Cultural assessment
Try one of the best company culture assessment tools and discover what type of company culture you thrive in using our free organizational culture quiz.
Scientific assessments, with this cultural values test inspired by Hofstede’s culture insights.
This psychometric assessment is grounded on Hofstede’s cultural dimensions and measures what you value most in a company’s culture.This test is a validated way of testing culture preferences.
Benefits
Gyfted’s free online organizational culture assessment provides you with insights into your cultural fit in the workplace. You will be able to better understand whether you are competitive and independent at work and what you should look for in the next company you join.
Why is this of value to me?
Knowing what company culture and work environment fits you and your needs is essential when looking for a healthy career. There are a variety of factors that influence how happy and successful you will be in any organization. For example, some companies are more approachable, employee-oriented, and open to novel ideas and processes, while some are more conventional and work-oriented with tighter control. The first step to identify your culture fit is by using our individualism-collectivism scale test and use your feedback as a tool to grow personally, as well as professionally, to develop your career choices.
How you can use this test?
Ways you can use your online free team assessment results:
Get instant feedback that describes your ideal team culture based on your answers
Become more aware of what kind of company you want to work for
Share your ideal work environment results with friends and see how you compare
How it works?
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you through the process. It’s
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What's Inside? Get immediate feedback by measuring these traits in you
Organisational effectiveness
The ability of an organization to achieve its goals and objectives efficiently and effectively.
Customer orientation
The emphasis an organization places on understanding and meeting the needs and expectations of its customers.
Level of control
The extent to which rules, policies, and direct oversight are used to oversee and manage operations.
Focus
The primary area where an organization directs its energy and resources, such as towards innovation, quality, or customer satisfaction.
Approachability
The ease with which individuals within the organization can be reached, communicated with, and are open to new ideas and feedback.
Collectivism
The value placed on group harmony and cohesion, with a preference for collective decision-making and shared responsibility.
Cultural assessment
The Company Culture Test, also known as organizational culture assessment or work environment test, evaluates the culture of a workplace. This is key for businesses wanting to understand and improve their working environment, fostering a positive and productive workplace culture.
The Company Culture Test is influenced by research in organizational psychology done by Dutch social psychologist Dr Hofstede who created Hofestede's universal cultural dimensions theory, which investigates the role of culture in organizations and nations and is a universally used tool to objectively measure culture.
Assessment Insights
This Company Culture test helps individuals identify their preferred company culture, guiding their career decisions and promoting job satisfaction. In interpersonal settings, it can foster mutual understanding and effective collaboration by aligning with a shared company culture.
Moreover, the test can also be used by employers to assess the company culture and identify areas for improvement. For instance, if the majority of employees prefer a collaborative and supportive work environment, the company can implement team-building activities and encourage open communication to foster this culture. On the other hand, if the test reveals a preference for a more competitive and individualistic culture, the company can focus on setting clear performance metrics and providing opportunities for individual growth and recognition. Additionally, the test can be used during the hiring process to ensure that new hires align with the company culture and values, reducing turnover and promoting a cohesive team dynamic. Overall, the Company Culture test is a valuable tool for both individuals and organizations to promote job satisfaction, effective collaboration, and a positive work environment.
Scientific and Empirical Foundations
Hofstede's cultural dimensions theory: Hofstede, G. (1980). Culture's Consequences: International Differences in Work-Related Values. Beverly Hills, CA: Sage Publications. Assessment of company culture: Cameron, K. S., & Quinn, R. E. (2006). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons. Company culture and job satisfaction: Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction–job performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127(3), 376–407. Company culture and effective collaboration: Schein, E. H. (2010). Organizational culture and leadership. John Wiley & Sons. Company culture and hiring: Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals' fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281-342. Impact of company culture on work environment: Denison, D. R. (1990). Corporate culture and organizational effectiveness. John Wiley & Sons. Company culture and values: Hogan, R. J., & Holland, B. (2003). Using theory to evaluate personality and job-performance relations: A socioanalytic perspective. Journal of Applied Psychology, 88(1), 100-112.
