Edgar Schein

Definition

Edgar Schein is a renowned organizational psychologist who has made significant contributions to the understanding of corporate cultures. His work has been instrumental in shaping the field of organizational culture and its impact on the success and effectiveness of organizations.

5 Must Know Facts For Your Next Test

1. Schein's model of organizational culture identifies three distinct levels: artifacts, espoused values, and underlying assumptions.
2. Artifacts are the visible, tangible elements of an organization's culture, such as its physical environment, language, and rituals.
3. Espoused values are the publicly stated beliefs and values that guide the organization's behavior and decision-making.
4. Underlying assumptions are the deeply held, often unconscious beliefs and perceptions that shape the organization's culture and are the most difficult to change.
5. Schein emphasizes the importance of understanding an organization's culture, as it can have a significant impact on its performance, decision-making, and ability to adapt to change.

Review Questions

• Explain the three levels of organizational culture identified by Edgar Schein and how they interact with one another.
  • According to Edgar Schein, organizational culture has three distinct levels: artifacts, espoused values, and underlying assumptions. Artifacts are the visible, tangible elements of the culture, such as the physical environment, language, and rituals. Espoused values are the publicly stated beliefs and values that guide the organization's behavior and decision-making. Underlying assumptions are the deeply held, often unconscious beliefs and perceptions that shape the organization's culture and are the most difficult to change. These three levels are interconnected, with the underlying assumptions influencing the espoused values and the visible artifacts. Understanding the relationships between these levels is crucial for effectively managing and shaping an organization's culture.
• Discuss how an organization's culture, as described by Schein, can impact its performance and ability to adapt to change.
  • Schein's model emphasizes the importance of understanding an organization's culture, as it can have a significant impact on its performance and ability to adapt to change. The underlying assumptions, which are the most deeply ingrained and often unconscious beliefs and perceptions, can shape the organization's decision-making, problem-solving, and approach to change. If these underlying assumptions are not aligned with the organization's goals and the external environment, it can hinder the organization's ability to adapt and respond effectively to changing circumstances. Conversely, if the organization's culture is supportive of innovation, collaboration, and continuous improvement, it can foster a more agile and resilient organization that is better equipped to navigate challenges and capitalize on new opportunities.
• Analyze how an organization can use Schein's model of organizational culture to assess and potentially transform its culture to align with its strategic objectives.
  • Schein's model of organizational culture provides a framework for organizations to assess and potentially transform their culture to better align with their strategic objectives. By examining the three levels of culture - artifacts, espoused values, and underlying assumptions - organizations can gain a deeper understanding of their current cultural dynamics and identify areas for improvement. This assessment can inform the development of a targeted cultural transformation strategy. For example, if the organization's underlying assumptions are not conducive to the desired change, the leaders may need to address these fundamental beliefs and perceptions before attempting to change the visible artifacts or espoused values. By taking a holistic, multi-level approach to cultural change, as suggested by Schein's model, organizations can increase the likelihood of successful and sustainable cultural transformation that supports their strategic goals.

Related terms

Organizational Culture:

The shared beliefs, values, and assumptions that guide the behavior and interactions of individuals within an organization.

Levels of Culture: The different layers of culture, including artifacts, espoused values, and underlying assumptions, as identified by Schein.

Cultural Assumptions: The deeply ingrained, often unconscious beliefs and perceptions that shape an organization's culture and guide its decision-making.