Focusing on organizational culture is super important because it's like the DNA of how things roll in a company. It's all about the vibe! A strong culture makes employees feel valued and happy, which is a big deal in keeping them motivated. Plus, it's a magnet for top talent, and in today's job market, that's huge. When you've got a culture that's all about open communication and creativity, it's like planting seeds for awesome ideas to grow. 

So yeah, it’s pretty simple to see; a positive company culture is the secret for success.

What types of company cultures are there?

Company culture can differ significantly depending on factors like industry, size, leadership approach, values, and geographic location. So, rather than trying to summarize all of the different potential cultures, let’s gather around and take a look at the Organizational Culture Assessment Instrument (OCAI) created by Cameron and Quinn. This instrument identifies four types of cultures within organizations, utilizing the Competing Values Framework as its basis;

Clan culture (flexible/internally focused)

Imagine working in a place that feels like a second family. That's clan culture for you. It's all about teamwork, getting everyone's opinions, and making decisions together. Leaders are more like mentors or coaches here, and there's a big focus on making sure everyone feels supported and valued. Communication is open, everyone respects each other, and it feels like you're part of a close-knit group.

If you were to ask a clan culture company how they go about their business, it might sound something like this:

“Over at Company A, we're like family. During our weekly brainstorming sessions, everyone pitches in, supporting each other through thick and thin. When a client's challenge came up, we banded together, finding an innovative solution that strengthened our bond as a tight-knit clan.”

Adhocracy culture (flexible/externally focused)

This is where creativity and innovation take the front seat. If you love coming up with new ideas, taking risks, and constantly changing things up, adhocracy culture is your jam. Organizations with this culture are always looking to be the first in new developments, encouraging out-of-the-box thinking. Leadership is about inspiring change and pushing boundaries. It's a place where rules can be bent in the name of innovation.

So, if you were to hit up an adhocracy culture company about how they do things, it'd probably go something like this:

“At Company B, we're all about thinking outside the box. When our competitor dropped a game-changer, we didn't miss a beat. We threw impromptu brainstorming sessions, and boom! We came up with a groundbreaking idea that put us ahead in the game.”

Hierarchy culture (stable/externally focused)

Here, it's all about structure and order. Think clear roles, specific processes, and a love for stability and efficiency. If you appreciate knowing exactly what's expected of you, with well-defined paths and procedures, you'd fit right in. Leaders act in traditional managerial roles, focusing on keeping everything running smoothly. Decisions usually come from the top down, and there's a big emphasis on consistency and precision.

Ever wondered how a hierarchy culture company rolls? Well, if you ask them, it's likely to sound a bit like this:

“Company C runs like clockwork. When our shipment got held up, no sweat. We followed our protocols to a T, kept things moving smoothly, and didn't skip a beat. That's just how we roll—structured, efficient, and reliable.”

Market culture (stable/internally focused)

Now, if you're all about hitting targets and outdoing the competition, market culture is where it's at. This culture is fixated on results and performance. Organizations with a market mindset are driven to be the best, prioritizing achievements and often fostering a competitive environment. Leadership is about being decisive and goal-oriented, always with an eye on the prize—whether that's market share, revenue, or being number one.

If you're curious about how a market culture company gets stuff done, here's a peek at what they might say:

“At Company D, we're all about winning. So when a competitor tried to mess with our market share, we weren't having it. We kicked into high gear, went all out with our strategies, and guess what? We not only held our ground but came out even stronger.”

Do real companies really follow these types of cultures?

Ok, so it’s fine for us to give you fictional examples of these cultures, but what about real-life ones? Yes, these cultures aren’t just on-paper-theories, many companies adopt the different types.

Below, we get stuck into different companies and how they adopt different cultures. Also, don’t be surprised if you see some of the same companies in different categories. Some of them are giants in the industry, meaning different areas of how they operate may have a different culture. Don’t forget that some of them may have had a certain culture before being taken over by new management with new ideas.

Let’s get into this!

Real-life clan culture examples

1. Zappos

At Zappos, they're about building a family and building a company culture. This vibe shines through in everything they do, from their unique hiring process to their approach to management—or should we say, their lack thereof. They ditched the traditional hierarchy for something called 'Holacracy', which is basically a fancy way of saying everyone has a say in how things are run. 

The idea is to make the workplace feel more like a community, where everyone supports each other and has fun doing it. And it works; Zappos is known for its incredible customer service and happy employees.

2. Google

Google has practically become synonymous with the cool workplace. But it's not just about the free meals and the slides in the office. Google genuinely wants its employees and customers to feel like they're part of a big, innovative family. They work on projects in teams, often deciding together the best way to tackle problems. Talk about building an inclusive workplace! This sense of collaboration and freedom to innovate is what keeps Google at the cutting edge. Plus, knowing your workplace cares as much about your happiness as it does about its products? That's pretty special.

