Kenya Technical Trainers College Is 4004-Knowledge Management Assignment On Culture 2020ED142389 Purity Jepkemoi Kangogo 2020Edaddipics1A

KENYA TECHNICAL TRAINERS COLLEGE
IS 4004-KNOWLEDGE MANAGEMENT
ASSIGNMENT ON CULTURE
2020ED142389
PURITY JEPKEMOI KANGOGO
2020EDADDIPICS1A
OUR TYPES OF ORGANIZATIONAL CULTURE

Organization-is an organized group of people with a particular purpose, such as a business or
government department.
Culture-the ideas, customs and social behaviors of a particular group of people or a society.
Organizational Culture-these are the shared values, attitudes and practices that characterizes an
organization. It is the personality of the organization and plays an important role in the
employees overall satisfaction.
There four types of organizational culture as discussed below:
1) The Clan culture
2) The Adhocracy culture
3) The Market culture
4) The Hierarchy culture
1) The Clan culture
This is an organizational culture that is focused in the sense that the organization feels like one
big happy family. It is a highly collaborative work environment where every individual is valued
and communication is a top priority.
Clan culture is often paired with a horizontal structure which helps to break down barriers
between the senior executives and the employees and encourage mentorship opportunities.
The organizations are action-oriented and embrace change since they are highly flexible. Team-
building is prioritized.
The Clan culture can be created though:
Letting the employees know that the management is open to feedback. The management finds
out the values of the employees, what they like to see changed within the organization, what
ideas they have to help push the organization further.
The employee’s thoughts are taken and put into account and then into action.
They are found in places such as:

They are often seen in startups and smaller organizations. Young organizations that are just
starting out to put a heavy emphasis on collaboration and communication, leadership looks to
employees for feedback and ideas.
Advantages of Clan culture
 Productivity and organization’s growth is consistent due to its highly flexible nature
 There is clear communication and transparency
 Employees are appreciated and also criticized constructively.
Disadvantages
 A family –style corporate culture is difficult to maintain as the organization grows.
 With a horizontal leadership structure day-to-day operations can seem chaotic and
lacking directions.
2) The Adhocracy culture

They are rooted in innovation. These are the organizations that are on the cutting edge of
their industry that is they are looking to develop the next big thing before anyone else has
even started. To do so they need to take risks.
Adhocracy culture values individuality in the sense that employees are encouraged to
think creatively and bring their ideas to the table. The ideas need to be tied to the
organization’s growth and success.
How Adhocracy culture can be created:

Depending on the organization, it may be hard to develop an authentic Adhocracy culture
that includes high-risk organization’s strategy.
Implementing strategy and brainstorming session provides employees with the
opportunity to share big ideas that can help to propel the organization further. Rewarding
successful ideas encourages teams to think outside the box.
Where Adhocracy culture is found:

Adhocracy culture is found in organizations such as Google, Facebook, Apple, Twitter
and even You Tube. It is found in organizations that embody the external focus and risk
taking nature of Adhocracy culture. These organizations run on creative energy and do
what has not been done before.
They are common in places with over changing tech industry where new products are
being developed and released on regular basis.
Advantages of the Adhocracy culture

 Contributes to high profit margins due to their competitive advantage in the market place.
 There is shared commitment to innovation at every level of the organization.
 There is an inclusive environment that welcomes all ideas.
 With a focus on creativity and new ideas, professional development opportunities are
easy to justify.
Disadvantages
 The fact that it is based on risking, there is always a chance that a new venture won’t plan
out and may negatively affect the organization.
 They can also raise competition between employees due to the pressure to come up with
new ideas.
3) The Market culture

Market culture prioritizes profitability. Everything is evaluated with the bottom line in
mind, each position has an objective that aligns with the organization’s larger goals.
There are often several degrees of separation between employees and leadership roles.
These are the results-oriented organizations that focus on external success rather than
internal satisfaction.
It stresses the importance of meeting shares, reaching targets and getting results.
How Market culture can be created

To create a Market culture, the organization starts by evaluating each position within the
organization. It needs to calculate the Return on Investment of every role and assign
reasonable benchmarks for production.
The organization should also consider rewarding top performers in order to encourage
similar works in the organization.
Where Market Culture can be found

Market culture are often found in larger organizations that are already leaders of the
industry. Such organizations are looking to compete and beat out anyone else that may be
comparing with them.
Advantages of the Market culture
 They are always ready to adapt to any changes in the market to ensure they maintain the
market shares and stay ahead of the game.
 Employees are consistently pushed to go the extra mile and are driven and inspired by
their leaders.
 They are profitable and successful
Disadvantages
Because there is a number tied to every decision, project and position within the
organization, it can be difficult for employees to meaningfully engage with their work
and putting their professionalism in place.
4) The Hierarchy culture
Organizations with Hierarchy culture adhere to the traditional corporate structure.
These organizations focus on internal structures by way of clear chain of command
management and multiple ties that separate employees and leadership.
In addition to a rigid structure, there is often a dress code for employees to follow.
Hierarchy cultures have a set way of doing things, which makes them stable and risk-aver
se.
How The Hierarchy culture can be created

The first step an organization needs to take to create Hierarchy culture is to control the
processes.
If the chain of commands has a gap, the organization has to fill them.
Each team and department needs to be considered to ensure they have clear long-term
and short-term goals.
Where the Hierarchy culture can be found

It is found in both ends of the corporate spectrum, from old-school organizations to those
of the customer service. These are organizations that are hyper-focused on how day-to-
day operations are carried out and are not interested in changing things up anytime soon.
Advantages of the Hierarchy culture

 There is a clear direction in how the processes takes place in the organization.
 The processes are well-defined to cater for the organization’s main objective.
 Employees feel more secure, get paid on time and are safe to stay in their role in
the long run.
 Benefits of promotions lead to exclusive advanced status and reward.
 Employees gain status through consistent hard work
Disadvantages
 The rigidity of the Hierarchy cultures leaves little room for creativity making
the organizations relatively slow to adapt to changing market environments.
 The organization takes precedence over the individual which does not
necessarily encourage employee feedback.
In my organization, a learning institution (University) the Hierarchy

structure is dominant:
Organizational culture is a primary component of functional decision making
in any University.in order for the administrators, faculty and staff to
effectively coordinate an efficient academic environment for healthy
education, continuing cultural assessment and change are necessary.
The University adheres to the traditional organization structure. The manner
in which processes of learning, administrations, resources management seem
to follow the manner in which previous generations carried them out.
There is clear management hierarchy where the Vice Chancellor is the head of
the institution. He or she is then followed by the Deputy Vice Chancellor and
then there are various heads of the different departments.
There are also the student’s leaders who represent the students in the
management.
The employees are paid on time. They are also secured through various
security personnel.
The employees get promoted from time to time due to their hard work such as
increasing their education level, their experience and generally the effort they
put in their day-to-day tasks.
There is also a strict dressing code especially for the staff and all employees
where they are required to strictly be in official attire apart the weekends
where they can dress casually but still need to be descent.

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KENYA TECHNICAL TRAINERS COLLEGE

OUR TYPES OF ORGANIZATIONAL CULTURE

They are found in places such as:

2) The Adhocracy culture

How Adhocracy culture can be created:

Where Adhocracy culture is found:

Advantages of the Adhocracy culture

3) The Market culture

How Market culture can be created

Where Market Culture can be found

How The Hierarchy culture can be created

Where the Hierarchy culture can be found

Advantages of the Hierarchy culture

In my organization, a learning institution (University) the Hierarchy

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