There are four main cultural dimensions in the competing value framework, namely adhocracy, bureaucratic, clan and market. In addition, there are organisational culture theories such as the four core dimension of organisational culture by Harrison and Stokes in 1992 and the three paradigms of organisational culture by Rodriguez and Gomez in 2009.

Organisational culture models are frameworks used to define, shape or influence the culture of a company. Think of them as ways to frame the conversation around culture, and then sketch out or further define the action steps that can help correct, optimise or change the course of your culture.