Posted on : 20th March 2023

How Your Organizational Culture Should Be Like

In the general context, the term ‘culture’ holds different meanings for all of us. While one thing may be suitable to the needs of one culture, it might be deemed inappropriate by some other cultures. It’s the same rule that applies to organizational cultures as well. I don’t think that the definition of organizational culture is the same for everyone, but there are certainly some general principles that any organization should pay heed to in order to increase the productivity of its employees and achieve success.  

The Definition of Organizational Culture

When it comes to defining the term, ‘organizational culture’ can generally refer to a set of values, practices, and attitudes that drive an organization’s actions and growth. And since employees are the most important asset of an organization, in my experience they are the key to the success of any culture you want to establish in your organization. 

What’s interesting is that you can even set your own definition of organizational culture, whatever best serves your requirements and those of your employees. 

As a matter of course, there are many different types of organizational culture that exist out there. You may consider going through their benefits and disadvantages to come up with your own organizational culture. 

Different Types of Organizational Culture

If truth be told, there is a wide range of organizational cultures you can choose from. There are still four basic types of organizational culture that you may want to take a look at. 

• Clan Culture

As the name suggests, clan culture involves family-like bonding at the workplace. This makes for an immensely collaborative environment where there are no hierarchies as such, and mentorship pervades the organization.

As far as my understanding and practical experience go, clan culture is most suitable for startups, i.e., when the organization needs new and innovative ideas besides enthusiastic team spirit. 

However, if your organization is growing, the importance of organizational culture is likely to extend beyond clan culture.  

• Adhocracy Culture

Adhocracy culture is in more than one way the reflection of organizational culture in organizational behaviour. This is to say, adhocracy culture thrives on risk-tasking creative energy, and every now and then there are decisions to be made on radical ideas and actions to be taken. 

It must have become obvious to you that such a culture depends on the kind of business or industry you are in. It isn’t suitable for every kind of organization because there are organizations that do not wish/need to take those many risks.

• Hierarchy Culture

Organizational culture and leadership are in tune with hierarchy culture. In hierarchy culture, there is a kind of distance between the leaders and the employees. The organization based on this culture tends to prefer stability over risks, and decision-making primarily rests in the hands of the leadership.

Hierarchy culture is suitable for sectors like education, but when it comes to being a leader in the market in a fast-paced industry, it might not serve the needs of the organization well. 

• Market Culture

Market culture is one of the types of organizational culture that is somewhat similar to adhocracy culture in the sense that innovation and rapid pace are key factors in it as well. An organization that has market culture as its driving force is quite too target-oriented and strives to rule the market with constant innovation. 

That said, there is always a risk of burnout in the kind of aggressive environment market culture produces. Also, employees may not be able to engage with their work in a meaningful manner. 

The Importance of Organizational Culture 

Now that I have introduced you to some types of organizational culture, we may very well discuss why having an organizational culture, and that too a strong one, is important. 

You see, if there are no values, practices, and attitudes propelling the growth of your organization, it would be the foundation of your organization that will grow weak. Your employees need to have some systems in place so that they know what is expected of them in different situations. Organizational culture gives a sense of belonging, and if you do not have any defined values, you are most likely to have high turnover and poor work satisfaction.

Also, the ones in leadership roles need to exemplify the practices and attitudes of organizational culture in their own behaviours and actions. It’s because the display of organizational culture in organizational behaviour can encourage the employees to do the same and instill in them immense faith in the work they do. 

All in all, a strong organizational culture will keep your employees dedicated with clear goals and expectations in mind. Now, how fun you want your organizational culture to be, what should be the rules and regulations, and what should be the deciding factor in all the processes that take place, all are significant questions for you to ponder. 

Just Remember—

• An organization should provide continuous opportunities for growth and learning to its employees
• An organization should be transparent and clear about its vision and mission
• For success, the goals and values of an organization and an employee need to align 
• An organization should be flexible in its approach and try out new viewpoints

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