Organisational culture: The Hierarchical organisational culture

In the blog last week, we investigated the Clan organisational culture. This week, we shall explore the Hierarchical organisational style which in many ways is the complete opposite to the Clan in terms of structure, the working environment, management style, and employee participation levels.

Introduction to the Hierarchical organisational culture

In contrast to both the Clan and Family styles, hierarchical cultures are extremely formal while the working environment is highly structured. Examples of this type of culture can be found in large manufacturing organisations and government departments.

On a day-to-day basis, rules, policy, procedures, and disciplinary codes control every aspect of employee behaviour. Consequently, such organisations pride themselves on efficiency and the ability to constantly manage all primary functions. Then, the measurement of success includes factors such as maintaining consistent quality control, ensuring reliable supply lines, maintaining tight scheduling, and guaranteeing relatively low costs for either the products or services provided.

Line managers in such cultures primarily have a guiding and monitoring role. However, when problems do arise because of not completing tasks in accordance with strict set guidelines, managers are required to step in and even hold employees responsible.

Motivation is mainly based on the availability of continuous training and numerous opportunities to rise in the organisational hierarchy.

---

Question 1

What type of personality orientation might be more comfortable in this cultural context?

Question

Might the struggle to move up the hierarchy cause problems in interpersonal relationships?

Question 3

To what extent can such organisations ever develop a market or competitive focus?

---

We shall explore Question 3 in the next blog.

Reference

Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: based on the competing values framework (3rd Ed.). John Wiley & Sons, Inc.