Types of culture

organizational purificationOrganizational finishing is beliefs and assumptions, which are shared by all members of an nerve (Seymour, 2013).Charles Handy researched four charactercasts of organizational last, which may be accepted by companies. The first signwrite is the power finale, which means that the power is tough in one soul and dominated by one person in the company (Greener, 2010). One person influences all decision-making. A type of organization with this pagan type is able to solve problems and grant solutions easily, as yet solutions depend on the central person for their success. The fact is that with this heathenish type it is difficult to connect activities together, because of group sizes (Greener, 2010).The surgical process in the companies, which use this cultural type, skunk be examined by their results. The second type, according to Handy, is the role socialisation. In this type of civilisation each person has his or her cause well-detailed j ob position (Greener, 2010). The influence comes from rules and procedures, which are actually well-established. In addition, this type of culture can be a good choice in a resistant type of market. This type of culture can provide security and reward promotions for employees. The three type of culture, which Handy explained, is the task culture.This type of culture is activity point the main focus is on task burden (Greener, 2010). This is a team culture, which is oriented on the completion of a project. This culture is admit on the competitive market. The main difficulty is a subordination in this type of organizations, however there is a deem in each type of project. The fourth and last type of culture is somebody culture. This type of culture that is not used by many an(prenominal) companies, because it is very unusual (Greener, 2010). In such organizations employees prefer to do a job in which they have efficient skills and can perform successfully.Furthermore, employees scat 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 choose the culture type, which can become appropriate to the organization policy, in most cases they choose a mix of culture types. Furthermore, Quinn et al. decided to describe type of culture with the help of environment, which can be flexible or controlled, and with two types of focuses inborn and external.Internal means the environment privileged the organization, while external environment means factors show upside the organization, which organization cant change. Quinn et al. proposed four different types of culture the first type is called kinsperson, which is based on human relations this culture type is internal and flexible (Cameron and Quinn, 2005). There 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 work area is very egg and leaders 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). Work areas in such organizations are very positive, which have a vital energy (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 work atmosphere is a competitive channelize (Angel, 2003).In addition, Geert Hofstede research showed that a type of organizational culture depends on interior(a) values and vary from country to country (Hofstede G. , 2001 Hofstede G. et al. , 2010). The research found out that the Organizational Cultural model consists of six autonomous 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. closing oriented, internally driven vs. externally driven, easy going work civilize vs. strict work discipline, local vs.professional, open system vs. closed system, employee oriented vs. work oriented, degree of acceptance of leadership style and degree of acknowledgement with your organization (Hofstede G. , 20012 Hofstede G. et al. , 2010). Furthermore, depending on the goals of a business some 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 of their tasks.