational Applications}
.Stage
{Type as Template}
.Title
{Organizational Culture Scavenger Hunt}
.Participants
{Almost any number of participants could be involved in this application.  These participants could be part of a specific department or from the entire organization.  If the organization is small enough, the group you work with could be all of the employees.}
.Notes1
{Organizational culture can be defined as the basic assumptions and beliefs that are shared by the members of an organization.  Culture also includes an organization's norms, behaviors, artifacts, policies, and physical surrounding and climate.  It will inevitably reflect the type and Temperament of the predominant personalities in that culture, both past and present.  Whether it is artwork or formal and informal policies, all are reflections of and symbols about the organization's culture.}
.Notes2
{Using Type as Template involves analyzing type and the eight preferences against almost anything that an individual or organization does.  Trainers and consultants can apply type to their work when the client has the readiness and knowledge of type to look more deeply into their behavior and culture.  When considering this activity, think about the client readiness assumptions, the assessment process, and the data collection and feedback to see if they fit the client's needs and capability.}
.Readiness1
{The organization/client understands Temperament.}
.Readiness2
{The organization is willing to undertake an analysis of its culture (see definition above) and is open to hearing feedback.}
.Readiness3
{Everyone who will be involved in the process must have a basic knowledge of the four Temperaments.}
.Assess1
{With the group, lead a discussion about what makes up an organization's culture.  Record this discussion on flipchart paper.}
.Assess2
{Divide the participants into Temperament alike groups, and give them the following charge: Explore the organization (policy manuals, rooms, pictures on the wall, signs, architecture, furniture, work stations and offices, status symbols, front door sign, etc.) and create a list of organizational culture examples of <I>your<N> Temperament.  Give them as much time as you want.}
.Assess3
{Have each group prepare a presentation of what they found in the organization's culture as it relates to their Temperament.}
.Feedback1
{Have the Temperament alike groups report their findings.}
.Feedback2
{Reconfigure the groups so they are mixed and are represented by each Temperament, if possible.  If the group is small, have them work together as one group.  Have the group or groups discuss the following questions:}
.Feedback21
{For each Temperament, where do you find it under-represented, over-represented, or misrepresented in the organization's culture?}
.Feedback22
{How does the way that each Temperament is represented help or hinder our ability to effectively manage the work we need to accomplish?}
.Feedback23
{What specific changes (policy modification, format for meetings, work processes, etc.) to the organization's culture would you suggest based on your learnings?}
.Feedback3
{Have the large group discuss the proposed suggestions and negotiate any changes.}
.Feedback4
{Where agreements are reached, attempt to implement these through official organizational channels.}
