The 4 types of organizational culture popularized by Charles Handy are the following:
1. Culture of power
2. Function culture
3. Task culture
4. Supportive Person / Culture
In case you envision a spider in the center of a web, which is a better way to see how the lifestyle of power is conveyed in an organization with the most important spider sitting in the center, the key element of The entire organization resides at the center, around ever-widening circles of people and departments with varying degrees of influence. The closer you are to the spider, the more impact you will have. They are going to tend to attract people who are energy oriented and politically minded, who take risks and do not value security highly. Material handling will be the main power base in this particular lifestyle, with various individual energy components at the center.
Size is a concern for cultures of power. They think that it is difficult to relate too many activities and also to maintain control; they tend to be successful when they produce entirely new organizations with a great deal of freedom, although they generally maintain key economic control.
This particular type of culture relies heavily on people rather than committees. They could be aggressive and tough and the successes of their own could be accompanied by high turnover and low morale as people fail and switch to the competitive environment.
The culture of the paper could be illustrated as a construction supported by beams and columns: each beam and column has a certain function to actively carry out the maintenance of the construction; people are role occupiers, although work continues even when the person leaves.
The place will be the main supply of energy in the culture of the role. All are selected to fulfill roles satisfactorily; private force is frowned upon and specialized power is accepted only where it belongs. Procedures and guidelines have become the main forms of influence. Alternatively, the role culture has difficulty adapting to change; In general, it is slow to perceive the demand and also to react appropriately. Such an organization is exactly where economies of scale are definitely most critical compared to freedom or maybe just where specialized expertise and also level of specialization tend to be most important compared to product development or perhaps cost. of the system, for example, in most public service organizations. .
Homework culture is a way of life or project-oriented, and the framework that accompanies it could best be represented as a web. Several of the hair strands in the web are stronger or thicker compared to others, and much of the energy and impact is found in the interstices of the web, at the knots. Task cultures are often tied to organizations adopting matrix or perhaps project-based structural designs.
The command in these companies can be complicated. The control that is essential is retained by senior supervisors, who focus on assigning tasks, resources, and people, but exert minimal daily control over treatment techniques or perhaps methods, without violating lifestyle norms. This is effective in favorable situations, as well as when there are resources available to people who could justify their use. However, when sources are not available, senior managers begin to really feel the desire to control strategies as well as results, and team executives can begin to compete for resources, using political influence. Morale in work groups is likely to decline and also the task becomes much less enjoyable in itself, so workers begin to reveal their own goals. This requires the arrival of procedures and rules, the use of the place or perhaps the control of materials by the supervisors to buy the finished work. Therefore, the work lifestyle tends to shift to a job or perhaps a culture of ability when resources are constrained and when the entire organization is not successful.
Personal / cultural support
Personal culture is a rare way of life. It is not present in several organizations, although many people defend several of its values. This particular type of culture is illustrated by a loose cluster or perhaps a constellation of stars. In this particular culture, anyone can be the focal point; In case there is an organization or structure, it exists and then it surrenders and also helps the people within it, to promote their personal passions without a primary objective.
Obviously, not many organizations can be present in this type of culture and create it, because organizations generally have some kind of business objective above the private objectives of the people who understood them. Furthermore, control systems, as well as management hierarchies, are unlikely in these countries except by mutual consent. Although the organization rarely has the ability to evict a person, a person can be part of the organization. Influence is discussed and also power base, if necessary, usually expert; that is, people do what they are excellent at and are listened to for their expertise.
Although it will be unusual to find an organization in which the culture of the person predominated, you will usually find people whose individual tastes are for this particular type of culture, but who find that they work in even more orthodox companies. Organizational specialists such as IT specialists in a business organization, consultants in a clinic, architects in local government, and college instructors benefit from the potential of their professions. people who are are not easy to handle. Being experts, alternative work is usually very easy to achieve, and they may also not admit that everyone is in a position to develop the power of experts to a greater extent than their own. Position power that is not backed by resource power means absolutely nothing to people who are, and coercive power is often not accessible. They may no longer be affected by group norms or perhaps interactions with co-workers, which are expected to moderate the personal preferences of their own. This leaves only individual power, and people who are generally unimpressed by personality.