eads the author to conclude that these types of organizations tend to flourish in times of expansion, when the products , technologies, or services are new or when there is some sort of cartel arrangement that provides a price floor (Handy p. 74).However, the author contends that a task culture comes into difficult times when the organization needs to make the solutions permanent or routine, and that the cost of maintaining the culture seems excessively expensive. Furthermore, the author asserts that the life of task cultures are short. To support his assertion, the author states that if [organizations] are successful, they will grow big, and to pay their way will take on a lot of routine or maintenance work, which requires Apollonian structures (Handy p. 74). In essence, this leads to the transformation of a task culture into that of a role culture.The last type of culture or philosophy that the author discusses is the existential or Dionysus culture. In an existential culture, the author asserts that the organization exists to help the individual achieve his purpose. This is in contrast to the other three types of cultures where the individual is there to help the organization achieve its purpose.The symbol the author uses for this type of culture is a cluster of individual stars loosely gathered in a circle. The members of this type of organization are not interdependent and thus does not cause an organizational change if one or more members leave the organization. In this type of organization, management is considered a chore. Furthermore, a manager is considered the lowest status in such organizations. Furthermore, in an Dionysus culture, the manager can only manage by consent, and every individual has the right of veto, so that any coordinated effort becomes a matter of endless negotiation. An example the author gives the reader of a Dionysus culture is a university. The author maintains that a university is a existent...
