The Importance of Understanding Edgar Schein’s Organizational Culture Model
Edgar Schein’s Organizational Culture Model is a powerful tool for understanding and shaping organizational culture. It is a comprehensive framework that helps leaders and employees alike to understand the complex and often intangible factors that shape the culture of an organization. In this article, we will explore the key components of Schein’s model and show how it can be applied to real-world situations.
Understanding Organizational Culture
Before we dive into Schein’s model, it’s important to understand what we mean by organizational culture. Simply put, organizational culture refers to the shared values, beliefs, and behaviors that define an organization. It is the “way things are done” in an organization, and it has a significant impact on everything from employee engagement to business outcomes.
Schein’s Organizational Culture Model
Edgar Schein is one of the leading experts on organizational culture, and his model is widely used by businesses and organizations around the world. Schein’s model is based on three key levels of organizational culture:
Level 1: Artifacts and Behaviors
The first level of Schein’s model involves the visible, tangible aspects of organizational culture such as dress codes, office layout, and company branding. These artifacts and behaviors are often the most easily observed and understood elements of culture, but they are also the most superficial.
Level 2: Espoused Beliefs and Values
The second level of Schein’s model involves the underlying beliefs and values of an organization. These are the beliefs and values that guide behavior and decision-making, and they are often deeply ingrained in the culture of an organization. However, they may not always be explicitly stated or acknowledged.
Level 3: Basic Assumptions and Unconscious Beliefs
The third and deepest level of Schein’s model involves the basic assumptions and unconscious beliefs that underpin an organization’s culture. These are the fundamental beliefs and values that are so deeply ingrained in the culture that they are often taken for granted and not even consciously recognized.
Applying Schein’s Model in Real-World Situations
Now that we’ve covered the three levels of Schein’s model, let’s explore how it can be applied in real-world situations. One example of this is when a company is going through a major change, such as a merger or acquisition. By using Schein’s model, the leaders of the company can gain a deeper understanding of the underlying beliefs and values that are driving resistance to change. This can help them to develop more effective change management strategies that are grounded in a real understanding of the organization’s culture.
Another example is in the area of diversity and inclusion. By using Schein’s model, leaders can identify the underlying assumptions and unconscious beliefs that may be contributing to a lack of diversity in the organization. This can help to develop more effective diversity and inclusion initiatives that address the root causes of the problem.
Key Takeaways
In summary, understanding and applying Edgar Schein’s Organizational Culture Model is critical to the success of any organization. It provides a comprehensive framework for understanding the complex factors that shape organizational culture and allows leaders to develop effective strategies for shaping and changing culture. By paying close attention to the artifacts, beliefs, and assumptions that underpin an organization’s culture, leaders can create a more engaged, productive, and successful workforce.
