Edgar Schein's 3 Levels of Organizational Culture
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- Опубликовано: 27 июл 2024
- Edgar Schein, of the Sloan School of Management, was interested in understanding organizational culture. He analyzed organizations into three distinct levels of organizational culture: artifacts (the surface manifestations of culture), values, and assumptions.
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The Nature of Organizations
=======================
This video is part of course module number 6.1.4
Program 6: Managing within Organizations
Course 1: The Nature of Organizations
Section 4: Organizational Culture
Other videos in this section include:
🎬 Introduction to Organizational Culture • Introduction to Organi...
🎬 Cultural Web: Johnson & Scholes on Where Culture Originates • What is the Cultural W...
🎬 Quinn and Cameron: Competing Values Model of Organizational Culture • Quinn and Cameron: Com...
🎬 National Culture within an Organization: Geert Hofstede's 6 Cultural Dimensions • National Culture withi...
🎬 How we Work: Geert Hofstede's 6 Cross-Organization Cultural Dimensions • How we Work: Geert Hof...
LESSON NOTES
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Edgar Schein analyzed organizational culture into three distinct levels: artifacts (the surface manifestations of culture), values, and assumptions.
They are kind of like an iceberg, with the most important elements most hidden from view
Artifacts
Visible, surface elements of an organization’s culture, that an outsider would notice. They’re typically the things even an outsider can see, such as furniture, decoration, dress codes, rituals, stories.
They can be easy to observe but sometimes difficult to understand, especially if your analysis of a culture never goes any deeper. Often they can have a deep and meaningful history.
Espoused values
The company’s declared set of values and norms. They set out ‘how things should be done’ and what choices we should make.
Values affect how members interact, behave, and represent the organization and are often reinforced by public values statements, such as branding straplines, or lists of core values.
Shared basic assumptions
These are the bedrock of organizational culture. They are beliefs that people take for granted, rarely question, and therefore tend to go unnoticed.
Understanding these shared assumptions will help explain seemingly confusing artifacts and values.
Schein (1985) described six types of assumptions that form what Johnson and Scholes would describe as the paradigm for an organization. These are assumptions about:
1. the ‘truth’ and how it is determined
2. the importance of time
3. how space is owned and allocated, and what it means to people.
4. human nature, whether it is fundamentally good or bad, and whether it can be perfected.
5. the organization’s relationship with its environment, and how the organization’s staff should relate to it.
6. Social power and how people should relate to one another. This dictates a lot of organizational behavior, like:
a. how power and responsibilities are allocated
b. the balance of cooperation vs. competition,
c. individualism or group collaboration
d. the styles of leadership
e. ways of resolving conflicts
f. approaches to decision-making
RECOMMENDED EXERCISE
======================
For your current organization - or one you know very well - write a short description of each of its:
1. Artifacts (2 MC CPD Points)
2. Values (2 MC CPD Points)
3. Assumptions (2 MC CPD Points)
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RECOMMENDED READING
=====================
- Understanding Organizations geni.us/oB774Do
- Images of Organization geni.us/hrOemEs
- Inside Organizations: 21 Ideas for Managers geni.us/YwwL
- Gods of Management: The Four Cultures of Leadership geni.us/bpPeC5
Managers Need a Basic set of kit to do your job well. Here are my top recommendations: kit.co/MikeClayton/manager-s-... (the links are affiliated)
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#OrganizationalCulture #ManagementCourses #EdgarSchein3Levels
Thanks Mike you're a legend. As always awesome video!
Thank you very much!
Pure gold!
Those organizational assumptions are so fundamental, and so hard to shift, or even fully capture. I can relate to Sisyphus sometimes!
Alice - I know what you mean. You should see my list of videos to make. But, one topic at a time...
Two videos per week is my mission. Please do keep watching!
Edgar Schein's 3 levels model is one of the simplest, yet most profound, models of how organizational culture works. So, it is definitely one to become familiar with!
Thank you for watching - please do like, subscribe, and hit the notification bell.
Viewer, @John Hamilton's Urban Legends and Trivia let me know that Edgar Schein passed away at the age of 94 on 1/26/2023. Rest in Peace.
🧊
Via this lesson I have got widely experience at work.
Great!
Edgar Schein passed away at the age of 94 on 1/26/2023. Rest in Peace.
Thank you for letting me know - I'll add this to the pinned comment.
@@ManagementCourses You're welcome.
Loving your videos, they are so easy to understand and your voice dynamic is just so good, it helps me a lot in learning about these management theories! Thank you so much sir!
Alice, thank you. You're just the sort of person I make them for!
This is such good information and is presented so well and clear. Definitely helped me for my assignment. Thankyou !
Glad it was helpful!
Very useful video
Thank you!
great video thanks
You are welcome!
Splendid
Thank you.
Thank you 🤍
You’re welcome 😊
Nice video. I wanna get deeper into different Organizational cultures structures and find out how can i develop them while understanding its complexities.
Thank you, Willian. There are plenty of videos on Organizational culture in this playlist: ruclips.net/p/PL6vWkk9L7LeGF14eUwmzg6rcqj8T_6W9U
❤
🙏
Nice video. In your opinion, can AI change/impact the underlying assumptions of an organization?
Who knows for sure? It's too soon. But I think that for some organizations, AI will be transformative and will therefore impact some of th efundamentals of the organization's strategy and culture. So, in short, 'yes'. But that's just an opinion!
What are some of the weaknesses of using this model? Presumably it's not a perfect model?
No model is ever perfect. But this is an example of a model that attempts to present a collectively exhaustive set of characteristics. So, its biggest weakness would be if you could find a characteristic of an organization that you could not reasonably describe as being either an assumption, a value, or an artifact. Other weaknesses would be around aspects of organizational behavior the model fails to account for.
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You had me worried at 00:00 that this video wasn't in English
Eh?
I still can't grasp the essence of assumption
Think of assumptions as those things that people believe to be true and they act as if they are true, but without ever testing them out or verifying them for themselves. For example, most people assume they work for an ethical business. But how many dig into the details to see if everything their organization does fits well with their own personal codes of ethical behavior?
Think about how a vision statement is formed. A vision statement is a deep, wide, nonspecific, and aspirational thing. But it’s based on what a founder (and successors) believe about their business, industry, and members. It’s not based on data, just assumptions.
Can you site this? hahaha
What?
@@ManagementCourses My assessment question is asking me about Edgar Shein's model, this was helpful and I dont know I can reference a youtube video haha.
@@user-lw8uc2cc2s If you reference something from the web, you need to give the title (Edgar Schein's 3 Levels of Organizational Culture), format (video), creator name (Mike Clayton, Management Courses), web address (ruclips.net/video/N37Foo0DOgE/видео.html), and date you recovered the information. The format for this will depend on the institution. Universities and academic journals are fussy, and schools and FE colleges tend not to be. (My confusion: in British English, we spell: 'cite')
@@ManagementCourses Checked it out, its true. Amazing. Time to binge watch all your vids haha!
@@ManagementCourses Oh yeah and please ignore the spelling I've just grabbed myself a new tablet for the course and the new spell checker doesn't 'get me' yet haha.