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Our weekly feature, The Tipster, brings you easy-to-digest tips on topics that matter to your innovative work.
This Week: What are 4 types of organizational culture?
According to Robert E. Quinn and Kim S. Cameron at the University of Michigan at Ann Arbor, there are four types of organizational culture: Clan, Adhocracy, Market, and Hierarchy.
- Clan oriented cultures are family-like, with a focus on mentoring, nurturing, and “doing things together.”
- Adhocracy oriented cultures are dynamic and entrepreneurial, with a focus on risk-taking, innovation, and “doing things first.”
- Market oriented cultures are results oriented, with a focus on competition, achievement, and “getting the job done.”
- Hierarchy oriented cultures are structured and controlled, with a focus on efficiency, stability and “doing things right.”
There’s no correct organizational culture for an arts organization. All cultures promote some forms of behavior, and inhibit others. Some are well suited to rapid and repeated change, others to slow incremental development of the institution.
For example, Quinn and Cameron associate the lower two cultures (Hierarchy and Market) with a principal focus on stability and the upper two (Clan and Adhocracy) with flexibility and adaptability. A Hierarchy culture based on control will lead mainly to incremental change, while a focus on Adhocracy will more typically lead to breakthrough change.
The right culture will be one that closely fits the direction and strategy of a particular organization as it confronts its own issues and the challenges of a particular time.
What culture do you want for your organization and how might you move towards it in the future?