Imagine stepping into the bustling corridors of an organisation, where each interaction, each symbol, and each ritual carries meaning beyond its surface appearance. This is what Edgar Schein sought to reveal—a world where culture pulsates through every facet of organisational life.
In the world of organisational psychology, Edgar Schein stands as a towering figure, revered for his profound insights into organisational culture. Born out of rigorous research and scholarly inquiry, Schein’s Organizational Culture Model emerged in the 1980s, setting the stage for a deeper understanding of how beliefs, values, and assumptions shape behaviour within organisations.
At the heart of Schein’s model lies a fundamental proposition: organisational culture is not merely a superficial layer of symbols and rituals but a complex system comprising deeply held beliefs and unconscious assumptions. To navigate this intricate territory, Schein delineated three levels of organisational culture, each peeling back a layer to reveal the essence of organisational identity.
Source: https://mitsloan.mit.edu/ideas-made-to-matter/5-enduring-management-ideas-mit-sloans-edgar-schein
The first level, artefacts and behaviours, represents the visible manifestations of culture—the symbols, rituals, and language that adorn the organisational landscape. From company logos to office decor, these tangible elements offer glimpses into the organisation’s collective psyche, signalling its values and priorities to both insiders and outsiders alike.
Moving beyond the surface, we encounter the espoused values—the stated beliefs and norms organisations state to uphold. These guiding principles articulated in mission statements, corporate policies, and strategic objectives serve as beacons of aspiration and direction for organisational members.
Beneath the espoused values lies the basic underlying assumptions—an area of mystery and complexity. Here reside the deeply ingrained beliefs and unconscious expectations that shape behaviour at its core. These assumptions, often unspoken and implicit, influence organisational dynamics, steering decisions and actions in ways that may defy rational explanation.
In Schein’s model, the interplay between these three levels of culture is pivotal, offering insights into the dynamics of organisational life and the challenges of cultural alignment. For Schein, the task of organizational leaders is not simply to craft lofty mission statements or espouse noble values but to delve deep into the organisation’s collective psyche, surfacing and reconciling the underlying assumptions that drive behaviour.
The implications of Schein’s model resonate powerfully in today’s organisational landscape, where the quest for cultural cohesion and alignment has never been more pressing. In an era of rapid change and uncertainty, organisations grapple with the complexities of cultural transformation, seeking to bridge the gap between stated values and lived or demonstrated experiences.
For leaders and change agents, Schein’s model offers a roadmap for navigating the turbulent waters of cultural change, emphasising the need for authenticity, transparency, and dialogue. By engaging in honest conversations about underlying assumptions and challenging entrenched norms, organisations can cultivate resilient, adaptive, and aligned cultures aligned with their strategic objectives.
Schein’s Organizational Culture Model reminds us of the impact of culture on organisational performance and success. As organisations strive to thrive in an increasingly competitive landscape, the wisdom of Schein’s insights remains as relevant today as it was in the the 1980s.
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“Impressions From Time” is a curated series from Leaping Frog about stories from the past that have helped shape modern-day practices in the people and organisation domain.
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