According to Handys Model of Organisational Culture, which of the following best describes a Role Culture?

A Role Culture, as described in Handys Model of Organisational Culture, is characterized primarily by a clear structure where employees have defined responsibilities based on their specialized skills and job functions. This type of culture emphasizes stability, predictability, and a focus on processes, making it suitable for organizations that require strict adherence to rules and procedures.

In a Role Culture, individuals are often placed in roles that best utilize their expertise, leading to efficient task execution and coordination within the organization. The emphasis on specialization allows for a clear delineation of responsibilities, which enhances accountability and ensures that tasks are performed by individuals who have the requisite knowledge and skills.

The other options reflect different aspects of organizational cultures that do not align with the essence of a Role Culture. For example, the first option describes a Team Culture that values collaboration and expertise over defined roles. The second option portrays a Value Culture, highlighting strong shared values and beliefs among individuals, diverging from the specialization focus of Role Culture. The third option suggests a Power Culture, where decision-making is centralized and limited to senior management, contrasting with the more distributed responsibility seen in Role Culture.