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The analogy of introvert vs. extrovert cultures was transferred from the level of personality to the level of organisations⁹². To make it simple, we can say that an introvert personality is focused on itself and closed to other people, while an extrovert personality is oriented towards others, which means it is open. Translating it into the classification of organisational culture, introvert cultures can be described as closed, and extrovert as open (Tab. 8).

Tab. 8: Introvert vs. extrovert cultures and the organisational culture. Source: Own work, based on: C. Sikorski, 1990.

Features	Introvert culture	Extrovert culture
Tolerance for others	Low tolerance for other views and values.	High tolerance for other views and values.
Knowledge of the problems of other employees	Good knowledge of the problems of other employees.	Poor knowledge of the problems of other employees.
Sensitivity to the feelings of other employees	High sensitivity to the problems of other employees.	Low sensitivity to the problems of other employees.
Suspicion of new employees in an organisation	High level of suspicion of new employees.	Conventional confidence in new employees.
Approach to the change of a job	Employees do not plan to, or imagine changing jobs.	Employees can plan to change job, depending on the market offers.

In the dichotomy between extrovert and introvert cultures, especially important research problems include linking the personality profiles of the management with the type of organisational culture⁹³, the relationships between ←53 | 54→teamwork, leadership and extroversion⁹⁴, and extroversion’s influence on relationships between interested parties⁹⁵.