📊Methodologies for measuring culture

Our framework is founded upon the premise that numerous cultural frameworks are predominantly abstract, resulting in limited practical application. In response, we have identified and extracted the most effective components of current frameworks and deconstructed them into an easily comprehensible model. This model is designed to provide a more tangible and actionable approach to understanding corporate culture. Additionally, we have integrated recommended actions that can facilitate progress towards specific cultural goals. By adopting this framework, organizations can enhance their capacity to achieve positive cultural outcomes, and establish a more effective path towards progress.

Its easy to get confused of different framework for measuring culture, below summarizes some of the different methodologies.

Framework	Description	Illustration of framework	Pro	Con
Johnson and Scholes Cultural Web	This framework identifies six elements of corporate culture: symbols, power structures, organizational structures, control systems, routines, and rituals. It helps organizations understand how these elements interact to create their culture and how they can influence behavior and performance.		Provides a comprehensive view of organizational culture. Can help organizations understand how different elements of culture interact. Can identify strengths and weaknesses in the culture of an organization.	Can be difficult to implement. Can be difficult to get accurate and objective data. Doesn't provide guidance on how to change culture.
Hofstede's Cultural Dimensions	This framework identifies six dimensions of culture: power distance, individualism vs. collectivism, uncertainty avoidance, masculinity vs. femininity, long-term vs. short-term orientation, and indulgence vs. restraint. It helps organizations understand cultural differences between countries and how they can impact business operations.		Provides insights into cultural differences between countries. Can help organizations understand the impact of culture on business operations. Can provide a framework for managing cultural differences.	Can be oversimplified, leading to an inaccurate portrayal of a country's culture. Ignores the complexity of individual cultural experiences. Doesn't provide guidance on how to change culture.
Cameron and Quinn's Competing Values Framework	This framework identifies four different types of organizational cultures: clan, adhocracy, market, and hierarchy. The framework helps organizations understand the strengths and weaknesses of each type of culture and how they relate to performance.		Identifies different types of organizational cultures, making it easier to compare and contrast. Can help organizations understand which type of culture is most appropriate for their goals and objectives. Can provide insights into the strengths and weaknesses of each type of culture.	Can be oversimplified, leading to an inaccurate portrayal of an organization's culture. Ignores the complexity of organizational culture. Doesn't provide guidance on how to change culture.
Schein's Three Levels of Culture	This framework identifies three levels of culture: artifacts and behaviors, values, and underlying assumptions. It helps organizations understand the different levels of culture and how they impact behavior and decision-making.		Provides a deeper understanding of organizational culture. Can help organizations identify the underlying assumptions that drive behavior. Can help organizations understand why certain behaviors and decisions are made.	Can be difficult to identify underlying assumptions. Can be difficult to measure and quantify. Doesn't provide guidance on how to change culture.
Denison Organizational Culture Model	This framework identifies four key aspects of corporate culture: involvement, consistency, adaptability, and mission. It measures the strengths and weaknesses of these aspects to help organizations create a more effective and sustainable culture.		Provides a comprehensive view of organizational culture. Can identify strengths and weaknesses in the culture of an organization. Can help organizations align their culture with their mission, vision, and strategy.	Can be time-consuming to implement. Can be difficult to get accurate and objective data. Doesn't provide guidance on how to change culture.

There is no one "best" corporate culture framework, as the most appropriate framework will depend on the goals and needs of the organization. Each framework has its own strengths and limitations, and organizations may choose to use one or a combination of frameworks to gain a comprehensive understanding of their culture.

Some organizations may find that certain frameworks align better with their culture, while others may find that a combination of frameworks is most useful. It is important to choose a framework that fits with the culture, strategy, and goals of the organization, and that is adaptable to changing circumstances.

Ultimately, the best framework is one that allows an organization to accurately assess its culture, identify areas for improvement, and take steps to create a more effective and sustainable culture.