Company culture revolves around the way people interact with each other, and how they respond to change.
Often, when asking someone to describe their culture, people have a hard time because they really don’t think about it, and so you get answers such as “we have pizza nights” or “we play Tisch fuss-ball”
It’s better to ask them to give examples of certain situations. this way you can find out what values an organisation has, and which values are rewarded.
This is essential to know when evaluating whether to work with an organisation or not.
There are two dimensions, that organisations fall under and that can help find out where a company is located on the culture value spectrum:
- Independence + interdependence
- Stability + flexibility
These two dimensions help describe organisations cultural traits, and makes it possible to assign them to one or more of the 8 categories. These are:
About 63% of organisations value a caring culture. This culture is warm, collaborative, and welcoming.
About 9% have a culture driven by purpose. This culture defines itself through altruism, contributing to the greater good, tolerance, and compassion.
About 7% of organisations think of themselves as having a learning culture where exploration, creativity, and an open-minded work environment define the work.
Only 2% of organisations think of themselves as a culture that values enjoyment. Such environments are defined by attributes like lightheartedness, playfulness, with a high moral, engagement, and creativity.
With 89% almost all organisations think of themselves as a results driven culture, where goals, achievements, and winning are valued.
About 4% of organisations are authority driven. Such a culture is defined by decisiveness, boldness, competitiveness, with strong + confident leaders.
About 8% of organisations have a safety culture. Such a culture is driven by predictability, realism, risk consciousness, planning and caution.
About 15% have a culture of order. Such environments get their work done in a structured + methodical way. Employees typically play by the rules, and want to fit in.