A List of the Types of Organizational Culture We All See at Work


Types of Organizational Culture

By organization culture, we mean, the strategies and attitudes deemed constant, and prevalent throughout the workforce hierarchy. Different organizations follow different work cultures in their workplace, and culture is what makes a workplace an organization. Here are the various organizational cultures that define even the minutiae of an aspect in the organization.

A number of us are aware as to how an organization functions; however, little do we know about a specific culture principled by the organization. Now, culture, as a term has a dynamic entity; however, it is not a recondite concept. Equanimity, and ethics prevail where a particular culture is followed in an organization. Like varied personalities, there are various types of organizational cultures that function by adhering to a stipulated method of working, best-suited to their core business.
Cultures That Govern the Organization
The diverse organizational cultures that mold the structure of a business acumen are as follows:

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Normative Culture
In a normative organization, the organization stresses on implementing the organizational procedures in the correct manner, and according to the norms and rules defined. This kind of culture is perceived to portray a high standard of business ethics.

Pragmatic Culture
In contrast to normative cultures, stress is laid on satisfying the wish of their clients. In this type of organizational structure, the client is virtually deified. The prime concern of every employee is to cater to the needs of the client, attain, and retain the business they may invite through the clients.

Academy Culture
In this kind of culture, employees are highly skilled, and the organization provides an environment for the development, and honing of employee skills. Examples of this kind of culture are hospitals, universities, and large corporations. Employees tend to stay with the organization, and grow with(in) it.

Collaborate Work Culture
Often referred to as clan culture, an organization that adopts a collaborate culture offers a congenial and amiable environment to work in. The feeling one derives while working in this type of organization is that of comfort and coercive motivation. This organization consists of superiors who provide more of guidance, and less of governance. The organization is based on worker-welfare, where you have the employees’ interest in the foreground with his skills valued, and performances handsomely rewarded. Insinuating and developing teamwork is the most vital element of the organization.

Adhocracy Work Culture
It is a type of organization that is altered to provide an environment to accrue one’s creative acumen. Ideas are encouraged, and out-of-the-box thinking is an appendage-cum-motto. Dynamism is defined best when the workforce has the free will to conceive an out-of-the-ordinary idea; the development of which, may lead to success; inadvertently, to higher levels of morale, and monetary incentives.

Baseball Team Culture
In this kind of culture, the employees are ‘free agents’, and are highly prized. These employees find employment easily in any organization, and are highly in demand. There is, however, a considerable amount of risk attached to this culture, as it is very fast-paced. Examples of this kind of culture are advertising, and investment banking, to name a few.

Club Culture
Usually, the employees stay with the organization for a long time, and get promoted to a senior post, or level. These employees are hand-picked, and it is imperative that they possess the specific skills required and desired, by the organization. Examples of this kind of organization are law firms, the military, etc.

Fortress Culture
Employees are not sure if the will be laid off or not by the organization. Very often, this organization undergoes massive changes. Few examples of this type of culture are loans and savings, large car companies, etc.

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Macho Culture
The most important aspect of this kind of culture is big rewards, and quick feedback. This kind of culture is mostly associated with quick financial activities; like, brokerage, and currency trading. It can also be related to activities, like, a sports team, a police team, or branding of an athlete. This kind of culture is does not eschew high levels of stress; instead they are known to reach the apotheosis of efficiency. The employees are expected to possess a strong mentality for survival in the organization.

Work Hard/Play Hard Culture
This type of organization does not involve much risk, as the organizations, already, consist of a firm base coupled with a strong client relationship. This kind of culture is predominantly opted by the large-scaled organizations that have gained their customers’ trust and support; subsequently rolling out a steadfast customer help service. The organization, with this kind of culture, is equipped with specialized jargon, and is qualified with multiple-team meetings.

Bet Your Company Culture
In this kind of culture, the company makes big, and important decisions over high stake endeavors. It takes time to see the consequence of these decisions. Companies that postulate experimental projects, and researches as their core business proposition, adopt this kind of culture; for instance, a company designing experimental military weapons may implement the said type of culture.

Process Culture
This type of culture does not include the process of feedback. In this kind of culture, the organization is extremely cautious about the adherence to laws, and prefers to abide by them. This culture bestows consistency upon the organization, predominantly meant for public services.

One of the most difficult tasks to undertake in an organization, is to change its work culture. A change in the organizational culture requires an organization to make amendments to its policies, workplace ethics, and management system. It needs to start right from its base functions; including, support functions, operations, and the production floor, which finally affects the overall output of the organization. It requires a complete overhaul of the entire system, and not many organizations prefer it as the process is a long, and tedious one, which requires patience, and endurance. However, when an organization succeeds in making a change on such a massive level, the results are almost always positive, and fruitful. The different types of organizational cultures aforementioned, surely, must have helped you to understand them. You can also adopt one of them for your own organization; however, persistence, and patience, ultimately, is the essence.

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