The next type is known as Role Culture - that's R-O-L-E,not R-O-double L,by the way,and this type isusually found in large companies,which have lots ofdifferent levels in them.These organisations usuallyhave separate departments that specialise in thingslike finance,or sales,or maintenance,orwhatever.Each one is co-ordinated at the top by asmall gruop of senior managers,and typicallyeveryone's job is controlled by sets of rules andprocedures - for example,there are specific job descriptions,rules for discipline,and so on.
What are the benefits of this kind of culture?Well firstly,because it's found in largeorganisations,its fixed costs,or overheads as they're known,are low in relation to its output,orwhat it produces.In other words it can achieve economies of scale.And secondly,it isparticularly successful in business markets where technical expertise is important.On the otherhand,this culture is often very slow to recognise the need for change,and even slower toreact.What kind of person does this type of culture suit?Well it suits employees who valuesecurity,and who don't particularly want to have responsibility.
Moving on now to Task Cultures-this type is found in organisations that are project-oriented.You usually find it where the market for the company's product is extremelycompetitive,or where the products themselves have a short life-span.Usually top managementdelegates the projects,the people and other resources.And once these have been allocated,littleday-to-day control is exercised from the top,because this would seem like
breaking the rules'.
Now one of the major benefits of this culture is that it's flexible.But it does have some majordisadvantages too.For instance,it can't produce economies of scale or great depth ofexpertise.People who like working in groups or teams refer this type of culture.
And finally,the fourth category is called the Person Culture...