The purpose of this article was to construct organizational culture profiles using the average “Now” and “Preferred” scores from the Organizational Cultural Assessment Instrument (OCAI) to obtain a pictogram of how the current culture for the Medicaid Integrity Group (MIG) matches the preferred culture. Organizational culture is not just thoughts, values, and actions, but rather unifying patterns that are shared, learned, combined at the group level, and internalized by individual members. The OCAI findings provide a clear picture of the MIG operational culture in terms of behaviors that are believed, expected or implicitly required and indicate elements that could be modified to change the organization's current classification of a hierarchical culture to a clan culture. . Conversely, the hierarchy focuses on rules, policies, procedures, efficiency and control, as opposed to the clan which emphasizes family, loyalty, commitment, cohesion and morale. Organizational Culture Profiles In many organizations, it is generally found that company culture affects everyone. . Culture is important because it can influence human behavior, it can be difficult to change, and it is almost invisible, making it difficult to address directly. The current and preferred MIG culture presented in the OCAI in Appendix A focuses on certain core attributes of the organization. The OCAI is a key element in helping the MIG understand and conceptualize its organizational culture, its nature, determinants and predictions, and the relationships between the various sets of culture variables. Organizational culture is widely considered one of the most important factors in bringing about organizational change...... middle of paper ......a pictogram of how the current MIG culture fits into the culture preferred. Firstly, from the point of view of the current culture of the organization and, secondly, from the point of view of the culture of the organization. The current culture of the MIG indicates that they experience a hierarchical culture, but would like to start working more in a clan culture. The organization's profile indicates a large difference between the current situation and the desired situation, which means that changes are desirable. Organizational culture is just one of many pieces that make up the puzzle of public sector organizations. As such, it should not be considered the answer to all organizational problems, nor should it be applied to all organizational aspects. Organizational culture profiles can be a starting point for solving problems, but also a way to create problem solutions..