<P> Kim Cameron and Robert Quinn (1999) conducted research on organizational effectiveness and success . Based on the Competing Values Framework, they developed the Organizational Culture Assessment Instrument that distinguishes four culture types . </P> <P> Competing values produce polarities like flexibility vs. stability and internal vs. external focus--these two polarities were found to be most important in defining organizational success . The polarities construct a quadrant with four types of culture: </P> <Ul> <Li> Clan culture (internal focus and flexible)--A friendly workplace where leaders act like father figures . </Li> <Li> Adhocracy culture (external focus and flexible)--A dynamic workplace with leaders that stimulate innovation . </Li> <Li> Market culture (external focus and controlled)--A competitive workplace with leaders like hard drivers </Li> <Li> Hierarchy culture (internal focus and controlled)--A structured and formalized workplace where leaders act like coordinators . </Li> </Ul> <Li> Clan culture (internal focus and flexible)--A friendly workplace where leaders act like father figures . </Li>

Which of the following is not one of the four categories of culture