Basic underlying assumptions

Definition

Basic underlying assumptions are the deeply embedded, taken-for-granted behaviors and beliefs that shape how members of an organization perceive, think, and feel. These assumptions are often unconscious but serve as the foundation for an organization's culture, influencing decision-making, communication, and employee interactions. They are hard to change and are often reflected in an organization's long-term practices and values.

5 Must Know Facts For Your Next Test

1. Basic underlying assumptions are typically resistant to change and require significant effort to alter.
2. These assumptions influence not just individual behavior but also the collective mindset of the organization.
3. Leaders play a crucial role in shaping and sometimes challenging these assumptions to drive cultural change.
4. Recognizing and addressing basic underlying assumptions can lead to improved communication and collaboration among employees.
5. They are often revealed through behaviors during times of stress or crisis, highlighting what is truly valued within the organization.

Review Questions

• How do basic underlying assumptions influence organizational behavior and decision-making?
  • Basic underlying assumptions significantly impact organizational behavior by creating a shared understanding among members about what is acceptable and expected. These assumptions guide how individuals interpret situations, make decisions, and interact with each other. When these assumptions align with organizational goals, they can foster a cohesive culture; however, when they are misaligned, they may lead to conflict or dysfunction within the organization.
• In what ways can leaders effectively identify and address basic underlying assumptions within their organizations?
  • Leaders can identify basic underlying assumptions by observing behaviors during various organizational events, such as meetings or crises, where true values emerge. Conducting surveys or focus groups can also provide insight into the beliefs held by employees. To address these assumptions, leaders need to engage in open dialogues that challenge existing beliefs, promote new narratives, and model desired behaviors that align with the organization's evolving culture.
• Evaluate the long-term impact of unexamined basic underlying assumptions on an organization’s success and adaptability in a changing environment.
  • Unexamined basic underlying assumptions can hinder an organization’s success and adaptability by creating resistance to change and limiting innovation. When these deep-seated beliefs remain unchallenged, they may lead to a culture that is inflexible and unable to respond effectively to external pressures or shifts in the market. This lack of adaptability can result in missed opportunities for growth and can ultimately jeopardize the organization’s competitiveness in a rapidly evolving landscape.

Related terms

Organizational Values: The core principles and standards that guide the behavior and decisions of individuals within an organization.

Artifacts: Visible elements of culture in an organization, such as dress code, office layout, and published values that reflect deeper cultural norms.

Cultural Norms: The unwritten rules and expectations that govern the behavior of individuals within an organization.