Edgar Schein

Definition

Edgar Schein is a prominent organizational psychologist known for his work on organizational culture and communication. His theories emphasize the importance of understanding the underlying beliefs, values, and assumptions that shape how organizations communicate and operate. By examining these cultural elements, leaders can improve organizational effectiveness and foster better communication structures within their teams.

5 Must Know Facts For Your Next Test

1. Schein identified three levels of culture: artifacts (visible elements), espoused values (stated norms), and basic underlying assumptions (unconscious beliefs).
2. His work highlights how organizational culture can significantly impact employee behavior, communication, and overall effectiveness.
3. Schein's model suggests that to change an organization’s culture, one must address the underlying assumptions rather than just surface-level changes.
4. He developed the 'Organizational Culture Assessment Instrument' to help leaders evaluate their organization's cultural characteristics.
5. Schein believes that effective communication within organizations is essential for fostering a strong culture and facilitating change.

Review Questions

• How does Edgar Schein's model of organizational culture help in understanding communication structures within an organization?
  • Edgar Schein's model breaks down organizational culture into three levels: artifacts, espoused values, and basic underlying assumptions. Understanding these levels helps identify how communication flows within an organization, as the assumptions dictate the behavior and interactions among employees. By analyzing these cultural aspects, leaders can recognize barriers to effective communication and create strategies to enhance collaboration and engagement.
• Evaluate the role of underlying assumptions in Schein's theory of organizational culture and their influence on communication practices.
  • Underlying assumptions are the core beliefs that drive behavior within an organization, often operating unconsciously. Schein argues that these assumptions heavily influence communication practices, as they shape how members perceive information, interact with one another, and respond to changes. When leaders seek to implement new communication strategies or changes, they must first understand and address these foundational beliefs to achieve meaningful transformation.
• Analyze how Edgar Schein's insights into organizational culture can guide leaders in managing communication during periods of organizational change.
  • Edgar Schein's insights emphasize the significance of understanding cultural dynamics when managing communication during change. Leaders must first identify the existing cultural elements that may resist change and work to reshape those underlying assumptions. By fostering open dialogue about the changes and encouraging participation from all levels of the organization, leaders can create a supportive environment that aligns with new goals. This approach ultimately enhances trust and transparency in communication, making transitions smoother and more effective.

Related terms

Organizational Culture: The shared values, beliefs, and norms that influence how members of an organization interact and work together.

Cultural Dimensions: Various frameworks that analyze and compare cultural aspects across different organizations or countries, influencing communication styles and practices.

Change Management: The process of guiding individuals and organizations through transitions and transformations while managing the impact on culture and communication.