Organizational culture is the set of shared values, beliefs, and practices that shape the behavior of individuals within an organization. It is the personality of a company, and it influences how employees interact with one another, the way they work, and how they perceive their roles in the organization. There are nine types of organizational culture that have been identified, and each has its unique characteristics and strengths. In this article, we will explore these nine types of organizational culture and help you identify which one you are.

1. Clan Culture

The clan culture is a family-like environment where the organization values teamwork, collaboration, and employee involvement. The focus is on nurturing employees, and the leaders act as mentors rather than bosses. The employees are loyal and committed to the organization, and there is a strong sense of belonging. The organization is like a family, and the employees feel comfortable expressing their opinions and ideas. The downside of this culture is that it can be difficult to maintain when the company grows, and it can be challenging to adapt to changes.

2. Adhocracy Culture

The adhocracy culture is a dynamic and entrepreneurial environment where the organization values creativity, innovation, and risk-taking. The focus is on taking risks and experimenting with new ideas. The leaders encourage employees to take the initiative and pursue their passions. The employees are independent and self-motivated, and they thrive on change. The downside of this culture is that it can be chaotic and lack structure, and there can be a lack of accountability.

3. Market Culture

The market culture is a competitive and results-oriented environment where the organization values winning, achievement, and success. The focus is on beating the competition and achieving the goals. The leaders are aggressive and focused on achieving the objectives, and the employees are driven and competitive. The downside of this culture is that it can be stressful and demanding, and there can be a lack of focus on the employees' well-being.

4. Hierarchy Culture

The hierarchy culture is a structured and controlled environment where the organization values stability, predictability, and efficiency. The focus is on maintaining the status quo and following the rules. The leaders are authoritative and rely on procedures and processes to make decisions, and the employees are obedient and follow the rules. The downside of this culture is that it can be rigid and slow to respond to change, and it can stifle creativity and innovation.

5. Consensual Culture

The consensual culture is a cooperative and harmonious environment where the organization values collaboration, teamwork, and consensus. The focus is on building consensus and working together to achieve the goals. The leaders are facilitators and encourage dialogue and exchange of ideas, and the employees are cooperative and work well in teams. The downside of this culture is that it can be challenging to make decisions and take actions, and there can be a lack of accountability.

6. Community Culture

The community culture is a friendly and welcoming environment where the organization values social responsibility, caring, and compassion. The focus is on giving back to the community and making a positive impact. The leaders are empathetic and value the employees' well-being, and the employees are committed to the organization's mission and values. The downside of this culture is that it can be hard to maintain when the organization grows, and it can be challenging to balance the social responsibility with the business goals.

7. Bureaucratic Culture

The bureaucratic culture is a rules-based and formal environment where the organization values stability, predictability, and adherence to procedures. The focus is on maintaining order and following the rules. The leaders are rule-bound and rely on policies and procedures to make decisions, and the employees are obedient and follow the rules. The downside of this culture is that it can be rigid and slow to respond to change, and it can stifle creativity and innovation.

8. Learning Culture

The learning culture is a curious and innovative environment where the organization values learning, development, and growth. The focus is on continuous learning and improvement. The leaders are facilitators and encourage experimentation and exploration, and the employees are curious and eager to learn. The downside of this culture is that it can be challenging to measure the outcomes and quantify the return on investment, and there can be a lack of focus on the short-term goals.

9. Innovation Culture

The innovation culture is a creative and experimental environment where the organization values innovation, experimentation, and risk-taking. The focus is on generating new ideas and developing new products and services. The leaders are visionaries and encourage creativity and risk-taking, and the employees are passionate and driven to innovate. The downside of this culture is that it can be chaotic and lack structure, and there can be a lack of accountability.

Organizational culture is a critical factor that influences the behavior of individuals within an organization. There are nine types of organizational culture, and each has its unique characteristics and strengths. By understanding the type of organizational culture, you can identify the strengths and weaknesses and develop strategies to leverage the strengths and address the weaknesses. So, which one are you?