“Company culture” is a buzzword that’s been around for a while,
but your culture may never have mattered as much as it does in today’s
transparency-driven business arena. Customers, potential partners and
investors, and job candidates are paying more attention to company culture when
deciding whether to buy from a business or otherwise involve themselves with
it.
To determine whether yours is optimal for your long-term goals,
you must look in the mirror and identify what type of culture you have.
University of Michigan professors Robert Quinn and Kim Cameron have developed
the Organizational Culture Assessment Instrument, which defines four common
types:
1. Clan. These
are generally friendly environments where employees feel like family. Clan
cultures emphasize teamwork, participation and consensus. Such companies often
have a horizontal structure with few barriers between staff and leaders, who
act as mentors. As a result, employees tend to be highly engaged and loyal.
Success involves addressing client needs while caring for staff. Clan culture
frequently is seen in start-ups and small companies with employees who have
been there from the beginning.
2. Adhocracy.
Adhocracies are dynamic, entrepreneurial and creative places where employees
are encouraged to take risks, and founders are often seen as innovators.
They’re committed to experimentation and encourage individual initiative and
freedom — with the long-term goal of growing and acquiring new resources.
Success, therefore, is defined by the availability of new products or services.
Think Facebook and similar technology companies that anticipate needs and
establish new standards.
3. Market. These
cultures are results-driven and competitive, with an emphasis on achieving
measurable goals and targets. They value reputation and success foremost.
Employees are goal-oriented while leaders tend to be hard drivers, producers
and rivals simultaneously. Market share and penetration are the hallmarks of
success, and competitive pricing and industry domination are important.
Examples include Amazon and Apple.
4. Hierarchy.
Hierarchical businesses have formal, structured work environments where
processes and procedures dictate what employees do. Smooth functioning is
critical. Companies strive for stability and efficient execution of tasks, as
well as low costs. Leaders seek to achieve maximum efficiency and consistency
in their respective departments. Hierarchical culture is common in government
agencies and old-school businesses such as the Ford Motor Company.
Bear in mind that most companies exhibit a mixture of the four
styles, with one type dominant. If you fear your culture is inhibiting you from
achieving strategic objectives, there’s good news — cultures can evolve.
Although making widespread changes won’t be easy, no business
should accept a culture that’s hindering productivity or possibly even creating
liability risks. We can assist you in assessing your operations and
profitability to help you gain insights into the impact of your company
culture.
© 2019