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Organizational Culture Type Assessment Questionnaire

Organizational Culture Type Assessment Questionnaire Test

Understand your organization’s dominant culture type in 3 minutes. Get clear, actionable insight to align leadership, hiring, and team change with how work really gets done.

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Questions: 153 minutes

Hi! My name is Freudly, i am an AI therapist, I will give you an interpretation of the test after you complete it.

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

11596 views

1568 completions

1210 likes

Scale Explorer

How the Scales are Structured

example score

9/15

Person Culture (PC)

Measures how strongly the organization’s culture emphasizes individual autonomy, professional influence, and coordination over formal control.

Low personal culture

Moderate personal culture

High personal culture

0 – 5: Low personal culture | 6 – 10: Moderate personal culture | 11 – 15: High personal culture

A score of 9 suggests a moderate personal culture, with noticeable emphasis on autonomy and professional collaboration while organizational coordination still plays a clear role.

example score

5/15

Task Culture (TC)

Measures how strongly the organization emphasizes project execution, collaboration, and flexibility driven by expertise and results.

Low task focus

Moderate task focus

High task focus

0 – 5: Low task focus | 6 – 10: Moderate task focus | 11 – 15: High task focus

A score of 5 indicates a low task-culture emphasis, suggesting project and goal-driven collaboration is present but not a dominant organizing principle.

example score

5/15

Role Culture (RC)

Measures the extent to which the organization emphasizes formal roles, clear responsibilities, hierarchy-based authority, and adherence to rules and procedures.

Low role orientation

Moderate role orientation

High role orientation

0 – 5: Low role orientation | 6 – 10: Moderate role orientation | 11 – 15: High role orientation

A score of 5 suggests a low role-oriented culture, with relatively limited reliance on rigid rules, formalized responsibilities, and hierarchy-driven control.

example score

12/15

Power Culture (PC)

Measures the extent to which organizational influence and decision-making are centralized around a dominant leader and top-down control.

Low power culture

Moderate power culture

High power culture

0 – 5: Low power culture | 6 – 10: Moderate power culture | 11 – 15: High power culture

A score of 12 indicates a high power-culture orientation, where authority and key decisions tend to concentrate at the top and rely strongly on leader influence.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

HR and People Ops

41%OF USERS

They use it to diagnose culture fit, guide hiring and onboarding, and spot what needs to change in teams.

Managers and Team Leads

34%OF USERS

They take it to understand how decisions are really made and to adjust leadership and collaboration practices.

Change and Transformation Teams

25%OF USERS

They use it during growth, mergers, or restructures to map the current culture and plan next steps.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

RESULTS YOU CAN ACTUALLY USE

What You’ll See After You Finish the Test

Scale Results
— Explained Clearly

Your scores across each test scale, translated into plain, usable insights. Not just numbers, but what they actually mean for your daily life, emotional state, and overall well-being.

AI-Powered
Interpretation

A structured, clinically grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation — without alarmist language.

Statistical
Comparison

See how you compare to others. Your scores are placed in a statistical context, showing percentiles and trends based on anonymized platform data to help you understand what`s typical.

Practical
Recommendations

Actionable guidance tailored to your profile. Receive clear, realistic suggestions you can apply immediately — focused on coping, self-regulation, and realistic next steps.

AI-Detected
Insights

Key patterns you might not notice on your own. Surfacing subtle connections in your responses that help you better understand what may be driving your current results.

Discuss with
an AI Psychologist

Clarify, reflect, and explore right away. Talk through your outcomes, ask questions, and explore meanings in a calm, non-diagnostic dialogue environment.

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Used in 52+ countries

Benchmarking

See How You Compare

Once you finish the test, your results will be compared with real-world data from people in your country.
Below is a preview of the benchmarks we use to place your score in context.

Personality Culture (PC)

Average

6.5

Normal range

4.5 — 8.4

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Task Culture (TC)

Average

7.3

Normal range

4.7 — 9.9

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Role Culture (RC)

Average

10.3

Normal range

8.1 — 12.6

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Culture of Power (CoP)

Average

3.9

Normal range

1.1 — 6.7

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

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CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

Any questions left?

What does this questionnaire assess?

It identifies the dominant organizational culture style based on typical patterns of decision-making, coordination, and influence. Results are reported across four types: power, role, task, and person.

How long does it take and how many items are included?

Estimated completion time is about 3 minutes. The questionnaire includes 15 items.

What do the four culture types mean?

Power emphasizes centralized influence and top-down decisions; role emphasizes rules, structure, and defined responsibilities. Task emphasizes goals, teamwork, and flexibility; person emphasizes autonomy and individual priorities.

How should items be answered?

Select the option that best reflects typical conditions in the organization rather than isolated events. Use the same frame of reference across items to keep responses consistent.

How should results be interpreted?

Scores indicate relative strength of each culture type, and more than one type may be prominent. Findings describe current tendencies and should be combined with other information for decisions with high impact.

WHAT THE TEST MEASURES

About This Assessment

Organizational Culture Type Assessment Questionnaire Test

arrange organizational culture

This questionnaire is used to characterize the predominant organizational culture style within a workplace or team. The Organizational Culture Type Assessment Questionnaire provides a brief, structured snapshot of perceived norms related to authority, roles, goals, and individual autonomy.

The measure contains 15 items and typically takes about 3 minutes to complete. Respondents rate workplace situations and practices to support classification into common culture types (e.g., power, role, task, or person-oriented), consistent with the framework attributed to Charles Handy and Roger Harrison.

Results from the Organizational Culture Type Assessment Questionnaire may be used to inform organizational development discussions, leadership consultation, and human resources planning by identifying areas of alignment or mismatch between current practices and desired ways of working. Interpretation is best considered alongside other organizational data (e.g., interviews, climate surveys) and the specific context of the organization.

Author: Author not specified

Literature: Edgar H. Schein. Organizational culture and leadership. Jossey-Bass. 2010.; Kim S. Cameron, Robert E. Quinn. Diagnosing and changing organizational culture: Based on the competing values framework. Jossey-Bass. 2011.

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