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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
JANURAY 2011
VOL 2, NO 9
manner of their work improvement, performance of the company and the environment in
which employees have authority and power could be evidences of such characteristics.
Some of the main assumptions in clan culture include these issues: the environment could be
managed through team working and progress of the employee in the best manner, customers
are considered as the best partners, the organization is responsible for developing of a human
working environment and giving authority to employees and facilitating of partnership,
commitment, honesty and sense of duty are the main tasks of management.
Clan culture is a sample of a friendly and familiar place for working (where people share a lot
of themselves). This culture is similar to a large family. Leaders are considered as instructors
and preceptors (mentor i.e. guide) and perhaps as parent figures. Cohesion and connection of
the organization is resulted from honesty, sense of duty, common law and tradition. There is a
high level of commitment and the organization puts emphasis upon long-term benefit of
individual development and progress. Cohesion and unity are high and employees' spirit is
significant. Success is defined based on internal conditions and atmosphere and giving
importance to human individuals. The organization values team working, partnership,
agreement and public congregation.
4.4 Adhocracy Culture
When the developed world moved from the industrial era towards the information era four
types of organizing appeared simultaneously. This kind of organizing is an organizational
shape that shows the most rapid reaction against too much distraction and agitation and
conditions which are always getting faster and increasingly demonstrates 21 century. New
assumptions have been developed by rapid reduction of products and services' benefit life and
are completely different from assumptions of three other forms of the organization. These
assumptions include the fact that innovation and creativity lead to success, organizations are
initially entered in to business and developing of new products and services and preparation
for the future. And the main task of management is to accelerate entrepreneurship, creativity
and activity based on the latest scientific methods. It is assumed that adaptation with
environmental conditions and innovation and initiation will be leaded to new resources and
productivity. Therefore more emphasis has been on creating of a kind of insight towards
future, organized disorder and analysis of law and order.
The term adhocracy comes from the adho root which points to a transitional and temporary,
professional and dynamic thing. Most people perform their duty in an ad hoc task force or
committee and this will be broke up as soon as mission of this group with special task is
finished. Similarly adhocracy is temporary. It is described as "tent instead of palace", in terms
of the fact that adhocracy can form a new shape in case of establishing of new conditions. One
of the main purposes of adhocracy is to give recognition to adaptability, flexibility and
creativity when lack of confidence, ambiguity and repeated use of information is common.
Producing of innovative products and services and rapid adaptation to new opportunities is
one of the significant challenges of adhocracy organizations. Adhocracy does not concentrate
power or relations' authority unlike market or hierarchy culture. Rather power is flown from
one person to another person or from one commission team to another one, depending on what
issue or difficulty is considered at that time.
Individual identity and personality, risk acceptation and prediction of future are emphasized
highly, so that each person in an adhocracy organization is involved with production,
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