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FAMP HUDREA Adrian
CCASP ORGANIZATIONAL CULTURE OF ROMANIAN LOCAL PUBLIC ORGANIZATIONS

Involvement and Consistency), each of the four having three sub-dimensions which lead to the study of

12 dimensions that help us have a complete picture of the culture of an organization.
PROCEEDINGS OF THE 11 TH ADMINISTRATION AND PUBLIC MANAGEMENT INTERNATIONAL CONFERENCE
3. DANIEL DENISON’S MODEL

The model developed by Daniel R. Denison has a bottom-up approach, starting at the level of the
employees in order to establish the cultural profile of the organization – defined as a result of all individual

values and behaviors. Unlike Geert Hofstede’s famous national culture model, Denison focused mainly
on the analysis and evaluation of organizational culture at the level of the whole organization. The bulk of
his research study was conducted on the impact of organizational culture on the organizations’

performance and effectiveness over time, in a context in which many organizational culture researchers
focused on the importance of values and beliefs, and on the way organizations developed these values

and conveyed them to others.
30 th – 31 st October 2015 ”Strategic Management for Local Communities” Bucharest
Graphically, Denison’s model is represented by a straight-forward diagram (see Figure 1) that allows a
fast comprehension and interpretation of organizational culture, with its four main dimensions.

FIGURE 1. THE DENISON ORGANIZATIONAL CULTURE MODEL
Source: adapted from Denison (2005)

Involvement (1) is one of the main conditions that organizations realized they had to fulfill and that, when

exploited, led to success. Denison talked about two types of approach regarding involvement: on the one
hand, involvement meant capability development, and the accountability of each individual to the smooth

running of the organization; on the other hand, involvement led individuals to identify with the organization,
and developed their sense of belonging, both of which greatly influenced the members’ motivation.

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