Much has been written about the effect of this intangible concept of “culture” and it’s influence on organizational success. In addition to being intangible, the culture issue is far more complicated than being just “good” or “bad”. This Harvard Business Review article below, describes a model of eight distinct styles of organizational culture, each with its own set of advantages and disadvantages, based on the spectrum of these two dimensions: People Interactions and Response to Change. This is a must read for Culture Leaders and Engagement Professionals. A brief questionnaire is also provided to help you to identify your company’s current style of culture. Further examination will determine whether or not it is serving to support your company’s current goals and strategy. Examples are given of how some organizations addressed issues by redirecting their style of culture.
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