Command

culture type: command

Command cultures value certainty, precision, and dependability. Roles are clearly defined and systems and policies are in place to ensure that things are done the same way every time. Direction tends to come from the top and trickle down - so ideas within the organization may get lost. Focus is placed on process over people with the environment feeling structured and serious.

preferences

  • certainty, precision, dependability
  • defined roles, systems and policies that ensure things are done the same way every time
  • decisions being made by leadership and then disseminated to others

Working With Me

  • be precise and concise
  • give me a decision to make

Dean’s top culture values

  • adaptability

    Those who place high value on Adaptability tend to easily adapt to changing circumstances or requirements. Those who place low value on Adaptability typically prefer to maintain tried and true processes.

  • rewarding team success

    Those who place high value on Rewarding Team Success tend to identify and reward collective team success over individual success. Those who place low value on Rewarding Team Success prioritize and reward individual performance over the success of teams.

  • being competitive

    Those who place high value on Being Competitive tend to set aggressive targets and make an effort to achieve more than others. Those who place low value on Being Competitive typically prefer to work collaboratively to achieve a collective win.

  • stability

    Those who place high value on Stability tend to prefer consistency and predictability in their environment and with others. Those who place low value on Stability typically enjoy change and variation in projects and schedules.

  • high pay for good performance

    Those who place high value on High Pay for Good Performance tend to expect reward and compensation to be based on performance. Those who place low value on High Pay for Good Performance typically expect compensation to be consistent across responsibilities.

  • Being Distinctive / Different From Others

    Those who place high value on Being Distinctive/Different From Others tend to identify and demonstrate unique abilities. Those who place low value on Being Distinctive/Different From Others typically prefer to blend in and fit in with others.

  • achievement oriented

    Those who place high value on Achievement Oriented tend to continually focus on achieving successes that advance them in their role and career. Those who place low value on Achievement Oriented typically believe that learning and contributing overrides receiving rewards.

  • being people oriented

    Those who place high value on Being People Oriented tend to enjoy interacting with others and consider people before pragmatics. Those who place low value on Being People Oriented typically prefer to work with data and systems over people.

  • having high performance expectations

    Those who place high value on Having High Performance Expectations tend to work hard to achieve goals and expect the same of others. Those who place low value on Having High Performance Expectations typically balance completing work with maintaining personal balance.

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