Three Levels of Organizational Culture
Image - Three
Levels of Organizational Culture
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Organizational culture consists of some aspects that are
relatively more visible, as well as aspects that may lie below one’s conscious
awareness. Organizational culture can be thought of as consisting of three
interrelated levels (Schein, 1992).
At the deepest level, below our awareness, lie basic
assumptions. These assumptions are taken for granted and reflect beliefs about
human nature and reality. At the second level, values exist. Values are shared
principles, standards, and goals. Finally, at the surface, we have artifacts,
or visible, tangible aspects of organizational culture. For example, in an
organization, a basic assumption employees and managers share might be that
happy employees benefit their organizations. This might be translated into values
such as egalitarianism, high-quality relationships, and having fun. The
artifacts reflecting such values might be an executive “open door” policy, an
office layout that includes open spaces and gathering areas equipped with pool
tables, and frequent company picnics.
Understanding the organization’s culture may start from
observing its artifacts: its physical environment, employee interactions,
company policies, reward systems, and other observable characteristics. When
you are interviewing for a position, observing the physical environment, how
people dress, where they relax, and how they talk to others is definitely a
good start to understanding the company’s culture. However, simply looking at
these tangible aspects is unlikely to give a full picture of the organization,
since an important chunk of what makes up culture exists below one’s degree of
awareness. The values and, deeper, the assumptions that shape the
organization’s culture can be uncovered by observing how employees interact and
the choices they make, as well as by inquiring about their beliefs and
perceptions regarding what is right and appropriate behavior.
References
Schein,
E. H. (1992). Organizational Culture and Leadership. San Francisco:
Jossey-Bass.
Nice Info!
ReplyDeleteI would really appreciate it if you can add some details of Granter’s organizational culture pyramids also.
In 2019, Granter used Schein’s pyramid idea and added a level above the artifacts level. Here is a breakdown of his interpretation of the organizational culture pyramids
Levels of organizational culture (Source: Granter, 2019)
1. Super structural/ideological
2. Symbolic (Artifacts)
3. Discursive (Values)
4.Affective and cognitive (Underlying assumptions)
Thank you very much for your input Amila. This is correct.
DeleteHi, Chandana,
ReplyDeleteArtifacts: These are things an outside viewer can easily see, feel, or otherwise sense/observe
Espoused values and beliefs: This level combine what the organization says about itself-ideals, goals, values, aspirations, ideologies, and rationalizations.
Taken-for-granted, unstated, automatic, underlying assumptions: This is the actual deep stuff. It's so people aren't really aware of it and tend to not second-guess it or think about it in a critical manner, even if change could be advantageous
Thank you for your valuable comment Chakranga
DeleteGood post.however there are different levels of cultures that have developed over a period of time in response to changing stimuli.
ReplyDeleteAgreed with you. Thank you.!
DeleteNice Findings, Organizational culture is a system of shared assumptions, values, and beliefs that help individuals within an organization understand which behaviors are and are not appropriate within an organization. Cultures can be a source of competitive advantage for organizations. Strong organizational cultures can be an organizing as well as a controlling mechanism for organizations.
ReplyDeleteYes Damith. It is correct. Thank you.!
ReplyDelete