- organizational culture theory
- organizational culture theory
Different concepts of culture, stemming from two distinct disciplines
(anthropology and sociology), have been applied to organizational studies since
the early 1980s. These two underlying disciplines represent different paradigms
in Burrell and Morgan’s (1979) framework, and have contributed to the emergence
of the different theories and frameworks of organizational culture in the
academic literature. Anthropology takes the interpretivist view and sees culture
as a metaphor for organizations, defining organizations as being cultures. On
the other hand, sociology takes on the functionalist view and defines culture,
as something an organization possesses. Despite the separate definitions of
organizational culture, there seems to be a movement towards a general
consensus.
The most widely used organizational culture framework is that of Edgar Schein
(1988), who adopts the functionalist view and described culture as a pattern of
basic assumptions, invented, discovered, or developed by a given group, as it
learns to cope with its problems of external adaptation and internal
integration, that has worked well enough to be considered valid and, therefore
is to be taught to new members as the correct way to perceive, think, and feel
in relation to those problems.
In Schein’s (1988) model, culture exists on three levels:
1. Artifacts Artifacts are difficult to measure and they deal with
organizational attributes that can be observed, felt and heard as an individual
enters a new culture.
2. Values – This level deals with the espoused goals,
ideals, norms, standards, and moral principles and is usually the level that is
usually measured through survey questionnaires.
3. Underlying assumptions – This
level deals with phenomena that remain unexplained when insiders are asked about
the values of the organizational culture. Information is gathered in this level
by observing behavior carefully to gather underlying assumptions because they
are sometimes taken for granted and not recognized. According to Schein, the
essence of organizational culture lies in this level.
more
source:
York University
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