M2: Learner Manual

11.2. Workplace Culture as a Barrier

Whilst sociologists have written about organisational cultures based on different dimensions, Handy (1995) described four (4) types of organisational cultures as:  

Club culture: This culture is based on personalities with power and influence coming from a central source, usually the founder or leader. These organisations are really clubs of likeminded people where personal contact is more important than formal liaison.

Role culture: The underlying presumption is logic and rationality. Bureaucratic organisations have formal structures and well-defined rules and procedures. The structure defines the authority and responsibility of individual managers.

Task culture: Management is seen as completing a series of projects or solving problems. Task cultures usually have matrix structures or are organised as project teams. The principal concern is to get the job done and performance is judged by results.

Existentialist Culture: An existential culture is found in an organisation whose purpose is to serve the interests of the individuals within it. These organisations are characterised by management having lower status than professional work. Management can only happen with the consent of the managed and the organisation’s success depends on the talent of the individuals.[1]