My Corporate Culture Preference

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There are four types of corporate cultures: control, performance, relationship and responsiveness. I chave onsidered the definition for each type of culture and tried to predict the results of my corporate cultural preference. Seeing value in each type of culture, I expected that I would tend toward performance and responsiveness over relationship and control. A performance culture that is effective and efficient and values both individual and organization performance (Blackboard through CSU-Global website, n.d.) is congruent with my personal management philosophy. Likewise, I predicted compatibility with a responsiveness culture because it looks to stay competitive and seeks new opportunities (Blackboard through CSU-Global website, n.d.). This, too, is in line with my approach to running a successful business. While relationships are important and can be a key to an organization’s success, I think that if a company primarily focuses on nurturing and well being it risks losing sight of what will allow it to find success. I believe that I appreciate order and control within corporate culture; however, this culture ranked lower on my list considering the way it is presented in this context. The role of senior executives certainly should be acknowledged, but I do not think I could struggle in an organization where this is the primary focus of its culture. Ultimately each of these corporate cultures are important to varying degrees. I think that finding the appropriate balance among them is critical to building an organization that can attract and maintain the employees and customers it desires.

The assessment yielded some interesting results: control 0/6, performance 4/6, relationship 5/6 and responsive 3/6 (McGraw-Hill ...

... middle of paper ...

...e. This makes our office in particular a great place to work and definitely allows some of the control and performance aspects to be more manageable. As the leader of my team I strive to foster a positive relationship culture to continue to build upon the environment created by the executive leadership. This is not always easy considering the significant amount of time I spent in a control culture. Fortunately now I understand the difference and the consequences of not doing what I know is best.

Works Cited

Blackboard through CSU-Global website. (n.d.). http://csuglobal.blackboard.com/bbcswebdav/xid-33510_2

Kinicki, A., & Kreitner, R. (2009). Organizational behavior (4th ed.). New York, NY: McGraw-Hill/Irwin.

McGraw-Hill Higher Education website. (n.d.). http://www.mhhe.com/business/management/buildyourmanagementskills/updated_flash/topic3a/quiz.html

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