In a session at SilkRoad Connections, Ulthera’s Stacie Madden placed the onus for cultural assessment on HR representatives. Fortunately, auditing your culture does not have to be an overly complex or expensive proposition.
University of Michigan business school professors Robert Quinn and Kim Cameron developed the model of the Competing Values Framework, consisting of four Competing Values that correspond to four types of organizational culture. Every organization has its own mix of these cultures, which include:
This working environment is a friendly one. People have a lot in common, and it’s similar to a large family. The leaders are seen as mentors (and maybe even father and mother figures to Millennial employees) and the organization is held together by loyalty and tradition. Success is defined within the framework of addressing the needs of the clients and caring for the people. The organization promotes teamwork, participation, and consensus.
This is a dynamic and creative working environment. Leaders are seen as innovators and risk takers. Experiments and innovation are the bonding materials within the organization. The long-term goal is to grow and create new resources. The availability of new products, services, and technologies is seen as success, and the organization promotes individual initiative and freedom.
For more types of cultures, check out the full post at the SilkRoad blog.