Cultural assessment
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Frequently asked questions
What is company culture?
An organization’s culture is the overall character of the business and defines the way the organization functions and the attitudes that prevail in it. Workplace culture includes shared values, beliefs, behaviors, goals, attitudes, and work practices established by leaders within the organization. The elements of a company’s culture are communicated and reinforced through actions and behaviors above all, ultimately shaping employee perceptions, attitudes, and behaviors that lead to desired and undesired outcomes. Companies with strong organizational cultures tend to balance between the extremes and take the most from various managerial approaches to create win-win situations for themselves and their employees.
What different types of organizational cultures are there?
Our key types of organizational culture include 7 dimensions:
- Organizational effectiveness: means-oriented, focused on how to achieve the goals and open to novice ways and improvement vs goals-oriented, looking to get the job done quick often in a conventional way
- Customer orientation: internally driven, focused on best reproducible result vs externally driven, work is adapted to the needs of individual customers
- Level of control in the workplace: easy-going, giving employees more flexibility at work vs process-focused, with some rules and procedures in place
- Focus: local, most decisions coming from local authority vs professional, more open to input from employees in the decision-making process
- Approachability at work: open to people from various backgrounds and their initiative while encouraging diversity in the organization vs closed, stick to conservative criteria and established ideas
- Management philosophy: employee-oriented company, personal life over work vs work-oriented, work over personal life
- Collectivism, teamwork over individuals vs individualism, individual contribution over the group
What cultural values in the organization does Gyfted's test assess?
Gyfted’s company culture assessment assesses the following values and traits:
- Organizational effectiveness describes a focus on means-oriented ("how") or goals-oriented ("what") methods of operating.
- Customer orientation describes the drive towards internal vs external customer orientation.
- Control level describes the level of control ie. easy-going vs process-focused organization.
- Focus describes a leader- vs team-oriented decision-making and communication style at your company.
- Approachability describes a relatively more open or closed culture style.
- Management philosophy describes the drive towards a people-oriented or targets-oriented culture.
- Collectivism describes the drive towards team-oriented or competition-oriented work approaches.
Why is it important to find out your culture preferences?
Glassdoor’s Mission & Culture Survey 2019 found that over 77% of adults across four countries (the United States, UK, France, and Germany) would consider a company’s culture before applying for a job there. Moreover, over half of respondents said that company culture is more important than salary when it comes to job satisfaction.
Knowing your company culture preferences is great for understanding your cultural fit and for your long-term career development. Employees are more likely to enjoy work when their needs and values are consistent with their employers and tend to develop better relationships with coworkers while being more proactive and productive. Bad cultural fits tend to disengage people from work.
What are the 6 cultural dimensions in Hofstede’s Insights assessment?
Hofstede's Insights or 6 Cultural Dimensions Theory, developed by Geert Hofstede, is a framework aimed at understanding the differences in culture across countries. What’s important is that it was developed primarily based on differences in values and beliefs regarding work goals. Hofstede's 6 cultural dimensions include power distance (strength of social hierarchy), uncertainty avoidance, individualism-collectivism, masculinity-femininity (task-orientation versus person-orientation), and short vs. long-term orientation.
How is Gyfted’s assessment related to cultural dimensions?
Gyfted’s psychometric company culture assessment is inspired by Hofstede's culture dimensions and measures what one values most in company culture.
What is culture fit?
Culture fit involves determining the likelihood that a candidate will be able to fit in with the core values and collective behaviors that exist in your team or organization. Companies usually look for candidates whose beliefs and behavior systems are compatible with the company's specific culture. Cultural fit and functional fit are two main criteria that recruiters, hiring managers, leaders and talent acquisition professionals tend to consider when evaluating candidates for employment during the recruitment process.