Clarion Events Case Study: Handy Model and Employee Performance

This integrated case study examines the impact of work culture on employee performance at Clarion Events, a London-based marketing services company. The study utilizes the Handy Culture Model to analyze how different cultural types (task, power, role, and person) influence employee motivation and productivity. It presents data in textual form, drawing from literature reviews to define work culture, cultural models, and their effects on employee morale. The discussion explores how Clarion Events employs elements of task, power, role, and person cultures, highlighting both the benefits and drawbacks of each approach. Ultimately, the case study emphasizes the importance of fostering a positive work environment to enhance employee performance and achieve organizational goals. It also acknowledges that a negative work environment can lead to decreased morale and efficiency.

INTEGRATED CASE
STUDY

TABLE OF CONTENTS
ABSTRACT ....................................................................................................................................3
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Presentation of Data.....................................................................................................................3
Presentation of Models and Theories...........................................................................................4
Discussion....................................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

ABSTRACT
The aim of the report is to examine the impact of work culture on employee performance
in reference to Clarion Events. Clarion Events Limited is engaged in offering the marketing
services to consumers and deals in business-to-business events. It is headquartered in London,
England.
Work culture play a vital important role in linking the company culture with employee
engagement. That's why it is important to examine the impact of work culture. The Handy
Culture Model developed by Charles Handy (1996) is chosen in order to highlight the impact and
importance of work culture on employee performance.
INTRODUCTION
Clarion event in an international business with headquarter situated in London.
Employees of the clarion inn provides the specialized marketing, networking as well as the
information solutions to the mature and emerging geographies within the high value sectors. To
help the business in terms of the innovation and solutions to improve the decision-making power
as well. In accordance with the report, presentation of the data have been studied in this report.
Moreover, the discussion of respective Handy's culture model have been added to understand the
impact of work culture upon employees performance within Clarion events. Furthermore, the
inter-relationship of the models within Clarion inn also have been added in this report.
MAIN BODY
Presentation of Data
Presentation of Data is the process of representing the data through various formats like;
graphical presentation, textual, in form of table, charts and diagrams. The purpose behind the
presentation of data is to communicate the information, facts and figures, while avoiding any
confusion. As it is the powerful tool that help in simplifying the data which make easy
understanding. The collected and gathered data is important to present because it makes data
visible and easier to understand as well as make the information clear out.
The data presented in report is in textual form and secondary data. It is reflected in form
of literature review and in well-organized manner. The textual form of data is easily understood
by the reader, just by reading it.
Authors Findings

Harrison and Stokes (2018) Explained work culture as collection of
beliefs, attitudes and behaviour
Kumar (2017) Explained cultural model as mental structure
and behaviour that differed from one culture to
another
Hays (2019), Explained different types of cultural models.
Schiender and Snyder (2017) Explained that Handy Culture Model can
bring improvement within work environment.
Hellriegel and Slocum (2019) Further elaborated that good work culture
positively impact the employee performance
Janicijevic (2019) Explained that work culture has both positive
and negative impact upon overall morale and
motivation of employees.
Literature search strategy
Literature search strategy followed for searching for appropriate literature are as follows:
 first of all search terms were identified to be used for searching for appropriate literature
to be selected for literature review.
 Then online libraries and databases were selected and identified for searching appropriate
literature.
 Then using Boolean search operations and search key words searing for appropriate
studies was done.
 Then inclusion and exclusion criteria were set for selection of appropriate qualitative and
quantitative studies was done and on the basis of these criteria appropriate studies were
selected.
 Lastly on the basis if date of publication and publishers appropriate qualitative and
quantitative studies were searched.
Presentation of Models and Theories
Harrison and Stokes (2018), states that work culture refers to collection of beliefs,
attitudes and behaviour in regular working environment. It determines how well the employee is

satisfied or fits to the job and its ability or build the professional relationship in the organisation.
They added, it is important because it bridges the gap between the company culture and factors
like employee happiness, engagement, and positive efforts. Good work culture is important to
bring the best possible outcome from employees. It also improves the teamwork and raise morale
of employees as well as it reduced the stress of workers. The strong work culture is always a
driven force which result in improvement of the employee performance, increase the self-
confident and reduce job stress. The organizational committent leads a positive impact over job
satisfaction.
As per view of Kumar (2017), Cultural model are the mental structure and behaviour that
differentiate one culture from another. And the theory is the discipline related to social science.
They examine that effective work culture is important in order to keep employee motivated and
to increase the work efficiency. The organizational culture works as a internal integration as well
as coordination among the firm's operations and its employees. Furthermore, they have examined
that organizational work culture determines the employee performance. It can either have
positive impact or negative impact. Therefore, it is important for the organisation to eliminate the
negative impact in order to create positive work environment. The Handy culture model and
Hostage culture model is presented in order to examine the impact of work culture on employee
performance at Clarion Events.
Hays (2019), Studied the cultural model which includes four type of culture which is
Power culture, Role culture, Task culture, and Person culture. The study of this stages help in
linking the organizational structure or culture with the employee culture and result in their
performance. The Power culture refers to central figure or leaders who motivate other in the
organisation. It benefits the organisation to take quick decision, whereas difficult for one who
have strong opinions and changes their mind quickly. Role culture is inflexible in nature, it is
structure and procedure to be used or followed in order to complete the task. In this culture
organisation does not allow or influence to take initiative in order to carry out the duties. Task
culture refers to job-oriented culture as it depend on level of expertise of management rather than
personal authority. Person culture is the stage where individual is given importance, in this
organisation is ready to help the individual.
Schiender and Snyder (2017), argues that the Handy Culture Model and its stages are best
to improve the work environment. They continue that advantage of such culture makes employee

