🔹 – Web of control. Fast, but relies on a central figure. 🔹 Role Culture – Pillars of logic and rules. Stable, but slow (think bureaucracy). 🔹 Task Culture – Net of expertise. All about getting the job done, often in teams. 🔹 Person Culture – Cluster of individual stars. The organization serves them (e.g., partnerships).
Handy (1993) saw the future: ✅ The shamrock organization (core + contract + flex workforce) ✅ The end of job-for-life ✅ Culture as the real structure handy c. -1993- understanding organizations
Just finished revisiting – and it’s striking how relevant it still is. 🔹 – Web of control
If you work in HR, OD, or leadership and haven’t read Understanding Organizations – fix that. Stable, but slow (think bureaucracy)
Here are a few options for a post about , depending on where you’re posting (e.g., LinkedIn, academic forum, blog, or Goodreads). Option 1: LinkedIn / Professional Network (Leadership & Culture Focus) Header: 📘 Rethinking how we lead? Go back to this classic.
💡 Why read a 30-year-old book? Because many of today’s hybrid work, agile team, and decentralization debates are mapped out here. Handy asks: What kind of culture fits your strategy?
Curious to hear your thoughts 👇