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due to the high-level of bureaucracy that exists at Optio Software.

Another area in need of cultural change at Optio is dependency. As I mentioned above, Optio does not allow its managers to make enough decisions. A director of I/T should not be making decisions that should be made by a Support team manager. This will prevent a manager from having respect and confidence from his/her employees. It's difficult for someone's employees to genuinely respect them, if that manager has no decision making power.

Finally, power is another culture gap that needs to be changed. According to the OCI results, 'Power is descriptive of nonparticipative organizations structured on the basis of the authority inherent in members' positions. Members believe they will be rewarded for taking charge, controlling subordinates and, at the same time, being responsive to the demands of superiors.' At Optio software, executive management leads their employee with the assumption that they will be rewarded by taking charge, controlling subordinates and being responsive to the demands of superiors. Unfortunately, during the process of controlling subordinates, it is not uncommon to be disrespected by a manager. It is also not uncommon to hear the use of profanity to emphasize a point. Executive management tends to lead employees by fear, more so than respect. This is an area than could use a cultural adjustment

There are various benefits that can be achieved by invoking cultural change at Optio Software. Namely, some of the main issues at Optio are high employee turnover and lack of genuine corporate culture that positively motivates employees to want to work at Optio. Making adjustments to the areas that have the largest cultural gaps will have a positive impact on the culture at Optio software. By changing the perception of Approval at Optio, employees will be motivated to be themselves, while working at Optio. In other words, they will not be negatively viewed or help back for not fitting into a particular 'mold.' This will show employees that Optio is more concerned with work performance than image, which will increase employee motivation to be apart of the Optio Culture.

Also, by allowing managers to invoke decision-making power, will not only allow managers to gain respect from employees, it will distinctly outline the organizational chart to be used on a regular basis. This will allow directors to focus on issues pertaining to director and so forth. The company will be much more efficient if decision-making is more spread out throughout the company.

Finally, executive management should set the precedence on how Optio should lead its employees. If it is acceptable for a VP to use profanity towards an employee or to yell and scream; why would it be unacceptable for a Support manager to do the same? Management in general should treat employees the way that they would like to be treated. More importantly, Optio should outline acceptable and unacceptable management practices. This will result in mutual respect between employee and management which will help to improve Optio's Corporate Culture.

During this assignment, I learned how to take a particular corporate culture and place a quantitative value on it. By reviewing the corporate culture at Optio Software, I learned that Optio's corporate culture is very passive and defensive. More specifica