Gods of management - Book Report/Review Example

Book Summary The first culture described by Handy is recognized as the club and utilizes the figure of a spider web to exhibit the functioning of such a culture. He compares the branches of a web to the division of work on the basis of functions or different goods sold by a company (Handy, 1995, p.14). He states that the lines of the web that are in the middle section of the web is the area of the highest authority and as the lines that surround the web are areas where there is little power. In such a culture importance is given to maintaining relationship with the middle or the main part of the organization and in such organization positions of individual employees is of little importance.

Handy states that decision making is quite speedy in this form of culture and the maintenance of quality of operation is dependent on Zeus and those who are in the middle section of the web (Handy, 1995, p.16). The second kind of organizational culture determined by Handy is the role culture. In this kind of culture, importance is given to individual roles and tasks performed by employees. Handy uses a Greek temple in order to symbolize this kind of culture (Handy, 1995, p.44). . This kind of culture is based on legitimate power source rather than personal power source.

This culture best suits those organizations that remain stagnant and do not take up changes. This form of culture is quite evident in public organizations. The third culture identified by Handy is the task culture which is symbolized by a lattice and this culture is quite dynamic in nature (Handy, 1995, p.70). Organizations following this culture tend to spend heavy amount of time and money on development of employees and research. In such organizations changes arise at a very fast pace and to meet the challenge of these changes, task forces are created for temporary time period.

Such organizations give immense importance to expertise of individuals working within the organization and all the departments and functions are continuously working together to meet organizational aims and objectives (Handy, 1995, p.72). In such an organization communication of utmost importance to meet the challenges faced due to changes. In such organizations, leadership roles are assumed on the basis of individual expertise and such organizations depend heavily on up to date information to operate in an effective and efficient manner.

The fourth and the last form of culture identified by Handy is the person culture which is symbolized through a circle with a lot of dots within it and basically is a representation of cluster (Handy, 1995, p.97). Organizations that follow such a culture do not have a framework of formal hierarchy; this means that such organizations do not believe in legitimate power which is derived from the position of an individual within an organization (Handy, 1995, p.100). Handy has not stated which culture is best