Classification of culture
A number of writers have analyzed organizational culture and we shall consider one approach here.
A. Handy’s four cultural types
Handy’s classification identifies 4 types of cultures- power, role, task, and person- which are closely related to the organizational structure that is adopted by senior or top management. He believes that organizations have a system of beliefs and values that form the basis and foundation of their cultures
1. Power culture
The first structure identified by handy is the power culture. This structure places an emphasis on centralization and central power. Such power exudes from the core of the business and the figure head is seen as a very powerful and influential individual, with the power…show more content… Role culture
The role culture is based on logic and rationality. It places and emphasizes on roles within the organization, rather than one central figure, and relies heavily upon the distribution of power, authority, tasks and responsibilities.
Handy indicated that the culture that is dominant in this structure is the role culture.
Handy categorized such structures has being like a Greek temple. The pillars of the bureaucracy represents functions and is specialisms, usually delineated as separate departments- for a example finance, design, marketing, etc. work within and between departments is controlled by procedures, role descriptions and authority definitions. Communication takes place within well-defined systems and structures. There are mechanisms and rules for processing decisions and resolving conflicts. Matters are taken up the line to the top of the structure where heads of functions can define a logical, rational and co-operate response. Coordination is implemented at the very top by the senior management group.
3. Task…show more content… Expertise is pooled in order to complete large projects that, ordinarily, could not be achieved by one person. The emphasize is on expertise and skill as oppose to power (in the entrepreneur structure) and role (in the bureaucratic structure. Handy identifies the culture that dominates the matrix structure as the task culture. We can characterize this structure as a net with small teams of cells at the interstices. It is very much a small team approach to organizations.
As a culture, power and influence are distributed to the interstices of the net. The emphasizes is on results and getting things done. Resources are given to the right people, at whatever level, who are brought together and given decision making power to get on with the task. Individuals are empowered with discretion and control over their work. The task and results are the main focus, and team composition and working relationships are founded on capability rather than