easures dont work, the management will fall, or the whole temple will collapse in merger, bankruptcy, or a consultants reorganization (Handy p. 48).The next type of organization is the task or Athena culture. This type of organization basically views management as being basically concerned with the continuous and successful solution of problems (Handy p. 70). The management accomplishes this by first locating or finding the problem. After locating the problem, appropriate resources are given to solve the problem and waits for the results. In this type of organization, performance is judged by the results or problems solved.The symbol the author uses for the task culture is a net. According to Handy, these types of organizations draw resources from various parts of the organization in order to solve a problem. In this type of culture, power lies at the interstices of the net and is a network of loosely linked commando units, each unit being largely self-contained but having a specific responsibility within an overall strategy (Handy p. 72). In the Athena culture, only expertise in a specific field is the source for ones power or influence. For example the author states that [t]o contribute to your group, you need talent, creativity, a fresh approach, and new intuitions. It is a culture where youth flourishes and creativity is at a premium (Handy p.72).However, the author asserts that task cultures are expensive organizations to run. The author supports his assertion by stating that these types of organizations are staffed by experts who demand their market worth. Furthermore, the author maintains that these experts discuss in excess the problems an organization faces which results in costing the organization a large quantity of money. Also he states that some problems are not solved the first time around, so there is a need to experiment which results in some errors and those errors also cost the organization money. This l...
