In the previous several chapters, I reviewed a great many dimensions that have been used to characterize cultures. I chose to focus on those that are useful for describing organizational cultures in particular. Other dimensions have been proposed, and these are often presented as universal typologies or as sets of dimensions that can be presented in combination to give a more complete profile of the organization. Many of the typologies and profiles proposed are based on questionnaires or surveys of members of the organization. We will therefore discuss typologies both as theoretical constructs and as labels derived from factor analyzing a lot of perceptual data. The fact that there are a number ...

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