Seven Dimensions of Organizational Culture are as follow.
Universalism vs Particularism :
Universalism says good and bad can be defined for all circumstances; you see the world as being black and white, with few shades of grey. Right is right and wrong is wrong; acontract, agreement or commitment is fixed and there is a clear distinction between what is true and a lie. Typical universalist cultures are the USA, Canada, UK, Germany, Netherlands, Switzerland and Australia.
Particularism gives greater attention to the obligations of relationships ad unique situations. Woild you give evidence against a friend who had been speeding and caused a traffic accident? A contract is the basis for an agreement, rather than being fixed for all time-because people and circumstances may change after you have signed it which means you reinterpret its conditions.
Individualism vs Collectivism :
Individualism leaves people free to contribute to the collective as and if they wish; ultimately, however, they are free to take their own decisions and lead their lives as they will. Equally, you are free to make your own mistakes and there is little loss of face when you do.
Collectivism puts the emphasis on shared benefits and judges individuals by what they put in. Should the team take responsibility for a mistake made by one member? Keeping face in relation to the group becomes to great importance and loss of face must be avoided at all costs.
Neutral vs Emotional :
Neutral cultures spawn business relationships which are instrumental and focus on objectives.
Emotional business dealings- involving anger, joy and passion- are acceptable at the other end of the scale. If you are upset at work, you display your feelings.
Specific vs Diffuse :
Specific behaviour puts contractual before personal concerns; you out the job in hand first and if any relationships result, it is a bonus but not a prerequisite of successfuk working.
Diffuse behaviour overlaps the two sets of issues and takes time to weave them together. You spend as much time on the relationships as on the business. You overlap the personal and functionaland spend time outside working hours with your work colleagues and business contracts.
Achievement vs Ascription :
In Achievement culture, people are accorded status based on how well they perform their functions
Ascription orientation awards status according to birth, kinship, age, gender, conncetions, school. In your culture, does the “right” family name carry weight?
Sequential vs Synchronic :
A sequential time culture is the one in which the people like events to happen in chronological order. The punctuality is very appreciated and they base their lives in schedules, plannification and specific and clear deadlines. In this kind of cultures time is very important and they do not tolerate the waste of time.
In synchronic cultures , they see specific time periods as interwoven periods, the use to highlight the importance of punctuality and deadliness if these are key to meet the objectives and they often work in several things at a time.
Internal vs External control :
Internal culture can be controlled while External culture is beyond the control.
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