Understanding Edgar Schein’s Model of Organizational Culture
Organizational culture is the personality and values of a company. It comprises the shared assumptions, beliefs, practices, and attitudes that govern how individuals and teams operate. The culture of an organization profoundly influences its success, productivity, and employee satisfaction. Understanding it is a crucial step in building a strong and thriving organization.
The study of organizational culture has seen significant contributions from Edgar Schein, a former professor at the MIT Sloan School of Management. Schein’s model of organizational culture identifies three levels of culture that exist within an organization. These levels are the surface level, values, and basic underlying assumptions.
Surface level
The surface level is the most visible and tangible level of organizational culture. It includes the physical layout of the workplace, dress code, and symbols of the company. These symbols can be anything from logos to mottos to colors.
The surface level plays a critical role in shaping the cultural norms of an organization. It influences the way people behave, interact, and communicate with one another.
Values
The next level of organizational culture, values, refers to the beliefs and behaviors that are considered essential by the members of the organization. These values are often explicitly stated in the company’s mission statement or code of conduct.
Values can be seen as the glue that holds an organization together. They unite employees around a shared purpose and help to create a sense of belonging and community.
Basic underlying assumptions
The final level of Schein’s model is basic underlying assumptions. These are the deep-seated beliefs, attitudes, and expectations that shape how people think and act within an organization. They are often so deeply ingrained that they are taken for granted and not questioned.
Basic underlying assumptions can be tough to detect because they are buried so deep within the psyche of an organization. However, they are hugely influential in shaping the way that people perceive themselves and others within the organization.
Conclusion
Understanding the model of organizational culture that Schein developed is a crucial step in building a successful and thriving organization. It helps leaders to recognize not only the visible aspects of culture but also the deep-seated values and beliefs that underpin it. With this knowledge, leaders can work to shape and mold their organization’s culture, bringing about positive change, increased productivity, and a more fulfilling work environment for all.
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