There are four corporate cultures according to Kennedy. The tough guy macho culture represents the employees who compete with each other both internally and externally. The employees seek to develop economically so that they can be recognized by the other employees. They like to show influence on the others. The work hard play hard culture encourages the working of employees in closer relationships. It emphasizes on working in teams and communication in this kind of environment becomes very important. Bet your company culture encourages the employees to work in coming up with ideas that are sometimes risky and can cause harm to the organization (Quinn, 57). In this case, the management has trust in their employees. Finally, the process culture is a culture that emphasizes on following the guidelines that are formulated by the management. In this case, the employees have less freedom in their decision making processes.
The four corporate cultures that were formulated by Kennedy are very similar to the recommendations of the competing value framework. There are four models in the framework. The first one is the human resource model that focuses on the internal activities of the organization (Quinn, 72). This model is similar to the bet your company culture. In this culture, employees are encouraged to work together and they are trained so that they can achieve efficiency that is advantageous to the organization. The management seeks ways to increase the efficiency of the workers in both situations.
Open system model is similar to tough guy macho culture. In both, the employees are motivated when they are helped to acquire things that are not beneficial to the organization. It includes recognition by both workers and the outsiders. It includes ensuring the flexibility of such workers. In this culture, there is tendency of workers to strive towards acquiring recognition, respect and material gains from both internal and external sources (Quinn, 98).
Rational goal model is similar to the process culture as asserted by Kennedy. In both cases, the management plays a big role in the organization that results to bureaucracy. The management makes the goals that are to be achieved by the organization. A close supervision of the workers is necessary in these cases as a way of achieving the set objectives. In addition, there are many rules and regulations that the employees are required to follow.
There is a similarity between internal process model and bet your company culture. In this case, the employees have a level of freedom. They work together to come up with ideas that they use to implement the activities assigned to them (Quinn, 102). In this case, information sharing between the employees and the management is a vital process to ensure that activities run in the right direction. In addition, the management controls the activities of the employees in both cases to facilitate efficiency.
Work cited.
Quinn, Robert E. 2011. Becoming a master manager: A Competing Values Approach. New Jersey: John Wiley and Sons.
