Culture is the leading force behind a thriving business. A positive one attracts top talent, it boosts employee engagement and retention, and it drives productivity and performance. Having a well-defined culture builds a workforce who shares the same values and mission.
Partly dictated by management, and partly something that develops naturally over time, culture can be shaped to be more desirable.
The first step in doing so is to identify the type of culture your organization has. Researchers Robert E. Quinn and Kim S. Cameron of the University of Michigan at Ann Arbor created a four box culture model used to categorize organizational cultures, labeled as:
Not all organizations fall perfectly into a group, but they usually favor one over the others. Learn which one most closely resembles yours, the positives and the negatives, by taking our quiz.
What Type of Company Culture Do You Have?
Choose the answer that best applies to your organization.
When people are introduced to your organization, what is their first impression?
- It is a very personal place. People are collaborative and spend time together socializing.
- They are very forward-thinking. People are encouraged to express themselves and take risks.
- They are very results oriented. People are concerned about getting the job done and are very competitive.
- There is a lot of structure. People are guided by process and procedures.
What is the company’s approach to taking time off?
- It is encouraged. Team members are trained, ready, and willing to step in and cover the work.
- It is viewed as a necessity to keep employees recharged and creative. Days off may not be tracked or may be unlimited.
- Employees are hesitant to take time off for fear someone may step in and do their job better.
- Everyone takes off their allocated days, but the process is very methodical and rigid.
What does management value most?
- Teamwork, consensus, and participation
- Innovation, freedom, and uniqueness
- Competitiveness, high demands, and achievement
- Security, predictability, and stability
What qualities does a successful employee have?
- The employee is team-oriented and committed to the company
- The employee is a creative, innovative thinker
- The employee is driven and results-oriented
- The employee is dependable and efficient
If you answered mostly A’s
Your organization has a Clan culture. The emphasis is on teamwork and togetherness. Relationships, morale, and participation are valued and celebrated. The downside? Relationships that sour may impact productivity. Managers may struggle to make tough decisions for fear of hurting people’s feelings.
If you answered mostly B’s
Your organization has an Adhocracy culture. Your company attracts entrepreneurs and risk takers. Employees are encouraged to pursue out-of-the box ideas. There is no lack of innovation, learning, and growth. However, lack of stability and consistency can be frustrating, especially to employees who want to know they’re performing well.
If you answered mostly C’s
Your organization has a Market culture. Emphasis is placed on results. Employees are goal oriented and focused on achieving metrics the company has defined for success. This sometimes leads to a toxic work environment where employees experience stress and burnout.
If you answered mostly D’s
Your organization has a Hierarchy culture. Employees have a sense of security and predictability because expectations are clearly communicated. Emphasis is placed on efficiency and doing things right. This can lead to rigidity which can stifle creativity, innovation, and growth.
Culture Drives Engagement
A positive culture is necessary for achieving a deeply engaged workforce. Discover other secrets in our Comprehensive Guide to Employee Engagement. In it, you’ll find practices to implement, mistakes to avoid, and resources to maximize success.