The Organizational Perception Indicator, or OPI, is an MDI-proprietary instrument that puts the leadership of an organization in closer touch with how members of the organization see things.
Unlike personality tests and most attitudinal instruments, the OPI focuses on persons' views of the organization, not of themselves.
The OPI is concernedwith perception. Rooted in Jungian psychology, its rationale recognizes that the perceptions people have strongly influence how well they function.
As part of a diagnostic-prescriptive process, the OPI has been designed as an indicator, a useful barometer of how members perceive key facets of organizational health.
How is the OPI Different from Various Attitudinal Scales?
How Does the OPI Build on Organizational Strengths?
The OPI includes nine research-based factors
that contribute to organizational health
and effectiveness
Goals
Members function better when they feel they
know where the organization is going.
Roles
If responsibilities are perceived as clear, jobs
get done more effectively.
Leadership
If leadership is perceived as strong and
supportive, members of the organization
respond with greater commitment.
Effective Action
Members' perceptions of how well the
organization is functioning are valuable
evaluative data.
Consonance
Strengths are put to good use when the
organization is perceived to be acting on
its proclaimed values and policies
To Find Previous Users of the OPI, Click Here
ACT
DECIDE
EVALUATE
DEFINE TASK
ASSIGN TASK
GET COMMITMENT
TRACK PERFORMANCE
Proponence
An organization that takes initiative inspires
its members and workers.
Energy
Vitality flows from
effectively directing the
power within the
organization.
Delegation
Effective delegation
equals optimum use
of resources.
Doubt
A realistic, manageable level of doubt is a sign of
