Organisation Cultures

1095 Words5 Pages
Compare and contrast Handy’s cultures and Deal & Kennedy’s cultures. In your opinion, which is a more realistic representation of organisational culture? Justify and explain your answer. Organisational culture is a shared value belief which binds the people of an organisation together to achieve a particular objective. “In the early 1980s organisational culture became increasingly considered as both an obstacle to change and a vital ingredient of organisational success or failure” (Ian Brooks, 2003). Handy culture has social approach and focuses on the social factors. Whereas, Deal and Kennedy’s culture has management approach and focuses on what the managers want from a business, where managers find problems in cultural field,…show more content…
Handy identifies the factors which influence the type of culture found in an organisations, some of which such as organisational size ,locus of power ,type and levels of technology and characteristics of the business environment, will already be familiar to you. Similarly both theories believe that there are four types of cultures but they have different approach as Deal & Kennedy’s culture is about four generic cultures that are found in (Mullins 2010, p.741) which argues the risk involved in an organisation activities and the speed which employees receive feedback on the success of decision and what a manager want from a business. On the other hand, Handy cultures have social approach which seeks to analysis the critical influence that an organisation might have. However organisation might not be able to change people values and believes but organisation can set clear direction to their employees about aims and objectives of the business which employees need to obey. On the one hand, Handy links organisational structure to organisational culture. In addition, he argues that most likely the simple structure is
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