MATCHING PEOPLE WITH CULTURES

GOFFEE & JONES TYPOLOGY EXPLAINED

Networked culture (high on sociability, low on solidarity).

Organizations with this type of culture view members as family and friends. People know and like each other. People willingly give assistance to others and openly share information. The major downside to this culture is that the focus on friendships can lead to a tolerance for poor performance and creation of political cliques.

Mercenary culture (low on sociability, high on solidarity). 

Organizations with this type of culture are fiercely goal-focused. People are intense and determined to meet goals. They have a zest for getting things done quickly and a powerful sense of purpose. A mercenary culture is not just about winning; it is about destroying the enemy. This focus on goals and objectivity leads to a minimal degree of politicking. The major downside to this culture is that it can lead to an almost inhumane treatment of people who are perceived as low performers.

Fragmented culture (low on sociability, low on solidarity). 

Organizations with this type of culture are made up of individualists. Commitment is first and foremost to individual members and their job tasks. There is little or no identification with the organization. In a fragmented culture, employees are judged solely on their productivity and the quality of their work. The major downside to this culture is that it can lead to excessive critiquing of others and an absence of collegiality and cooperation. Some large accounting and law firms have this type of culture.

Communal culture (high on sociability, high on solidarity). 

Organizations with this type of culture value both friendship and performance. People have a feeling of belonging, but there is still a ruthless focus on goal achievement. Leaders of these cultures tend to be inspirational and charismatic, with a clear vision of the organizations’ future. The major downside to this culture is that it often consumes employees’ lives. Its charismatic leaders frequently expect to create disciples rather than followers, resulting in a work climate that is almost “cult-like.”

Sociability
	High	Communal	Networked
	Low	Mercenary	Fragmented
		High	Low
	Solidarity