Power cultures
- Dominant individual group holding decision making power.
- Usually flat, with a wide span of control.
- Formal job titles are less regarded since real power lies with few.
- Decision making is quick.
Role culture
- Exists in structured organisations.
- Jobs are clearly stated in formal job descriptions.
- Clear accountability.
- Focus is on getting work done.
- No single source of power.
- Individuals are empowered and have direction.
- When staff in similar culture form groups to share knowledge and skills.
- Found in larger organisations with various branches.
Frequently Asked Questions: Types of Organisational Culture
What are the different types of organisational culture?
Organisational culture can be categorized in various ways, but commonly discussed types often focus on the primary source of power, control, or focus within the organisation. A widely cited model is Charles Handy's classification, which identifies four main types.
What are the four key types of organisational culture (Handy's Model)?
Charles Handy proposed four types, often visualized with symbols:
- Power Culture (Web): Power is centralized, often with a strong leader. Decisions are quick, but success depends heavily on the central figure.
- Role Culture (Temple/Pyramid): Based on rules, procedures, and job descriptions. Power comes from position or role. Characterized by bureaucracy and stability.
- Task Culture (Net): Focused on getting the job done. Teams are formed for specific projects, and expertise/contribution is valued over position. Flexible and adaptable.
- Person Culture (Cluster): Individuals are central, and the organisation exists to serve their needs or expertise (e.g., a group of consultants or artists). Little formal structure or hierarchy.
Explain the different types of organisational culture briefly.
- Power: Centralized power, relies on key individuals. Fast decisions.
- Role: Structured and hierarchical, based on roles and rules. Stable and predictable.
- Task: Project-oriented, focus on results, teams are key. Flexible and adaptable.
- Person: Individual-focused, organisation serves the members. Minimal hierarchy.
Are there other models or types of organisational culture?
Yes, various researchers and consultants have proposed other models, often categorizing cultures based on different dimensions like adaptability, involvement, consistency, and mission (e.g., the Denison Model) or focusing on external vs. internal focus and stability vs. flexibility (e.g., the Competing Values Framework). However, Handy's four types provide a fundamental starting point.
What is a Task Culture type of organisation?
A Task Culture, according to Handy's model, is focused on achieving specific tasks or projects. Authority is often based on expertise relevant to the task, and teams are commonly used. It's characterized by flexibility, teamwork, and a results-orientation rather than strict hierarchy or rules.
