Guest post by Marc T. Frankel and Judith Schechtman

Welcome to this overview of the best-known organizational culture models that we have discussed.It is crucial to understand where you are right now before you develop or change anything.

Culture models: In addition to Barrett Spiral Dynamics, and Human Synergistics, there are other developmental culture theories.

Richard Barrett’s evolutionary model of development of personal and organizational values is impressive - as described in his book Building a Values-Driven Organization: A Whole System Approach to Cultural Transformat

Culture Models Continued: The Organizational Culture Inventory (OCI) is a culture survey developed and validated by Clayton Lafferty and Robert Cooke - also branded as Human Synergistics.

Let's continue to discuss the Hofstede culture model. Individuality (or Collectivism) and Masculinity (or Femininity) also affect our thinking about people in organizations.

Culture Models: Geert Hofstede did extensive research on national cultures. I admire his work as it helps you gain understanding in differences between cultures and people.

In this Culture Model Series: Terrence Deal and Allan Kennedy were among the first to identify four culture types, back in 1982 when they published their book Corporate Cultures.

Let's continue this Culture Model series: Fons Trompenaars is known for his model of national culture differences with seven dimensions, that he developed with Charles Hampden-Turner.

I discussed the Competing Values Framework at length because it is such a foundational framework and proves to be so useful.

In this new series, I'll discuss the best-known organizational culture theories and tools and compare them to the Competing Values Framework and its OCAI survey. Which model you like best depends on your situation.

Learning to “see” culture; group dynamics, beliefs, and behaviors is always helpful at work.