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St. Cloud State University

St. Cloud State University

Cultural Audit: Final Report Nichols and Associates, Inc.
Washington, D.C.
October 2002

Introduction

Nichols and Associates, Inc., a behavioral science firm, specializing in the areas of cultural diversity and organizational development was recruited and contracted by SCSU, St. Cloud, MN, to conduct a cultural audit or cultural assessment. Phase I included qualitative data collection including conducting focus groups and individual interviews. Phase II included survey development, administration, analysis, and compilation of the final report.

A cultural audit is a survey of the university employees that identifies the organization's values, beliefs, perceptions and behaviors. It defines what issues the university considers important. If a strategic plan defines where the university wants to go, organizational culture determines the methods and avenues used to get there. Every university has a culture simply because it is made up of people. Unfortunately, few administrators are aware of the culture, thus its evolution is an unplanned process. A cultural audit establishes a baseline of information concerning the beliefs, values, and perceptions employees have about the university, its policies, and their leaders. Cultural audits are critical elements when developing a strategic plan, a quality initiative or a diversity plan.

Moreover, a cultural audit (or organizational assessment) is an assessment of the work climate of the university providing a current "snapshot" of the environment. The sociological and psychological literature define organizational climate as a set of measurable properties of the work environment, perceived directly or indirectly by people who live and work in this environment and assumed to influence their motivation and behavior1. Traditionally, organizational cultural assessment aims to capture a snapshot of an organization at one point in time. The literature also suggests that organizational climate is comprised of multi-dimensions such as structure, responsibility, reward, risk, warmth, support, standards, conflict, identity, and other factors.

The purposes of the audit are to describe the overall working environment and identify the unwritten "norms" and rules governing employee interactions and workplace practices. It determines possible barriers to effective work practices and communication, and it makes recommendations to address identified problems. Racial, gender, and organization position issues are also examined. The findings presented in an audit report reflect the perceptions and experiences of SCSU administrators, faculty, staff and students. Facilitated group discussions (i.e., focus groups) build on the results of the audit to develop possible strategies for problem resolution. The objectives of an audit are to:

  • Determine an organization's "climate"
  • Establish how the current status of the organization aligns with its vision
  • Provide a planning tool
  • Provide a baseline for future comparative surveys

The question may be asked, "Why conduct an audit?" In response, the ultimate goals in conducting a cultural audit are to identify barriers--both real and perceived--to achieving career success at SCSU and then to break down identified barriers. There were five specific objectives:

  • To understand the attitudes of SCSU.
  • To identify and remove barriers to individual success in SCSU.
  • To help all members of SCSU reach their full potential.
  • To establish benchmarks and baseline measures for future surveys.
  • To measure SCSU's progress in meeting three basic management goals:
    • Goal 1: Provide leadership and a working environment that enable all our people to reach their full potential.
    • Goal 2: Place diversity in SCSU at center stage.
    • Goal 3: Establish a continuous learning environment to adapt to change strategically.

The focus of this audit was to examine the perceptions of SCSU staff and students on domains of student experiences, racial, ethnic and gender climate, communications, job satisfaction, diversity and equal opportunity perceptions, workplace experiences, cultural values, and interpersonal relationships.

Background:

Nichols and Associates, Inc. used the medical model in its approach to organizational assessment. The first step before treatment involves a diagnosis of the problem. The cultural audit is the diagnostic tool used by Nichols and Associates, Inc. to assess the organizational structure, climate, function and processes.

The cultural audit consists of the following methodological steps: (a) Focus Groups and Individual Interviews, (b) Instrument Development, (c) Pilot testing of the Survey Instrument, (d) Administration of the Survey Instrument, (e) Data Analysis and (f) Final Report compilation including recommendations.

1 Davis, K. & Newstrom, J. (1985). Human behavior at work: Organizational behavior. New York: McGraw-Hill

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