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PART B: BUSINESS ORGANISATION STRUCTURE, FUNCTIONS AND GOVERNANCE 
 
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Cultural values 
can be used to guide organisational processes without the need for tight control. They 
can also be used to motivate employees, by emphasising the heroic dimension of the task. Culture can 
also be used to drive change, although – since values are difficult to change – it can also be a powerful 
force for preserving the 
status quo
.
 
4
Culture and structure 
 
Handy 
(2007)
 
classifies four types of culture, to which he gives the names of Greek deities.

Power 
culture (Zeus) is shaped by one individual.

Role 
culture (Apollo) is a bureaucratic culture shaped by rationality, rules and procedures. 

Task 
culture (Athena) is shaped by a focus on outputs and results. 

Existential 
or person culture (Dionysus) is shaped by the interests of individuals. 
The four types are differentiated by their structures, processes and management methods. The 
differences are so significant as to create 
distinctive cultures
, to each of which Handy gives the name of 
a Greek God. 
Zeus 
Power culture
The organisation is controlled by a key central 
figure, owner or founder. Power is direct, 
personal, informal. Suits small organisations 
where people get on well. 
 
Apollo
 
Role culture
Classical, rational organisation: bureaucracy. 
Stable, slow-changing, formalised, impersonal. 
Authority based on position and function.
 
Athena 
Task culture
Management is directed at outputs: problems 
solved, projects completed. Team based, 
horizontally structured, flexible, valuing 
expertise – to get the job done. 
Dionysus 
Person culture
The purpose of the organisation is to serve the 
interests of the individuals who make it up: 
management is directed at facilitating, 
administering. 
4.1 Power culture