Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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as the Apollo culture, after the God of harmony and order, which is how
these organisations are run.
Figure 3: The Role Culture A hierarchical bureaucracy which deals with specialist functions.
The role culture is exemplified by the importance that is placed upon
rules, procedures and job descriptions. The cultures therefore thrive best
in environments which are neither dynamic nor unpredictable, and those
environments which the organisation has some control over. Also
technical expertise is the most important aspect of this culture rather than
novelty, with the many civil service and oil industry organisations being
cited as examples of role cultures (Brown, 1998).
The main issue with role culture is that they can be very slow to
react to change, a serious problem in a world where it is considered vital
to be able to change and adapt quickly in an ever-competitive and
dynamic work area. However, for many individuals who value security
and predictability in the workplace the role culture can be highly
reassuring, while for those who are ambitious and power-orientated these
cultures can be frustrating.
1a.3) The Task Culture
At its best this should be a team-culture which is highly flexible,
adaptable, and with individuals able to make their own decisions on their
work. Mutual respect for fellow employees is based on ability in the
workplace rather than age or societal/workplace status. The focus, as the
name suggests, is on a particular job or function (Kane-Urrabazo, 2006).
Therefore getting the job done is essential, meaning that flexibility and
adaptability within the organisations are integral, and it aims at
assembling the right employees with the right resources so that the job
can be completed (Kane-Urrabazo, 2006). Handy described this as the
Athena culture because Athena is known as the problem solver and
likened the culture to a lattice or net in which there is close liaison