Edgar Schein

Definition

Edgar Schein is a prominent organizational psychologist known for his work on organizational culture and its impact on communication within organizations. His theories emphasize that culture is a critical element that shapes the behavior, attitudes, and performance of individuals within an organization. Understanding Schein's model helps in analyzing how organizational culture affects communication processes, decision-making, and overall effectiveness.

5 Must Know Facts For Your Next Test

1. Schein identified three levels of culture: artifacts, espoused values, and basic underlying assumptions, which help in diagnosing an organization's culture.
2. He believed that leaders play a crucial role in shaping organizational culture through their actions and communication styles.
3. Schein’s work emphasizes that understanding an organization's culture is vital for effective change management and communication strategies.
4. His model suggests that misalignment between espoused values and actual behaviors can lead to communication breakdowns within organizations.
5. Schein's research has been influential across various fields, including management, psychology, and communication studies, highlighting the importance of cultural awareness.

Review Questions

• How does Edgar Schein's model explain the different levels of organizational culture and their impact on communication?
  • Edgar Schein's model outlines three levels of organizational culture: artifacts, espoused values, and basic underlying assumptions. Artifacts are the visible elements, like office design or dress code. Espoused values represent what the organization claims to value, while basic underlying assumptions are the deep-seated beliefs that truly guide behavior. Understanding these levels is essential because they directly influence how communication flows within an organization. If there’s a mismatch between these levels, it can lead to misunderstandings and inefficiencies in communication.
• In what ways do leaders influence organizational culture according to Edgar Schein's theories?
  • According to Edgar Schein, leaders significantly shape organizational culture through their behaviors and decision-making processes. Their communication styles set the tone for how employees interact with one another and perceive the organization’s values. Leaders who model desired behaviors effectively can foster a positive culture that promotes open communication and collaboration. Conversely, if leaders' actions contradict stated values, it can create confusion and distrust among employees, ultimately affecting overall communication and organizational performance.
• Evaluate the implications of Schein's concepts of misalignment between espoused values and actual behaviors for organizational change initiatives.
  • The implications of Edgar Schein's concepts regarding misalignment between espoused values and actual behaviors are significant for organizational change initiatives. If an organization claims to value innovation but does not encourage risk-taking or new ideas in practice, this discrepancy can undermine efforts to implement change. Employees may become skeptical or disengaged if they perceive a lack of authenticity in leadership messages. For successful change initiatives, it is crucial to align stated values with actual practices to foster trust and ensure effective communication throughout the process.

Related terms

Organizational Culture: The shared values, beliefs, and norms that influence the way employees think, feel, and behave within an organization.

Cultural Dimensions: A framework that describes the effects of a society's culture on the values of its members and how these values relate to behavior.

Artifacts:

Visible elements of an organization's culture, such as dress code, office layout, and published values, which can help in understanding deeper cultural meanings.