Skip to content

What are the Types of Models of Organizational Culture, Structure, Process and Control?

18 de June de 2021

Every day it is necessary to modify or change the way we handle or manage companies, creating and designing strategies that are aimed at achieving goals and objectives without causing major setbacks, so the main thing is to know organizational culture models.

In this sense, establishing in principle what is the best organizational culture model for your company is essential, since other factors or aspects depend on it; such as its structure, processes and control.

The purpose of organizational culture it will depend on the type of model, because each one is going to be destined to different factors or aspects; basically according to what you expect or want to show as a company.

Models of culture its structure, process and control

In principle, the organizational culture is directed to behaviors or characteristics that the company’s employees must show and maintain. Likewise, you will be able to make a difference with other organizations, to highlight and adapt to the challenges that arise, either technological or new markets.

Basically the types of organizational culture models are oriented in 4 areas or slopes, each one will have impregnated type of structure, as well as the process and control; since these factors will directly complete the objectives or goals set.

Power oriented

Its primary objective is to stand out or stand out within the market, achieving it through awards and undoubtedly promoting competitiveness, as the sole purpose of achieve the goals set.

Regarding the structure, it shows a linear form where it is clearly defined who commands and obeys, showing great control in decision-making; because the process occurs through centralization, having as main handicap the rigid and inflexible, although it promotes leadership.

Norm oriented

The organizational culture that is oriented to the norm is defined mainly on the basis of projecting the company, providing the greater stability; in addition to security, with strict rules and therefore the establishment of functions.

The bases of the organizational structure of a company are well defined and in this case it is managed with the division of labor, but with a strict internal control that does not allow to leave the procedure in which it is involved; from another point of view, it is used less every day, since it is currently not functional.

Results-oriented

This type of model is based on the cost reduction and resource optimization, obtaining the established results effectively; On the other hand, if the employees do not meet the goals, they are trained again or replaced by those who do achieve the expected.

As long as it seeks to comply with obtaining the results effectively, they become flexible about the rest; Be it schedules or remote work, it has defined processes and structures based on small teams, but with responsibility that rotate according to the final objective.

People oriented

If we talk about the importance of organizational culture, in this case it revolves around people, that is, its employees; They also seek the satisfaction of all members of the company, understanding that the development and growth of the team will lead the organization to success.

They have a more decentralized structure that seeks to maintain a simple and straightforward process or procedures, with basic internal control; where the important thing is to take care of the employees, since they are a vital part of the organization, as well as representatives or brand ambassadors.

Functions of an organizational culture

For any company it is necessary to consider the importance of an organizational structure, because the way it develops or develops will depend on it; organizational culture has the function of set goals and how to achieve them, as well as helping to adapt to the current social situation.

symbols and people on computer

It also shows security and stability to organizations, based on the decisions made in favor of everything in the pursuit of well-being; as well as considering what does not work and discarding it to continue with the objectives set.