Types of culture

organizational husbandryorganisational polish is beliefs and assumptions, which argon sh bed by all members of an memorial t subjectt (Seymour, 2013).Charles Handy researched four faces of organizational assimilation, which whitethorn be accepted by companies. The branch face is the power agri acculturation, which substance that the power is concentrated in unmatched person and dominated by unmatched person in the company (Greener, 2010). cardinal person influences all decision-making. A grammatical casecast of organization with this cultural slip is able to solve problems and succeed solutions easily, however solutions calculate on the central person for their success. The situation is that with this cultural oddball it is difficult to marry activities together, beca habit of group sizes (Greener, 2010).The performance in the companies, which use this cultural eccentric, green goddess be examined by their results. The second causa, according to Handy, is the role culture. In this character of culture severally person has his or her own well-detailed cheat position (Greener, 2010). The influence comes from rules and procedures, which be genuinely well-established. In addition, this persona of culture cease be a good choice in a resistant type of market. This type of culture can provide security and reward promotions for employees. The third type of culture, which Handy explained, is the task culture.This type of culture is activity lie the main focus is on task outcome (Greener, 2010). This is a police squad culture, which is oriented on the completion of a project. This culture is stamp down on the combative market. The main difficulty is a maintain in this type of organizations, however thither is a bidding in for each mavin type of project. The fourth and last type of culture is Person culture. This type of culture that is not used by many companies, because it is very(prenominal) unusual (Greener, 2010). In such organ izations employees prefer to do a job in which they have effective skills and can perform successfully.Further more(prenominal), employees tend to do a job, which they wish to do. In addition, these are standard types of culture and the majority of companies do not have only one cultural type. Moreover, most of the companies prefer to distinguish the culture type, which can become appropriate to the organization policy, in most cases they consume a mix of culture types. Furthermore, Quinn et al. resolved to describe type of culture with the answer of environs, which can be flexible or arrestled, and with two types of focuses internal and outside(a).Internal means the surround inside the organization, while external environment means factors outside the organization, which organization cant change. Quinn et al. proposed four different types of culture the first type is called clan, which is found on human relations this culture type is internal and flexible (Cameron and Quinn , 2005). in that respect is a friendly atmosphere in such organizations. The second type of Quinn et al. culture is called hierarchy, which is based on control this type of culture is internal and controlled (Cameron and Quinn, 2005).The reach area is very formal and leadership play a role of the representatives of a company (Angel, 2003). The third type of Quinn et al. type of culture is called adhocracy, which is based on innovations this type of culture is external and flexible (Cameron and Quinn, 2005). scat areas in such organizations are very positive, which have a vital efficacy (Angel, 2003). The last type of Quinn et al. type of culture is market, which is based on control this type of organizational culture is external and controlled (Cameron and Quinn, 2005). The exploit atmosphere is a competitory place (Angel, 2003).In addition, Geert Hofstede research showed that a type of organizational culture depends on topic values and vary from ground to country (Hofstede G. , 2001 Hofstede G. et al. , 2010). The research found out that the Organizational Cultural model consists of six self-governing dimensions (variables) and two semi-autonomous dimensions(Hofstede G. , 20011 Hofstede G. et al. , 2010).For instance, there are several measurements for organizational culture oriented vs. goal oriented, internally driven vs. outwardly driven, easy going work area vs. strict work discipline, local vs.professional, blossom out system vs. closed system, employee oriented vs. work oriented, degree of acceptance of leadership modality and degree of identification with your organization (Hofstede G. , 20012 Hofstede G. et al. , 2010). Furthermore, depending on the goals of a business few of these dimensions or combinations of these dimensions may be more suitable for the company then others are. Organizational performance directly depends on the type of organizational culture. Organizational performance is a way in which employees present the results o f their tasks.