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Organizational Culture Type Assessment Questionnaire3

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

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

14,291 view

2,007 completions

1,410 likes

Verified by Daniel Hall

Psychologist with 25 years of experience

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.

Benchmarking

See How You Compare

Once you complete the test, your results are compared with real-world data from people in your country.
Below is a preview of how scores are typically distributed across each scale.

Personality Culture (PC)

Average

6.5

Normal range

4.5 — 8.4

min.

max.

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

Task Culture (TC)

Average

7.3

Normal range

4.7 — 9.9

min.

max.

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

Role Culture (RC)

Average

10.3

Normal range

8.1 — 12.6

min.

max.

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

Culture of Power (CoP)

Average

3.9

Normal range

1.1 — 6.7

min.

max.

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

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SAMPLE QUESTIONS

Example Questions From the Test

- Strong, decisive, and firm, but fair; protects loyal subordinates; generous and forgiving toward them.
- Objective and precise; avoids using authority for personal gain; expects from subordinates only what is required by their job duties.
- Avoids conflict; is easily influenced on task-related matters; uses authority to obtain the resources needed to complete the work.
- Attends to others’ personal needs; uses their position to provide opportunities that motivate subordinates’ work.
- Eager to please, hardworking, and devoted to their supervisor’s interests.
- Responsible and reliable; fulfills their duties and avoids actions that might trouble their supervisor.
- Wants to contribute to solving the task and puts forward ideas and suggestions, yet readily yields leadership to others who are more competent and capable.
- Highly interested in developing their own potential; has no bias against seeking help or training; is respectful of others’ needs and values; and readily helps others.
- Personal power and gain
- A high-status position in the formal system
- Maximum contribution to accomplishing tasks
- Attention to someone’s personal needs

These are 3 of the 15 real questions — the rest appear in the test. No sign-up needed to start.

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WHAT THE TEST MEASURES

About This Assessment

Organizational Culture Type Assessment Questionnaire Test - Symptoms and Signs

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.