organizational culture
Employee satisfaction is heavily influenced by organizational culture, which consists of a company's common beliefs, attitudes, and practices. It aids in attracting qualified applicants and sustaining employee engagement. According to surveys, when it comes to job prospects, the majority of adults choose organizational culture over remuneration, and a healthy work culture is critical for employee retention. Developing a solid and supportive organizational culture takes time and work, but it pays off in the long run.
Organizational culture is complex and can change over time. Robert E. Quinn and Kim S. Cameron developed the Competing Values Framework by categorizing organizational culture into four major kinds based on a set of 39 attributes:
- Clan Culture focuses on collaboration, mentorship, and teamwork, thriving on a horizontal structure that fosters communication and is commonly found in startups and smaller companies. While it has high employee engagement rates, maintaining it can become challenging as companies grow.
- Adhocracy Culture emphasizes innovation and risk-taking, encouraging employees to bring forth creative ideas. Notable examples include tech giants like Google and Apple, and while it can result in high profits, the inherent risks and competitive environment can be potential downsides.
- Market Culture is driven by competition and growth, with a prime focus on profitability and achieving targets, often at the cost of employee engagement and work satisfaction, and is prevalent in industry-leading companies.
- Hierarchy Culture adheres to a clear and structured chain of command focusing on stability and control. While it provides clear direction and well-defined processes, it may stifle creativity and adaptability.
Aside from these, there are various additional organizational culture types, such as Purpose Culture, Coaching Culture, Accountability Culture, and Learning Culture, each focused on a different aspect, such as mission, mentoring, responsibility, and learning. Identifying the existing organizational culture is critical, and methods like the one developed by Cameron and Quinn can help organizations do so.
Once identified, companies can decide whether a shift in organizational culture is necessary and initiate steps to redefine and assess current cultural norms, financial goals, company structure, mission, and core values. Aligning organizational culture with the company’s values and mission is crucial for its long-term success. It requires continuous efforts to assess and adapt the culture to meet organizational goals and employee needs, promoting a harmonious and productive working environment.
The journey of traversing two worlds, both steeped in rich tradition and culture yet markedly different, has been nothing short of enlightening. Growing up in China, I was embedded within a culture that significantly values collectivism, unity, and respect for authority. Organizations in China predominantly lean towards hierarchical and clan cultures, emphasizing clearly defined roles, respect for authority, and a harmonious environment. The unity and cohesiveness of clan cultures resonate deeply with the Chinese emphasis on family and community bonds. However, arriving in Canada, I was ushered into a mosaic of organizational cultures. I witnessed a remarkable presence of adhocracy and market cultures, where innovation, risk-taking, and goal achievement are highly valued. The contrast was stark, but it was an opportunity to observe and learn how organizational cultures can be diverse yet productive in their unique ways.
In China, the cultural fabric is woven with threads of familial bonds, respect for elders, and the importance of maintaining harmony within the group. This naturally extends into the professional realm, with organizations placing a premium on creating a familial, supportive atmosphere. Every interaction is underpinned by a deep, unspoken understanding of mutual respect and the importance of maintaining balance and harmony.
In contrast, the Canadian organizational landscape is marked by a relentless pursuit of innovation and results. The adhocracy culture I’ve experienced values creativity and flexibility, encouraging individuals to think out of the box and challenge the status quo. Market cultures, on the other hand, place a premium on achieving goals, fostering a competitive yet dynamic environment.
Reflecting on these experiences, I find myself at a crossroads, contemplating how I can harmoniously integrate the values and principles of these diverse organizational cultures in my future career. I aspire to create a symbiosis between the structured, respectful nature of hierarchical cultures and the innovative, flexible essence of adhocracy cultures.
Heinz, K. (2023, February 15). The 4 Types of Organizational Culture and Their Benefits. https://builtin.com/company-culture/types-of-organizational-culture. September 21, 2023,
The article provides a complete explanation of how organizational culture influences employee satisfaction and overall company success. It offers clear descriptions and demonstrates examples of the four basic corporate culture types based on the Competing Values Framework. Moreover, I agree with the author's personal views on Chinese and Canadian work cultures, giving unique insights into how cultural differences might affect the workplace. The article highlights the value of organizational culture with a company's fundamental values and goals, emphasizing the necessity for ongoing examination and change to guarantee alignment with organizational objectives and employee expectations. In conclusion, it offers a comprehensive viewpoint on the importance of organizational culture for both organizations and employees.
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