Edgar Schein

Definition

Edgar Schein is a prominent organizational psychologist best known for his work on organizational culture. He developed a model that breaks down culture into three levels: artifacts, espoused values, and underlying assumptions, which helps to understand how culture impacts behavior within organizations. Schein's insights are crucial for managing change and fostering innovation in organizations, as they provide a framework for analyzing and transforming cultural dynamics.

5 Must Know Facts For Your Next Test

1. Schein's model emphasizes that understanding all three levels of culture is essential for effective change management and organizational development.
2. He argues that organizational culture shapes employee behavior and influences how decisions are made within an organization.
3. Schein identifies that leaders play a crucial role in shaping and changing organizational culture by embodying and reinforcing desired values.
4. The concept of culture shock is linked to Schein's work, as individuals may experience difficulty adjusting to new cultural environments within organizations.
5. Schein's framework is widely used in organizational assessments to diagnose cultural issues and inform strategies for improvement.

Review Questions

• How do Schein's three levels of culture interact to shape the overall environment of an organization?
  • Schein's three levels of culture—artifacts, espoused values, and underlying assumptions—interact in complex ways to create the overall environment of an organization. Artifacts provide visible cues about the culture but may not reflect deeper values accurately. Espoused values articulate what the organization claims to prioritize, while underlying assumptions reveal the true beliefs that drive behavior. Understanding these interactions helps identify cultural discrepancies and informs strategies for aligning actions with stated values.
• In what ways can leaders use Schein's model to effectively manage change within their organizations?
  • Leaders can use Schein's model to effectively manage change by first assessing the current culture through all three levels. By understanding artifacts, espoused values, and underlying assumptions, leaders can identify gaps between desired and actual behaviors. This insight allows them to strategically communicate change initiatives that resonate with both visible practices and core beliefs, fostering acceptance and reducing resistance among employees during the transition.
• Evaluate the impact of Edgar Schein's work on contemporary organizational theory and practice.
  • Edgar Schein's work has profoundly impacted contemporary organizational theory and practice by providing a structured approach to understanding culture's role in organizations. His model highlights the importance of aligning cultural elements with strategic goals, enabling organizations to navigate challenges more effectively. Additionally, his insights into the dynamics of leadership in shaping culture have influenced how managers approach employee engagement and innovation, making his contributions essential in today's rapidly changing business landscape.

Related terms

Artifacts: Artifacts are the visible, tangible elements of an organization's culture, such as dress code, office layout, and rituals, which can be easily observed but may not fully represent the underlying values.

Espoused Values: Espoused values are the explicitly stated norms and rules of behavior in an organization, reflecting what the organization claims to value and believe.

Underlying Assumptions: Underlying assumptions are the deeply embedded, taken-for-granted behaviors that are usually unconscious but guide how members of an organization perceive and react to situations.