Organizational culture is the set of shared values, beliefs, and practices that shape the behavior of individuals within an organization. It is a powerful force that can shape the way an organization functions and performs. According to Edgar H. Schein, an expert on organizational culture, culture is a key element in an organization's ability to adapt and survive in the long term.
There are many different factors that contribute to an organization's culture, including its history, values, mission, and leadership style. According to Schein, culture is a product of the interactions and behaviors of the individuals within the organization. It is a living, dynamic force that is shaped and reshaped over time by the people who make up the organization.
One of the key elements of Schein's theory of organizational culture is the concept of "levels of culture." According to Schein, there are three levels of culture: artifacts, values, and assumptions.
Artifacts are the visible elements of culture, such as the physical layout of the office, the way people dress, and the way they communicate with each other. These artifacts can provide clues about the values and assumptions of the organization.
Values are the shared beliefs and ideals that guide the behavior of individuals within the organization. They are the underlying principles that shape the way people think and act.
Assumptions are the unconscious beliefs and values that shape the way people think and behave. They are the "taken-for-granted" beliefs that shape the way people interpret their experiences and make sense of the world around them.
According to Schein, the three levels of culture are interconnected and interdependent. Changes at one level can have a ripple effect on the other levels. For example, if an organization changes its physical layout, it may also need to change its values and assumptions in order to support the new layout.
Organizational culture is important because it influences the way people think, feel, and behave within the organization. It can shape the way people make decisions, solve problems, and interact with each other. A strong, positive culture can help an organization attract and retain top talent, improve performance, and achieve its goals.
However, culture can also be a source of conflict and division within an organization. If an organization's values and assumptions are not aligned with the needs and goals of its employees, it can lead to low morale, poor performance, and turnover.
In order to create a positive, productive culture, leaders must be aware of the culture of their organization and actively work to shape it in a positive direction. This may involve clearly communicating the values and goals of the organization, modeling desired behaviors, and providing opportunities for employees to learn and grow.
Overall, Schein's theory of organizational culture highlights the importance of culture in shaping the behavior and performance of individuals within an organization. By understanding and actively shaping the culture of an organization, leaders can create a positive, productive environment that supports the long-term success of the organization.