3. Patagonia

Patagonia is more than just an outdoor apparel company; it's a cause. Everyone working there shares a deep passion for the environment and sustainability. They're comrades in arms, fighting the good environmental fight together. Patagonia backs this up by getting involved in environmental activism and making sure its employees can too, by offering paid leave for protests and volunteering. 

Patagonia has shown here how creating the best culture isn’t always down to fun perks and snacks.

4. Southwest Airlines

If you've ever flown with Southwest, you might have noticed something different about the way they do things. There's a sense of fun and warmth that permeates everything, from the way they greet you boarding the plane to how they joke during the safety instructions. That's because Southwest operates like a big, happy family, where everyone is encouraged to look after each other and not take life too seriously. This philosophy has earned them not just loyal employees but loyal customers too, proving that a little kindness goes a long way.

5. Warby Parker

Warby Parker is doing things differently in the eyewear industry, and that includes how they treat their employees. It's a place where everyone feels they're part of something bigger, working together not just to sell glasses but to make the world a better place. Their 'Buy a Pair, Give a Pair' program is a reflection (in the glasses) of their core values, shared by everyone in the company. This sense of purpose and teamwork makes Warby Parker not just a great place to work, but a company that customers feel good about supporting.

6. Netflix

Over at Netflix, things are a bit different - in a good way. They've tossed the traditional rulebook out the window and run with something they call "freedom and responsibility." Basically, they trust their team members big time, giving them the reins to make decisions and shake things up. This approach has built a culture where everyone feels empowered, fostering a sense of belonging and innovation. 

Netflix makes sure its people know they're valued not just for the work they do but for the ideas they bring to the table. And with perks that emphasize work-life balance and personal growth, it's clear Netflix cares deeply about its crew, creating a vibe that's more like a close group of friends than just colleagues.

Real-life adhocracy culture examples

7. Google

We’re back with Google again. You didn’t think a company as big and multifaceted as Google only focuses on one culture for all their products and areas of innovation? 

At Google, the adhocracy culture fuels an environment where innovation and creativity are not just encouraged; they're a way of life. The "20% time" policy, a notable hallmark of this culture, gives employees the freedom to dedicate one day a week to pursue projects outside their primary job responsibilities. 

This policy has led to the development of some of Google's most famous products, like Gmail and AdSense. The idea is simple yet revolutionary: when you trust your employees to manage their time and follow their passions, groundbreaking innovations can emerge. This approach not only encourages a strong sense of ownership and engagement among team members but also keeps Google at the cutting edge of technology.

8. Spotify

Imagine Spotify as a big building filled with tons of little start-ups, each jamming out to their own beat. That's their adhocracy vibe. They've got these small, self-managed teams, called squads, that handle different slices of the Spotify pie, from playlists to tech tweaks. This setup lets them move fast, try new things, and pivot quicker than you can skip a track. It's like every squad has the green light to innovate without a maze of red tape slowing them down. This freedom keeps Spotify at the top of the charts in the music streaming world, always a beat ahead of the rest.

9. Valve Corporation

Valve's way of doing things is like gaming's open-world exploration they create—no set paths, just endless possibilities. There's no boss telling you what project to work on; you just gravitate to whatever game or idea sparks your interest. There are also no official titles within the company. This culture building approach has cooked up some of the coolest games out there. Valve proves that when you let smart people chase what they're passionate about, magic happens. It's a flat world over there, where good ideas win, not just the ideas from people with the fanciest titles.

10. Amazon

At Amazon, it's like everyone's got their own lab to cook up the next big thing. Innovation and customer obsession are the name of the game. They're all about trying new stuff, knowing full well that not every experiment is going to be a home run. Small teams zip around, making decisions fast, all to make sure they're giving us what we want before we even know we want it. From books to AI, Amazon's adhocracy culture keeps them sprinting ahead in the innovation marathon, whilst always improving their company culture.

11. NASA

Back when NASA was all about putting boots on the moon, they were the ultimate adhocracy in action. They had this single, crazy goal and a bunch of teams empowered to make it happen. Imagine being told, ‘Okay, find a way to land a person on the moon. Go!’ That's exactly what they did. Flexibility, innovation, and speedy problem-solving led to one giant leap for mankind. NASA's Apollo-era culture was all about dreaming big, with a clear aim and the freedom to chase it down.

Real-life hierarchical culture examples

These days, the word ‘hierarchy’ is usually met with some form of initial negativity, especially in the business world. 

Sure, a traditional, hierarchical setup has its perks; think stability and a clear chain of command. But, it's not all sunshine and rainbows. This kind of structure can be pretty stiff, potentially putting a damper on new ideas and making it take forever to get decisions made. That's why you're seeing some companies starting to shake things up and lean towards a more go-with-the-flow, decentralized vibe. They're betting that by doing things this way, they can spark faster innovation, get their teams more involved, and be quicker on their feet when the market throws a curveball.

When Ricardo Semler took the reins at Semco Partners, he flipped the script on how things were done. Gone were the days of the old-school, top-down way of managing. The company was kind of stuck and not doing great, so in the late '80s and early '90s, Semler decided it was time for a major shake-up. 

