{"id":2562,"date":"2018-03-15T09:34:52","date_gmt":"2018-03-15T08:34:52","guid":{"rendered":"https:\/\/futuramo.com\/blog\/?p=2562"},"modified":"2022-06-11T14:21:08","modified_gmt":"2022-06-11T13:21:08","slug":"tight-vs-loose-right-company-culture","status":"publish","type":"post","link":"https:\/\/futuramo.com\/blog\/tight-vs-loose-right-company-culture\/","title":{"rendered":"Tight vs. loose company culture – which one is right for your business"},"content":{"rendered":"

When researcher Karl Weick formulated the concepts of tight and loose organizational structures, he was describing educational institutions. However, any structured group or organization can be classified in these ways. This includes the loose coupling of a hippie commune with a very informal organizational structure. Military forces, on the other hand, have tight coupling with very disciplined and formal structure.<\/p>\n

Likewise, the culture of businesses can also be described as either loose or tight. There is no wrong or right culture, but your employees need to feel comfortable with the company culture in order to be happy at work. When they feel like their company\u2019s culture is a good fit for them, they may be more productive and have better professional relationships with coworkers. According to Gallup, 51 percent of the American workforce is not engaged in the company that they work for. The Engagement Institute states that this type of disengagement may cost companies as much as $550 billion each year<\/a>.<\/p>\n

\"loose<\/p>\n

Meanwhile, approximately 47 percent of people who are looking for a new job<\/a> company culture as a primary reason, according to Hays. You may have more control over the culture in your organization than you might think. CultureIQ states that executive leadership has been identified as a driving force for company culture in 83 percent of businesses<\/a>.<\/p>\n

Should your company have a loose or tight culture? The owner\u2019s personal preference and managerial decisions will determine this, and there is no right or wrong option. Both loose and tight cultures have their pros and cons. A closer look at each one may help you define the culture that you want to create.<\/p>\n

Loose company culture<\/strong><\/h2>\n

A loose company culture fosters creativity and values free thinking. Workers are given the freedom to explore new ideas and even to experiment within limits. This type of culture generally is a good fit for many people because workers do not feel as though they must conform to company goals. Managers allow workers to handle their tasks as mature adults rather than micromanaging them. In many cases, a loose company culture has a flexible work environment. For example, telecommuting is more common in a loose company culture.<\/p>\n

Zappos is a reputable online retailer that is based in Las Vegas, and it is a perfect example of how a successful company with a loose culture is run. Employees are given exceptional freedom in the workplace. All 1,500 employees have created their own job titles. They all feel free to work independently, but they know that their opinions are valued. Employees report to teams rather than to a specific manager, and they are encouraged to develop new skills through a badge system. Even in the call center, freedom reigns. Call center reps are not required to speak with a script or to monitor how much time they spend on a call.<\/p>\n

\"creativity<\/p>\n

Here are some of the advantages of running a business with a loose company culture:<\/h3>\n