understand what organisation expect form them, and provided them with well-defined procedure
and process to follow. In this organisation cultural model individual works as self-motivated
employee and can take quick decision. Furthermore, they added that it is less adaptive in
changing environment, and difficult for employee to work who have strong opinion and change
their mind quickly. This model does not suit to the organisation where the situation changes
rapidly.
Hellriegel and Slocum (2019), identifies that good work culture positively impact the
employee performance. The strong work culture supports and develop the employee performance
by motivating them towards the organizational goal and objective. Work culture enhance the
employee performance at large scale and allows employees to connect with both the history of
organisation and methods of operation as well guidance. It helps in improving the teamwork,
raises morale of employee and enhance the retention of workforce. And they highlighted that it
reduces the stress of employees.
Janicijevic (2019), argues that instead of positive impact it also has negative impact and
which results in decrease in morale of employee and result in low work efficiency. The
organisation work culture is major factor which determines the employee performance. If the
individual employee is not satisfied with working environment will leave job in short time
interval and it results in wastage of organisation resource. That why it is important to eliminate
the negative impact which affect the employee performance in order to create positive work
environment.
Discussion
The culture of an organization creates the environment within an organization and also do
influences the long terms plan nature that helps the organization to move towards its goal or
vision at the same time. Different cultures have various impact upon the performance of the
employees as well as their motivation levels (Diamantidis and Chatzoglou, 2019). Employees do
work harder to achieve the goals if they are motivated enough to understand their existence
within the organization as well. In Clarion event, follows the Handy's culture model as well as
Greet Hofstede model within the organization to improve the work culture as well as employees
performance (Kompaniiets, 2019).
As per the Handy 's model, culture within an organization have four functions and that
can be grouped into task, power, role and the person culture as well. Clarion inn follows the task

culture within the structure of the company. As per the task culture, particular obligation
provided to the operative team, it also ensures the performance of the activity and that should be
well enough. For the task completion, all the people with same agenda, interest and purpose are
Brough together (Rita and et. al., 2018). In clarion events, team dynamics have the key values
within the organization as it is counted as the most resourceful thing towards the achievement of
goal. In these type of culture, blend of personality with effective as well as efficient skills and
expertise are required so the employees got motivated with the performance evaluation. On the
contrary note, task culture leads the company in a way of less knowledge among different
streams. Employees do not have understanding about different skill and agendas. In this way
progress of the employees gets limited (Osborne and Hammoud, 2017).
Power culture can be described as the web of spider, in the same context Clarion events
uses the power culture. Key factors and roles always do sit within the centre. Having this type of
culture within the practices of Clarion event they respond very quickly to the demand of events.
Control over resources are the main power base within this respective culture. In clarion events,
the managers of the organization takes this culture right and do motivates the employees to work
harder (Caniëls, Neghina and Schaetsaert, 2017). This way the culture affect performance of
employees. On the contrary note, when the managers of the company seriously follows the
culture then sometimes they do push all the employees fiercely to achieve the targets and this
way intense dissatisfaction among the organization takes place. This dissatisfaction turns the
higher labour on and results in the term of lack in enthusiasm among the Clarion events.
In the clarion event, all the employees with the expertise are delegate do work towards
the target achievement and this way motivation leads them towards the skill development as
well. The performance of the employee increases (Al Khajeh, 2018). When the situation arrive,
the company do have tendency to adopt one more culture as the role culture and according to
this culture, employee progresses there work on the basis of their qualification and the
experience. All the employees have their own individual assigned duties as well as challenges
performing, On the manner of individuality, employees do use their experience to improve the
performance for the better overvaluation. This way employees get motivated to achieve the target
specified for their individual role, and they do perform better in terms of the responsibility as
well. In all these ways culture directly affects the performance of the employee as well as the
organization. Productivity of the employees increases in the supportive manner of business goals.

People developed the positive relationship within their behaviour and this positive relationship
leads them to progress the business of clarion events (Mahmood, Uddin and Fan, 2019).
However, on the contrary note, employees start to value their own responsibilities in-spite
of the team progress as they want their evaluation to be the best. So on following the role culture
the team performance within the organizations deceases and leads towards the less
communication within the organization with decrement in mutual understanding as well (La
Londe, 2019).
Person culture among Clarion event indicates selfishness in some extent. The company
uses some values of this culture in the practices. Without overriding the objectives, individual
employees assist their own interest as well. This is a skill oriented culture who do affect the
performance of the employees. Name of the specific employees within the specific work do
acknowledges the efforts of that individual employee and this way employees feel like they are
being valued towards their respective hard work, and they do feel self motivation towards the
achievement of the goal (Mert, 2020). All the employees within Clarion event also gets the
appreciation in terms of the incentives as well. They are being valued for their quality work as
well. This way the culture support the growth of the employees within the organization and do
motivates all the employees to work harder in the further situations as well. On the contrary note
this culture sometimes do de-motivate the employees as it works on the individual appreciation,
if the work of employee is not satisfactory enough then it can lead them towards the demotion as
well (Hiršová, Komárková and Pirožek, 2018).
CONCLUSION
From the above study, it can be concluded as the culture of any organization have a huge
impact in terms of motivation as well as it effects the performance of employees working within
the organization. For the primary literature study, theory of Handy's culture model have been
studied. For the secondary literature study, evaluation of culture impact upon organization and
employee performance also have been studied thoroughly in the end.

REFERENCES
Books and journals
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