The management in the making / influencing of a decision. In accordance to these criteria, the Competing Values Framework identifies four categories of organizational cultures: Hierarchy, in which a strict chain of command is implemented

Market, in which control is sought, but emphasis is placed on customers

Clan, in which greater emphasis is placed on flexibility, rather than control, and fourth

Adhocracy, in which emphasis is placed on independence and control.

Finally, the Denison Culture Model is less structural and less focused on the creation and identification of specific types of culture. It is in fact constructed on a quarter of a century of research and its focus is that of aligning the organizational culture to the organizational features and goals. The Denison Culture Model is based "on the link between organizational culture and bottom-line performance measures such as return on investment, sales growth, quality, innovation and employee satisfaction" (Denison Consulting).

Unlike the previous two models which create several culture categories, the Denison Model creates two surveys which are used to ensure an alignment between organizational values, features and objectives and the organizational culture. These two surveys are:

The organizational culture survey, and the leadership development survey.

Their scope is that of correlating leadership and culture at four distinct dimensions -- mission, adaptability, involvement and consistency. The analysis goes even further to test the four dimensions,...

It strives to define and create culture by understanding all of its impacts within the organizational climate. Also, it creates opportunities for economic agents to develop their own cultures, based on at least 12 dimensions of their operations. These reasons constituted the rationale behind TUIU's decision to use the Denison Culture Model.