Have you ever wondered how relaxed your friend’s work-life is, while you are always on your toes rushing to be punctual on every meeting?

It all depends upon the workplace culture, which the business aspires. Some believe in a team effort, aka comrade, while others leverage an elite working style, aka the athletes with confident and competitive candidates. Then there come the traditionalists, the free-spirited, and the nomads!

Which category are you in?

Company Culture—a introspect to shared beliefs, values, and attitudes of the organizations

• Clan Culture

Bolstering the concept of teamwork and mentorship, Clan culture focuses on internal integration, flexibility, and discretion. Taking an employee-centric approach business thriving on this kind of workplace culture makes employees a part of the one big family.

It formulates a highly collaborative working environment wherein every individual is an asset, and constant communication is the key to success. Coupled with a horizontal structure, this Company culture bridges the gaps between the employees and leaders and creates scope for mentorship. Such firms are adaptable to new changes and boast of high employee engagement.

This kind of workplace culture is mostly seen among start-ups that value communication, employee feedback and prioritize building a team.

• Adhocracy Culture

They are the innovative mavericks willing to take a risk to unveil a new spectrum of business. With discretion and flexibility, such organizations focus on external factors and plan to create a distinctive imprint in the market.

Adhocracy culture bolsters the power of innovation. The employees working in this kind of business culture are always on the voyage to discover the next significant discovery before their counterparts. While working in such an innovative workplace culture, the individuality of the employees is valued in a way to bring forth their valuable creative inputs to the table.

To propel company growth and success, these organizations rely on high-risk business strategies. Adhocracy culture offers high-profit margin, instill creativity, and emphasizes on professional development opportunities.

• Market Culture

With its prime focus on growth and competition, organizations fitting the shoes of market culture prioritize profitability. These companies have innate differential abilities while focusing on stability and control. In this working environment, every employee has a distinctive position that meets the business’s larger goals. Such a workplace culture is poised to achieve external success than internal satisfaction.

These organizations emphasize on reaching targets, meeting business goals, and receiving highly productive results. Boasting a market culture, these enterprises are successful and profitable organizations with a key focus on external growth. Such organizations are always on the ideology to be the best and mostly seen in large scale organizations.

• Hierarchy Culture

Traditionalists at the core, companies following hierarchy culture focus on structure and stability through internal integration. Leveraging multiple management tiers with a clear chain of commands, such organizations are poised to build a robust internal team.

It’s a rigid company culture that segregates leaders and employees and imposes a dress code to follow at the workplace. These organizations follow conventional and stable methods, thus averting any new risks.

Organizations such as these have well-defined cultural policies that prioritize the main objectives of the company. There is negligible scope of mistake in such old-school organizations.

Bottom-line

No matter which kind of company culture you have or want, mutual trust and a sense of individuality have been the savviest choice for organizational growth. It is imperative to have happy employees to build a team of productive professional to escalate business developments.

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