Learning Goals:
1. How can you describe the type of culture at Solei Events according to Handy’s typology? Give reasons for your answer.
The type of culture person culture, because the different departments are not working together what is related to this type of culture and the manager is equal to other employees. Solei events is one big family without any difference between the members.
2. How can the professional culture be described? Give reasons for your answer.
The professional culture is bureaucratic. There is more freedom for the managers and they can decide without the opinion of Gerard and David.
3. Use Greiner’s growth model to analyse the issues that have arisen in Solei Events in the last 6 months.
There is a crisis of control. There is more freedom for the managers, but they do not work together with each other and they have no control.
They are in phase 3 – Delegation.
4. How does Greiner’s model help in suggesting solutions to the problems?
Solei Events has to be use more coordination. The different departments has to collaborate with each other.
5. What is Handy’s typology?
- Role culture – based on rules and procedures. There is position power and not person power. For example, local authorities, government and the public sector.
- Person culture – individual is important. Manager is equal to other employees. For example communes, not suitable for business organisations.
- Power Culture – a few people have the power and making decisions. Not many rules. Faith in individuals and does not see the need to change fast enough.
- Task Culture – Task focused and professional. Getting the job done with knowledge and up-to-date information.
(Russo etc., 2013).
6. What is Greiner’s Model?
According to the Greiner’s Model has an organisation five phases.
Phase 1 – Creativity
- The creation of a product.
- Not many employees
- Crisis of Leadership
Phase 2 – Direction
- Often a new management. Jobs become specialised.
- Crisis of independence
Phase 3 – Delegation
- New organisation structure. Bonuses for encourage motivation. Managers gets more freedom in taking decisions.
- Crisis of control
Phase 4 – Decline / Coordination
- New rules. Too bureaucratic ( hierarchy, dividing of power )
- Crisis of Red Tape
Phase 5 – Collaboration
- Solving problems by team collaboration. Use of a matrix structure.
- Growth through collaboration with extern
(Mainiero & Tromley, 1968).
7. What do you recommend for the managers in the article?
Become more personal with the employees to coordinate them, maybe with some new managers that can give structure to the company.
References:
Russo, G. M., Tomei, P. A., Linhares, A. B. J., & Santos, A. M. (2013). Correlation Between
Organizational Culture and Compensation Strategies Using Charles Handy’s Typology. Performance Improvement, 52(7), 13-21.
Mainiero, L., & Tromley, C. (1968). Evolution and Revolution as Organizations Grow.
Management, 113.