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How to describe company culture

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:

  1. Independence + interdependence
  2. 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:

Caring culture

About 63% of organisations value a caring culture. This culture is warm, collaborative, and welcoming.

Purpose culture

About 9% have a culture driven by purpose. This culture defines itself through altruism, contributing to the greater good, tolerance, and compassion.

Learning culture

About 7% of organisations think of themselves as having a learning culture where exploration, creativity, and an open-minded work environment define the work.

Enjoyment culture

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.

Results culture

With 89% almost all organisations think of themselves as a results driven culture, where goals, achievements, and winning are valued.

Authority culture

About 4% of organisations are authority driven. Such a culture is defined by decisiveness, boldness, competitiveness, with strong + confident leaders.

Safety culture

About 8% of organisations have a safety culture. Such a culture is driven by predictability, realism, risk consciousness, planning and caution.

Order culture

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.


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