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a. Strong/ weak culture- Strong culture is said to exist where staff responds to stimulus because of their alignment to organizational values. In such environments, strong cultures help firms operate like well-oiled machines, cruising along with outstanding execution and perhaps minor tweaking of existing procedures here and there. Conversely, there is weak culture where there is little alignment with organizational values, and control must be exercised through extensive procedures and bureaucracy.
b. Healthy/ unhealthy cultures- These cultures are associated with increased productivity, growth, efficiency, and reduced employee turnover and other productive behaviours.
c. Adaptive/ unadaptive cultures- c. ADAPTIVE/UNADAPTIVE CULTURES
According to Kotter and Heskett (1992), organizations with adaptive cultures perform much better than organizations with unadaptive cultures. An unadaptive culture can significantly reduce a firm's effectiveness, disabling the firm from pursuing all its competitive/operational options. An adaptive culture is characterized by:
i) Managers paying close attention to all of their constituencies, especially customers,
ii) Managers initiating change when needed
iii) Managers taking risks as appropriate
c. High/ low performances cultures- High performing cultures are characterized by the highlighted characteristics while low performing cultures manifest the highlighted cultural barriers as highlighted by Edgar (1992).
Chatelaine answered the question on June 16, 2021 at 07:02
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