Cultures in organisation is defined by how the organisation is run, how the personalities within the organisation interact with each other and also how the structure of the company is set out.
Most organisations tend to start off as a power culture, this is because it is set up by a person and he/she wants to run the company their own way, doing what they want to do and meeting their personal objectives, with the help of subordinates.
This leads to organisation growth though, and this means that a power culture will no longer work.
To continue growing specialist people will need to be brought it, and these types of employees want to feel welcome, want to feel part of the organisation.
This leads to a task culture.
On the other hand; it could be a line of work, like office work, where people just go to earn money.
After this point, most organisations will be in the role culture stage, however when things grow again companies will have to be able to change quicker and compete with other people; this will lead to needing greater flexibility
This takes us into a task culture.
Key Learning Points
- How would you Define Culture?
- How would you Define a Power Culture?
- What are the Other Three Main Cultures?