Corporate Culture Models to Know for Business Anthropology

Understanding corporate culture models is key in Business Anthropology. These frameworks reveal how organizations operate, from visible elements to deep-rooted beliefs. They help us see how culture influences behavior, decision-making, and overall effectiveness in the workplace.

1. Schein's Three Levels of Organizational Culture

   • Artifacts: Visible elements in an organization, such as dress code, office layout, and published values.
   • Espoused Values: The stated values and rules of behavior that guide how members should act.
   • Basic Underlying Assumptions: Deeply embedded, taken-for-granted behaviors that are often unconscious but shape how members perceive and think.

2. Hofstede's Cultural Dimensions Theory

   • Power Distance: The degree to which less powerful members expect and accept unequal power distribution.
   • Individualism vs. Collectivism: The extent to which individuals are integrated into groups.
   • Uncertainty Avoidance: How societies cope with uncertainty and ambiguity, influencing risk-taking behaviors.

3. Deal and Kennedy's Cultural Model

   • Tough-Guy, Macho Culture: High-risk, high-reward environments where quick decisions are crucial.
   • Work Hard/Play Hard Culture: Fast-paced environments with a focus on teamwork and high energy.
   • Process Culture: Emphasizes rules and procedures, often found in bureaucratic organizations.
   • Bet-the-Company Culture: High-stakes decisions with long-term consequences, often seen in industries like oil and pharmaceuticals.

4. Cameron and Quinn's Competing Values Framework

   • Clan Culture: Focuses on collaboration, family-like environments, and employee involvement.
   • Adhocracy Culture: Values innovation, flexibility, and risk-taking to drive growth.
   • Market Culture: Emphasizes competitiveness, achievement, and goal orientation.
   • Hierarchy Culture: Prioritizes structure, control, and efficiency through formal processes.

5. Handy's Four Types of Organizational Culture

   • Power Culture: Centralized power structure with a focus on control and authority.
   • Role Culture: Defined roles and responsibilities, emphasizing stability and predictability.
   • Task Culture: Team-oriented, focusing on project completion and collaboration.
   • Person Culture: Individual autonomy is prioritized, with a focus on personal development.

6. Denison's Organizational Culture Model

   • Involvement: Employee engagement and participation in decision-making processes.
   • Consistency: The alignment of values and behaviors across the organization.
   • Adaptability: The ability to respond to changes in the external environment.
   • Mission: A clear sense of purpose and direction that guides organizational actions.

7. Johnson's Cultural Web

   • Stories: Narratives that convey the organization's values and history.
   • Rituals and Routines: Established practices that reinforce the culture.
   • Symbols: Logos, branding, and physical spaces that represent the organization.
   • Power Structures: Key individuals and groups that hold influence within the organization.
   • Organizational Structures: The hierarchy and reporting lines that shape interactions.

8. Trompenaars' Seven Dimensions of Culture

   • Universalism vs. Particularism: The importance of rules versus relationships in decision-making.
   • Individualism vs. Communitarianism: The balance between individual rights and group interests.
   • Specific vs. Diffuse: The extent to which personal and professional lives are separated.

9. Goffee and Jones' Double S Cube Model

   • Sociability: The degree of friendliness and warmth in the workplace.
   • Solidarity: The level of shared purpose and commitment among employees.
   • The model emphasizes the balance between sociability and solidarity to create an effective culture.

10. Schneider's Culture Model

• Attraction-Selection-Attrition (ASA) Framework: The process by which organizations attract, select, and retain employees who fit their culture.
• Emphasizes the importance of cultural fit in employee performance and satisfaction.
• Highlights how culture shapes behaviors, attitudes, and overall organizational effectiveness.