Summary #3 these are our values
Organizational culture
= a set of values, often taken for granted, that helps people in an organization to understand
which actions are acceptable & which aren’t.
Definition by Schein
= a pattern of basic assumptions (invented, discovered, developed by a group while it learns
to cope with problems (internal integration/external adaptation) that have proven to be
effective to solve issues. These basic assumptions are therefore passed on to new members
as the correct wat of perceiving, thinking, acting to problems.
Integration
= developing a collective identity & capability of working together.
Adaptation
= force that helps the organization to adapt to its external environment.
Schein’s model of culture considers organizational culture in terms of 3 levels.
1. Surface manifestations/observable artefacts/constructs
= visible things that a culture produces sends a message to other employees,
suppliers, customers
Artefacts
= material objects created to facilitate culturally expressive activities (clothing,
furniture, appliances)
Ceremonials
= formally planed sets of activities (dramatic) of cultural expression (openings, prize-
giving’s, graduations)
Courses
= instruct, orient, and train new members
Heroes
= characters who personify the values and beliefs
Jokes
= humorous stories to cause amusement but underlying theme is message of values
expected from organizational members
Language
= manner in which members convey meaning to each other; jargon/naming choices
Legends
= wonderful events based on company history embellished with fiction
Mottoes
= maxims adopted as rules of conduct
Norms
= expected modes of behavior; ‘the companies way of doing things’
Physical layout
= surroundings of employees as they carry out culturally expressive activities
Rites
= elaborate/dramatic sets of activities that merge cultural expression into 1 event
Sagas
, = historical narratives describing unique accomplishments; important part of history
Slogans
= short, catchy phrases that change; used for advertising and to motivate employees
Stories
= narratives describing how individuals acted and how it affected the company
Symbols
= anything that serves as a vehicle for conveying meaning
2. Organization values
= accumulated beliefs about how work should be done, situations dealt with
guide employee behavior/provide direction for employees
- Represent the desirable
- Influence choice of action made by employees
- Reflect what’s right/wrong
Find out what the values are within a company? Use open-ended questions
Sources of values?
- Founder
- Organizational solutions to previously experiences struggle
- Current top management as culture carriers
3. Basic assumptions
= deepest level of culture, most difficult to comprehend. Shared, unspoken assumptions
about the best way to do things; thought processes. Difficult to pin down since they’re
taken for granted and preconscious.
Basic assumptions start with the founder’s process of thought develop through shared
learning process basic assumptions are baked into the organization
Find out what the basic assumptions are within a company? Use focused
questions/observation
Aspects of organizational culture
- Rites/ceremonies
Special occasions that reinforce values create a bond & foster common understanding
- Stories
Form of communication that focusses on vignettes/anecdotes about dedication &
commitment of corporate heroes and devotion of employees
- Symbols
Symbolize deeper values & convey something distinctive about the organization
- Language
Use of distinctive terms to describe work related things. (alien acronyms/jargon as common
language) unifying effect within an organization
Organizational culture
= a set of values, often taken for granted, that helps people in an organization to understand
which actions are acceptable & which aren’t.
Definition by Schein
= a pattern of basic assumptions (invented, discovered, developed by a group while it learns
to cope with problems (internal integration/external adaptation) that have proven to be
effective to solve issues. These basic assumptions are therefore passed on to new members
as the correct wat of perceiving, thinking, acting to problems.
Integration
= developing a collective identity & capability of working together.
Adaptation
= force that helps the organization to adapt to its external environment.
Schein’s model of culture considers organizational culture in terms of 3 levels.
1. Surface manifestations/observable artefacts/constructs
= visible things that a culture produces sends a message to other employees,
suppliers, customers
Artefacts
= material objects created to facilitate culturally expressive activities (clothing,
furniture, appliances)
Ceremonials
= formally planed sets of activities (dramatic) of cultural expression (openings, prize-
giving’s, graduations)
Courses
= instruct, orient, and train new members
Heroes
= characters who personify the values and beliefs
Jokes
= humorous stories to cause amusement but underlying theme is message of values
expected from organizational members
Language
= manner in which members convey meaning to each other; jargon/naming choices
Legends
= wonderful events based on company history embellished with fiction
Mottoes
= maxims adopted as rules of conduct
Norms
= expected modes of behavior; ‘the companies way of doing things’
Physical layout
= surroundings of employees as they carry out culturally expressive activities
Rites
= elaborate/dramatic sets of activities that merge cultural expression into 1 event
Sagas
, = historical narratives describing unique accomplishments; important part of history
Slogans
= short, catchy phrases that change; used for advertising and to motivate employees
Stories
= narratives describing how individuals acted and how it affected the company
Symbols
= anything that serves as a vehicle for conveying meaning
2. Organization values
= accumulated beliefs about how work should be done, situations dealt with
guide employee behavior/provide direction for employees
- Represent the desirable
- Influence choice of action made by employees
- Reflect what’s right/wrong
Find out what the values are within a company? Use open-ended questions
Sources of values?
- Founder
- Organizational solutions to previously experiences struggle
- Current top management as culture carriers
3. Basic assumptions
= deepest level of culture, most difficult to comprehend. Shared, unspoken assumptions
about the best way to do things; thought processes. Difficult to pin down since they’re
taken for granted and preconscious.
Basic assumptions start with the founder’s process of thought develop through shared
learning process basic assumptions are baked into the organization
Find out what the basic assumptions are within a company? Use focused
questions/observation
Aspects of organizational culture
- Rites/ceremonies
Special occasions that reinforce values create a bond & foster common understanding
- Stories
Form of communication that focusses on vignettes/anecdotes about dedication &
commitment of corporate heroes and devotion of employees
- Symbols
Symbolize deeper values & convey something distinctive about the organization
- Language
Use of distinctive terms to describe work related things. (alien acronyms/jargon as common
language) unifying effect within an organization
