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AFTER EXCELLENCE: MODELS OF ORGANISATIONAL CULTURE FOR THE PUBLIC SECTOR
Author(s) -
Sinclair Amanda
Publication year - 1991
Publication title -
australian journal of public administration
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.524
H-Index - 41
eISSN - 1467-8500
pISSN - 0313-6647
DOI - 10.1111/j.1467-8500.1991.tb02293.x
Subject(s) - excellence , organizational culture , public sector , public relations , sociology , public service , control (management) , culture change , work (physics) , business , political science , management , social science , law , engineering , economics , mechanical engineering
Organisational culture is recognised as a critical ingredient of organisational effectiveness. However, the popular “excellence” model of managing organisational culture is unsuited to the contingencies and character of many public sector organisations. Termed here the cultural control model, it is the only widely shared understanding of good culture and haw to create it. As a generic prototype of culture it is limited, since it relies on management imposing a culture on a work force devoid of subcultural conflict. Three other models of organisational culture are introduced which offer more promise for the public sector: the subcultural model; the professional‐managerial multiculture; and the public service or public interest model. These other models recognise in the culture‐building strategies they prescribe that culture is deeply‐rooted and not readily malleable by management and that subcultures affect organisations in various, not necessarily negative, ways. While the cultural control model reminds us of the significance of culture to better management, subsequent research has refined models of organisational culture which are more Consistent with the values and ethics of professionalism and good administration.