He got rid of the rigid hierarchy that was in place and switched it up for something way more democratic and hands-on for everyone involved. This new setup was all about giving employees more freedom, making them feel responsible for their work, and letting them have a say in the big decisions. And guess what? It worked wonders. Semco became more flexible, creative, and innovative, which not only boosted productivity but also made employees way happier.

But, of course, you've still got plenty of big, established places sticking to the old ways because they need that solid, unshakable foundation to keep things running smoothly.

Some examples include:

12. IBM

IBM has always been a bit of a trendsetter in the tech world, famous for keeping things organized with its top-down approach. This kind of setup helps IBM stay on point across the globe, making sure they can pull off big projects and get complex tech solutions out to their customers without a hitch. It's all about having a game plan and knowing who calls the shots, which is super handy when you're diving into cool stuff like quantum computing and AI. They've got this knack for making sure even the most out-there ideas come to life in a way that's sleek and methodical.

13. Mcdonald’s

McDonald's, on the other hand, has got the fast-food game on lock thanks to its own take on the whole hierarchy culture. This setup is the ‘secret sauce’ behind making sure your Big Mac tastes the same in Tokyo as it does in Texas. It's all about making things tick like clockwork, from how quickly you get your fries to keeping that classic taste consistent. Plus, this approach lets them roll out big changes, whether it's tweaking the menu or getting greener, with the kind of precision you'd expect from a well-oiled machine.

14. Ford

Ford's story isn't much different when it comes to loving a good pecking order. It's helped them keep things smooth on the assembly line and adapt through the industry's roller coaster ride. At Ford, it's all about sticking to the playbook and making decisions through the right channels, which has been a big help as they shift gears into the electric vehicle scene. This focus on order and efficiency is what's kept them in the race, making sure they're always ready to take on whatever's next with style.

Real-life market culture examples

15. Apple Inc.

This tech giant lives and breathes a market mindset. Think cutting-edge iPhones and sleek MacBooks that set trends. Under Steve Jobs, Apple was all about being the best, making products that weren't just gadgets but fashion statements. Their whole ethos was (and still is) about leading the pack and being number one. Apple's game is innovation, user experience, and, let's be honest, making you feel cool. That relentless push to top the charts? Pure market culture in action.

16. Amazon

Amazon is like the king of the retail jungle, constantly exploring and conquering new territories. Jeff Bezos turned Amazon from a bookstore into a do-it-all online emporium. Amazon's secret lies in obsessing over customers, squeezing into new markets, and never being afraid to shake things up. They reinvest every penny to grow bigger, from retail to cloud computing. Their mantra: Keep customers happy and the competition on their toes. It's all about dominating the market, one Prime delivery at a time.

17. Walmart 

Walmart is the big fish in the retail pond, known for its unbeatable prices. How? By focusing on a massive scale and pinching pennies wherever possible. This strategy has made Walmart a household name worldwide. They're all about giving you more bang for your buck while keeping competitors scrambling. Walmart's playbook is simple: Cut costs, keep prices low and watch the customers roll in. It's a classic example of market culture—dominated by being the cheapest game in town.

18. Nike

Nike is all about winning, whether it's on the sports field or in the market. Their strategy focuses on stellar marketing, top-notch products, and getting the biggest sports stars to say, ‘Just Do It’. This drive to be the best has made them the go-to brand for athletes and couch potatoes alike. Inside Nike, it's like a constant race to outdo themselves and everyone else, proving their market mindset isn't just talk; it's how they sprint ahead.

19. Goldman Sachs Group

In the high-stakes world of finance, Goldman Sachs plays to win. This banking behemoth thrives on being a step ahead, always gunning for top-dog status. Their culture is all about excellence, making big moves, and keeping clients coming back for more. At Goldman, the aim is to be very the best dealmakers. This relentless pursuit of success and influence is market culture in its purest form—high finance edition.

20. Tesla

Tesla, under Elon Musk, is a revolution on wheels. They turned the auto industry on its head, making electric cars not just viable but desirable. Tesla's mantra is innovation, pushing boundaries, and not settling for second place. Their approach consists of bold moves, big claims, and cars that feel like the future. Through these methods, Tesla has completely changed how we think about transportation. 

Imagine telling someone in the 1950's that electric cars are going to be the way forward! 

That ambition to drive (pun intended) the future? It's a market mindset through and through.

No matter what company culture you have, never sleep on company retreats!

Whether you’re a market culture crazed company, or a more relaxed, adhoc-y team, you’ll always need to find the time to let your hair down, not only for yourself but your entire team, too! Think evening cocktails after a day of team-building on the beach. Or a well-deserved team meal after hiking in the woods all day. 

Sounds great, right? But who on this earth has the time to plan such an excursion?! We’re betting you don’t! 

Well, that’s where Surf Office comes in. 

Surf Office has had the pleasure of organizing over 700+ retreat experiences, including remote teams, for many different companies. Here’s how what we offer:

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