According to Cameron and Quinn (1999), there are four major types of organizational cultures; The Hierarchy culture, The Clan culture, The Adhocracy culture, and The Market culture. Organizational characteristics, organizational leadership, management of employees, organizational glue, strategic emphasis and the criteria for success distinguish these four types of cultures from each other.
- The Hierarchy culture is characterized by a formalized and structured place to work. Procedures govern what people do. Long-term goals of the organization are stability, predictability and efficiency.
- The Clan culture has shared values and goals of internal cohesion, teamwork, employee empowerment, loyalty and sensitivity to customers.
- Organizations with a strong Adhocracy culture are mainly in the business of developing new products and services. Management encourages creativity, entrepreneurship and individuality.
- The Market culture is focused on transactions with suppliers, customers, vendors, etc. The core values center on competitiveness and productivity.
In order to understand the culture of an organization, various diagnostic ideas and instruments have been used. Cameron and Quinn (1999) devised such an instrument called the Organizational Culture Assessment Instrument (OCAI). The OCAI has been used by more than a thousand organizations to help decipher the organization’s current culture and to help identify the culture organization members think should be developed to match future organizational demands and challenges.
The OCAI is in the form of a questionnaire, which contains six groups of questions with four alternative answers to the questions. As you answer the questions, you would keep in mind the organization that would be most affected by the change strategy.
If you are interested in learning more about how OCAI can benefit your change initiative, please contact Dayle@DayleBeyer.com.
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