Types of organization culture

The Four Types of Organization Culture

There are four types of organizational culture: Clan, Adhocracy, Market, and Hierarchy. Clan cultures are focused on family-like relationships and teamwork. Adhocracy cultures are focused on creativity and innovation. Market cultures are focused on competition and winning. Hierarchy cultures are focused on order and control.


An autocratic culture centralized power within the organization. In this type of culture, employees are expected to follow orders from their superiors without question. This type of organization is typically more efficient due to the clear chain of command, but it can also be inflexible and leave employees feeling disenfranchised.


At the one extreme is the custodial culture, in which the organisation attempts to meet employees’ basic needs and to create a climate of passive contentment. The emphasis is on security, and little is expected from employees beyond a willingness to conform. Promotions tend to be slow and incremental, and rewards are closely linked to time served.

In such cultures, there is little attempt to develop employee potential or commitment beyond what is necessary to meet minimum acceptable levels of performance. Leadership is autocratic, based on power derived from the formal authority vested in managerial positions. Management–employee relations are seen as adversarial, with conflict being seen as an inevitable by-product of the employer–employee relationship.


A supportive organization culture values employee ideas and suggestions and act on them. In a supportive culture, employees feel like they’re being listened to and that their suggestions are valued. This type of culture is often found in small organizations where everyone knows each other.


Collegiality describes an environment where relationships between employees are based on trust and mutual respect. It is common in professional organizations such as law firms, medical practices, and accounting firms. In a collegial organization, employees are encouraged to cooperate and collaborate with each other to achieve the organization’s goals. This type of culture can lead to higher levels of employee satisfaction and engagement because employees feel valued and appreciated.

The Pros and Cons of Each Type of Culture

The key to a successful organization is its culture. The culture of an organization can be either positive or negative, and it is important to be aware of the pros and cons of each type of culture. This section will cover the four main types of organizational culture: positive, negative, functional, and dysfunctional.


An autocratic leadership style is one in which the leader has complete and total control over his or her subordinates. This type of leader makes all decisions without input or guidance from others. The leader dictatingicand authoritativ interactions between the leader and followers. Felt single celled organisms to large businesses organizations can use this type of leadership. It often is seen as the most efficient way to get things done quickly in fast-paced or high-stress environments.


Custodial cultures are those in which employees feel that management is responsible for their well-being and success. This can be a positive or negative depending on the company and how it is managed. On the plus side, custodial cultures can lead to employees feeling secure and valued, which can lead to increased loyalty and motivation. On the downside, if employees feel that they are being micromanaged or that their careers are not progressing, they may become disengaged and unhappy.


A supportive culture is one that upholds an organization’s values, encourages employees to do their best work and provides the resources they need to be successful. In a supportive culture, employees feel like they are part of a team and are motivated to achieve collective success.

The biggest advantage of a supportive culture is that it can lead to higher levels of employee engagement and satisfaction. Employee engagement is critical to an organization’s success because engaged employees are more productive, have lower rates of absenteeism and turnover, and are more likely to be satisfied with their jobs. A supportive culture can also lead to increased innovation and creativity as employees feel empowered to experiment and take risks.

There are some potential disadvantages of a supportive culture as well. For example, a culture that is too focused on supporting employees may become overly permissive and allow them to become lax in their work habits. Additionally, a supportive culture may inadvertently foster a sense of entitlement among employees, leading them to expect special treatment or extra rewards for their efforts.


A collegial culture is one in which decision-making is decentralized and employees are encouraged to be proactive and innovative. This type of culture can lead to a high level of creativity and collaboration, as well as a strong sense of employee ownership and responsibility. Collegial cultures are often found in small businesses or start-ups, where there is a close-knit team feeling and everyone is working towards a common goal.

There are some potential downsides to collegial cultures, however. Without clear guidelines or rules, it can be easy for employees to become overwhelmed or confused about their roles and responsibilities. Additionally, decision-making may be delayed as employees consult with colleagues or wait for consensus.

How to Change Your Organization’s Culture

Culture change is a process that can take years, and it starts with you. You have the power to model the behavior you want to see in your organization. Set the tone by exhibiting the behavior you want to see from your team. If you want a culture of collaboration, lead by example and collaborate with your team. If you want a culture of innovation, challenge your team to come up with new ideas. Be the change you want to see in your organization.

Assess your current culture

To begin the process of culture change, it is helpful to assess your current organization culture. This will give you a baseline from which to measure the success of your cultural transformation. There are many ways to assess organizational culture, but some common methods include employee surveys, focus groups, and interviews.

Once you have a good understanding of your current culture, you can begin to develop a plan for change. Organizations often use one or more of the following strategies to change their culture:

-Developing new values and behaviors: This strategy involves articulating the desired values and behaviors that you want to see in your organization. This can be done through communications campaigns, training programs, or other initiatives.
-Hiring and promoting employees who align with the desired culture: This strategy involves altering your hiring and promotion practices to ensure that only employees who fit with the desired culture are brought into the organization.
-Encouraging Employee Engagement: This strategy focuses on engaging employees in the cultural transformation process. This can be done through employee surveys, focus groups, or other initiatives.
-Rewarding employees who exemplify the desired culture: This strategy provides financial or other rewards to employees who live the desired values and behaviors.
-Leadership development: This strategy focuses on developing leaders who can role model the desired values and behaviors.

Define the culture you want

To create the culture you want, you must first define it. What values do you want to promote? What kind of environment do you want to create? What kind of people do you want to attract? Once you have a clear picture of the culture you want, you can start making changes toreflect that culture.

Some changes will be small, like switching out motivational posters for artwork that reflects your company’s values. Others will be larger, like implementing new policies or restructing the way your company operates. But no matter how big or small the changes are, they should all be aligned with the culture you’re trying to create.

Create a plan to change your culture

To change your organization’s culture, you’ll need to have a plan. You can’t just decide to make a change and expect it to happen overnight – it takes time, effort, and planning.

There are a few different ways to change your culture, but the most important thing is to be clear about what you want to achieve. Do you want to be more innovative? More customer-focused? More efficient? Once you know what you want, you can start to put together a plan of action.

One way to change your culture is to start with your values. If you want to be more customer-focused, for example, you could start by making sure that your values reflect that. Make sure that your mission statement and goals are aligned with being customer-centric, and make sure that everyone in the organization knows about these changes.

You can also change your culture by changing your policies and procedures. If you want to be more innovative, for example, you could start by Encourage employees to come up with new ideas and giving them the freedom to experiment. You could also create a process for new ideas to be evaluated and implemented.

Finally, you can also change your culture by changing the way that you communicate with employees and customers. If you want to be more customer-focused, for example, you could make sure that all communications are focused on the customer’s needs. You could also make sure that customer feedback is always taken into account when making decisions.

Making a change to your organization’s culture is not easy, but it is possible. With a clear plan and the right tools, you can make the changes that you need to create the culture that you want.

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