Do you know which type of organizational culture your company is inserted in?
This answer includes an understanding of the characteristics of the organizational culture and helps to understand how is the relationship between leadership and employees. It also guides the practices of all professionals so that they move towards a common goal.
However, the types of organizational culture also interfere with other aspects of the business, such as;
For this reason, it is essential to pay attention to this criterion, to know the types of organizational culture and to know how to define it with precision, because, in this way, you will be able to obtain the maximum benefits with this practice.
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In this post, you will learn about the 4 types of organizational culture, see the importance of having a culture in the company and learn how to make a mapping for your business. Come on?
What does organizational culture represent and what is its importance?
Organizations are made up of people and they are the ones who help to consolidate the corporate culture. Regardless of the types of organizational culture, it is responsible for presenting:
- ethical and moral values;
- company behaviors and policies.
This aspect also contributes to achieving success, customer satisfaction and better results, including financial resources.
Because of these characteristics, the organizational culture impacts all employees and becomes a driver for their behavior.
It does not depend on being formally instituted, but when it does not, the company may have losses or fail to take advantage existing opportunities.
Through organizational culture, employees also feel part of the business and valued, which increases engagement.
On this subject, read the article; “How to engage employees: 10 actions to apply NOW!”.
The influence of leadership positions in relation to employee behavior is positive.
Thus, it is evident that an efficient organizational culture offers increased productivity and objectivity, in addition to ensuring that everyone’s work is more synergistic and aligned.
In short, all sectors depend on the good definition of this criterion, because it helps to define the most appropriate profiles for each function and determines how customers, suppliers and other stakeholders will be served.
The result is easier to achieve success, as well as the guarantee that everyone acts homogeneously in different situations.
The 4 types of organizational culture
The expression “organizational culture” emerged in the middle of the twentieth century. From the definition of Charles Handy, writer and philosopher specialized in corporate behavior, it was delimited that there are 4 categories, presented below.
Then, what types of organizational culture?
1. Culture of power
Companies that act according to this bias focus their leadership on just one person, who is usually the entrepreneur himself or a manager.
The focus is on results and, therefore, it is common to have competition among professionals.
It is a type of organizational culture more frequent in small companies due to the centralized power. The disadvantage is the high possibility of internal conflicts, which can limit the growth of the business.
Employees may also have difficulties in developing skills and competences, especially as there are barriers to the implementation of innovative attitudes, whether in:
- Law Suit;
Leadership tends to be charismatic, patriarchal and impulsive.
There is an attempt at inspiration, but rewards are provided according to the level of interaction with the leader.
In this case, each one thinks of himself and the collective is not always considered. Therefore, it is normal for there to be an absence of ethical principles and professionalism.
The company may even grow, but it tends to be momentary, as the existing conflicts prevent the achievement of success.
2. Role culture
The main thing here is the employee performance. The processes are well structured and must be followed. However, they are plastered, not very flexible and there is no space to suggest new ideas and improve activities.
The consequence of this type of organizational culture, tends to be the slowness in carrying out the work.
Professionals are usually accommodated and give little importance to possible growth in the organizational hierarchy.
This situation leads to the lack of interaction and internal communication, between professionals and sectors, which poses problems for the quick solution of unforeseen events.
Leadership offers little space for employees to suggest new ideas. An example of this type of organizational culture is the case of many large enterprises, which choose this model to bring clarity to workflows, in order to avoid work accidents and errors.
Read too: Difference between boss and leader: what profile do you want to have?
3. Task culture
The goal is to have specific professionals to carry out some activities to add knowledge.
Employees are focused on problem solving and are able to deal with different types of situations.
Among the characteristics of the organizational culture is a very flexible company, with the pace of the corporation dependent on events.
Professionals have more freedom and tend to feel motivated at work. Therefore, there is more satisfaction in daily activities.
Creativity is highly valued, even more than the rules, which may disappear depending on the case. After all, the results are important.
4. People’s culture
What represents the organizational culture of people, are, mainly, the collaborators. They are highly valued, because they are the key point of this culture.
Among the types of organizational culture, this has a greater integration between the teams. With talent management, employees have the possibility to grow professionally.
Professionals usually suggest ideas and can count on a good career path.
Among the characteristics of the organizational culture, managers act in favor of retaining talent and seek to train leaders to continue their legacy.
The necessary care is with the possible forgetfulness of other important aspects, such as infrastructure and the relationship with partners.
This type of organizational culture is very common in new companies, especially startups. There is little hierarchy and the work is more self-managed.
Read too: What is the role and the difference in climate and organizational culture
How to identify the organizational culture of a company?
The previous description, with the presentation of the types of organizational culture, should have provided an idea of which level your company fits.
However, to be sure, it is necessary to carry out a specific study that allows identifying which of the examples of types of organizational culture your business fits into. Here’s what to do next.
Define mission, vision and values
The organizational culture is bounded by these 3 aspects.
The mission represents the reason the existence of the business.
The vision, where do you want to go in a certain time interval.
Values define the characteristics that guide work relationships.
This tripod is the one that offers the necessary support to the business and allows it to position itself strategically before the market. Therefore, employees and customers must be informed of these aspects so that everyone has a compatible and aligned behavior, with the characteristics of the organizational culture of the business.
The purposes to be achieved in short and long deadlines help to define the types of organizational culture, because they present the employees’ adherence to the values outlined.
Identify how internal processes are carried out, how professionals react to changes and what they do to achieve goals.
Likewise, assess whether the objectives set out are consistent with what your company’s organizational culture represents.
Otherwise, you need to revise them.
Discover the different layers of organizational culture
The organizational culture can have several layers. There are generally three levels:
- artifacts: are the perceptible factors, such as how to dress, speak and greet the professionals. Through this aspect, it is possible to see if the internal environment is more innovative or hierarchical, for example;
- norms and values: are the principles that guide the work, but they are not written. They are passed on over time;
- basic assumptions: are the deep beliefs that impact the activities, although they are not always perceived.
To identify the characteristics of the organizational culture, the ideal is to make a survey of the levels presented above. In this way, it is possible to have a systemic and broad point of view.
Do internal searches
This activity must integrate the strategic mapping of the organizational culture.
It can be employed through investment in performance appraisals, which will help to verify the alignment and the existing gaps between established goals and professional skills.
The surveys will also allow you to know if the environment is competitive and what is the engagement of employees and the focus on tasks. In this way, it is easy to know if the culture has high adhesion.
Take the opportunity to find out why the professionals perform their duties. If you notice that the environment is surrounded by uncertainties and conflicts, review the culture itself to avoid problems.
Thus, the types of organizational culture highlight the company’s internal scenario. It can be changed, but it depends on HR strategy and efforts. Therefore, the ideal is to use a management platform, such as that of HR Consultant UK, which will reduce the time of activities and bring efficiency to its execution.
The result is the conformity of practices and the possibility of acting strategically aiming at the development of professionals and the improvement of results. Did you like it? Subscribe to our newsletter and get access to other relevant content.