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    4 Types of Organizational Culture

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    Marlon Ventulan
    There are four main types of organizational culture: clan culture which is family-like and focuses on mentoring; adhocracy culture which is entrepreneurial and focuses on innovation; market culture which is results-oriented and focuses on competition; and hierarchy culture which is structured and focuses on efficiency. An organization's culture can promote or inhibit certain behaviors, and different cultures are better suited for rapid or slow change. The best culture for an organization depends on its direction and strategy for addressing its own issues.

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    4 Types of Organizational Culture

    Uploaded by

    Marlon Ventulan
    777 views2 pages
    There are four main types of organizational culture: clan culture which is family-like and focuses on mentoring; adhocracy culture which is entrepreneurial and focuses on innovation; market culture which is results-oriented and focuses on competition; and hierarchy culture which is structured and focuses on efficiency. An organization's culture can promote or inhibit certain behaviors, and different cultures are better suited for rapid or slow change. The best culture for an organization depends on its direction and strategy for addressing its own issues.

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    Types of Organizational Culture

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    There are four main types of organizational culture: clan culture which is family-like and focuses on mentoring; adhocracy culture which is entrepreneurial and focuses on innovation; market culture which is results-oriented and focuses on competition; and hierarchy culture which is structured and focuses on efficiency. An organization's culture can promote or inhibit certain behaviors, and different cultures are better suited for rapid or slow change. The best culture for an organization depends on its direction and strategy for addressing its own issues.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    777 views2 pages

    4 Types of Organizational Culture

    Uploaded by

    Marlon Ventulan
    There are four main types of organizational culture: clan culture which is family-like and focuses on mentoring; adhocracy culture which is entrepreneurial and focuses on innovation; market culture which is results-oriented and focuses on competition; and hierarchy culture which is structured and focuses on efficiency. An organization's culture can promote or inhibit certain behaviors, and different cultures are better suited for rapid or slow change. The best culture for an organization depends on its direction and strategy for addressing its own issues.

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    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
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    4 Types of Organizational Culture

    BY THE TIPSTER MAY 14, 2013 0 COMMENTS AND 0 REACTIONS SHARE

    The Tipster brings you big ideas in small bites.

    Our weekly feature, The Tipster, brings you easy-to-digest tips on topics that matter to your innovative work.

    This Week: What are 4 types of organizational culture?


    According to Robert E. Quinn and Kim S. Cameron at the University of Michigan at Ann Arbor, there are four types of organizational culture: Clan, Adhocracy, Market, and Hierarchy.

    Classified - Internal use

    Clan oriented cultures are family-like, with a focus on mentoring, nurturing, and doing things together. Adhocracy oriented cultures are dynamic and entrepreneurial, with a focus on risk-taking, innovation, and doing things first. Market oriented cultures are results oriented, with a focus on competition, achievement, and getting the job done. Hierarchy oriented cultures are structured and controlled, with a focus on efficiency, stability and doing things right. Theres no correct organizational culture for an arts organization. All cultures promote some forms of behavior, and inhibit others. Some are well suited to rapid and repeated change, others to slow incremental development of the institution.

    For example, Quinn and Cameron associate the lower two cultures (Hierarchy and Market) with a principal focus on stability and the upper two (Clan and Adhocracy) with flexibility and adaptability. A Hierarchy culture based on control will lead mainly to incremental change, while a focus on Adhocracy will more typically lead to breakthrough change.

    The right culture will be one that closely fits the direction and strategy of a particular organization as it confronts its own issues and the challenges of a particular time.

    What culture do you want for your organization and how might you move towards it in the future?

    Classified - Internal use

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