• Power culture, where decision-making is centralized and authority is hierarchical.
• Role culture, where roles and responsibilities are clearly defined and individuals are expected to follow established procedures.
• Task culture, where teams are formed around specific tasks or projects and are motivated by shared goals.
• Person culture, where individuals are valued for their unique contributions and individuality is encouraged.

Handy's model suggests that organizations can move between these cultures depending on their needs and priorities, and that different cultures may be more effective in different circumstances.