What are Edgar Schein’s three levels of organizational culture? How can we think about organizational culture in terms of the metaphor of depth?

 

            To understand organizational culture, it is imperative to first understand culture. Culture can be defined as “the beliefs, customs, practices, and social behavior of a particular nation or people; a particular set of attitudes that characterizes a group of people; or a group of people whose shared beliefs and practices identify the particular place, class or time to which they belong” (Encarta). To learn more about culture follow this link: Culture defined.

            Secondly, one must value the meaning of culture in the work place in order to comprehend its advantages. “The ability to interact effectively with members of other cultures often translates into

financial gain, increased employment, and better advancement prospects” (Devito 26).

             The next step in understanding organizational culture is to know the exact definition. Edgar Schein defines it as:

            A pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way you perceive, think, and feel in relation to those problems (Nellen).

 

  

To learn more about Schein’s teachings, visit this site: Another site for Schein.

            Schein (Schein’s home page can be accessed at Schein's official site.)  describes the culture of an organization as consisting of three levels. “At the fundamental level are the core beliefs and assumptions that members of a culture see as truth” (Cheney, et.al 78). Under this level are the ideas that the system is run by the “invisible hand,” that it is necessary for the system to grow, and that workers must be supervised.

            The second level consists of values and behavioral norms. In this section the organization beings to recognize its involvement in the culture; it becomes aware of its culture.

           

 

 

Artifacts is the third level of organizational culture. Artifacts are the portion of the organization that involve the five senses. They are visible and tangible. An example of a culture’s artifact is its building or the dress code.

Edgard Schein Three Levels of Culture Defining organizational culture

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 

 

 

 

 

 

 

 

 

 

 

 

           

           

 

 

 

 

 

Organizational culture in a business is like an apple in an orchard. Both have layers serving distinct purposes. For example, to get to the core of the apple, you must first eat the outside, and likewise, to get the core of a culture, you must recognize the artifacts and symbols, which make up the outermost layer.

 

Bibliography

 

 

Cheney, George, et.al. Organizational Communication in an Age of Globalization: Issues, Reflections, Practices. Waveland Press, INC. Long Grove, Illinois. 2004.

 

Devito, Joseph A. Messages: Building Interpersonal Communication Skills.Pearson Education, INC. Boston. 2005.

 

Encarta World English Dictionary (2005). ‘Culture.’ MSN Encarta.Online.WWW>http://ca.encarta.msn.com/dictionary_/culture.html.

 

Nellen, Ted. ‘Organizational Culture & Leadership.’Edgar Schein.Online.WWW>http://www.tnellen.com/ted/tc/schein.html.