A much greater role than the organizational structure itself plays the culture and behaviour of the management within corporate hierarchies as besides the predefined corporate identity the behaviour of each individual employee forms the culture of a company.
The literature is distinguishing between conceptual, quantitative and qualitative models which should be explained in detail in the following:
Conceptual model:
Within the conceptual models, the most referred to is the 3 levels of culture model of Schein as per below image.
Quantitative model
The quantitative model is driven by the strength of the culture within a company explained by the criteria established by Georg Schreyögg :
- « Scope and clarity of the explained objective,
- Prevalence rate of the employees who are led by the corporate culture,
- Prevalence rate of the employees who are acting by the corporate culture. »
Qualitative model
In the context of qualitative models within the culture of a company various opinions have been developped beginning with Deal/Kennedy in 1982 leading to Frey/Schuster in 1996.
The below image of Deal/Kennedy’s model is based on the risk of a decision and the delay in feedback generating the cultures listed below.
Meanwhile, Frey/Schuster developped in 1996 the following cultures within a company : learning culture, problem solving culture, constructive conflict solving culture, creative chaos-culture, comfort zone culture, moral courage culture.
2) Importance / risks of corporate hierarchies
Corporate hierarchies are important as they are ensuring control and the visible chain of command for each employee.
Difficulties may arise when the following coefficients of hierarchy / culture and mangerial behaviour coming together in one company :
a) vertical structure of hierarchies
b) process culture as per Deal/Kennedy with low risk and slow feedback culture
c) one way communication top – bottom
The mentioned criteria guarantee a non-creative environment with less encourage of the participants. One of the possible advantages is the fast coordination by commanding.
(http://www.ehow.co.uk/print/info_8623691_importance-hierarchy-workplace.html, 20.12.2011, http://www.daswirtschaftslexikon.com/d/unternehmenskultur/unternehmenskultur.htm, 20.12.2011, http://www.slidshare.net/frankcalberg/organization-rethinking, 20.12.2011)
Meanwhile a vertical corporate hierarchy helps employees to understand the flow of authority it also leads to decisional restriction showing the following negative effext (Schreyögg, Georg) :
· « thinking in stereotypes,
· Non-thinking in alternatives,
· Enforcement of artificial conformities,
· Restriction of creative problem solving,
· Searching of samples of sucess in the past,
· Blocking of new samples of orientation,
· Ignoring of discrepant feedback mechanism. »
How important is a stong vertical hierarchy with top-bottom commands for you ?
Reading this story http://www.managementexchange.com/story/growing-people, I learned that it makes sense that people choose themselves what they want to work on developing regarding themselves. In this regard, the author refers also to the work Daniel Pink has done on motivation. What do you think about asking each person at a company, you work for, to choose / decide himself / herself a topic he / she finds important would like to personally get better at?
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