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According to Edgar Schein organizational culture is the residue of success of any organization. One can easily change the products, services, leadership of the organization but it is difficult to change the organisational culture. The organization culture can be described in three cognitive levels by the viewpoint of an observer. The first level of organization include the facilities, furnishings, awards and recognition, uniform or dress of the members and interaction of members within themselves and also with outsiders.
The next level includes the culture of the business organization that can be depicted by company slogans, mission statements and different operational creeds. The behavior of members in the organization can be reviewed by interviewing the members as well as by using questionnaires to gather the attitude of organization members. The third level includes the tacit assumptions of the organization that are whether unseen but these elements influence the daily interaction between the members of the organization. These unspoken rules prove their existence by influencing the culture of the organization. Even surveys and casual interviews are not helpful in determining the culture but more in-depth knowledge of the organization helps in identifying and understanding the organization culture at this level and helps in safety of the business.
Importance of culture and model
By this model one can easily understand the paradoxical organizational behaviors. Organizational norms are something different at the deepest level that is why its bit difficult for a newcomer to adjust in a new organization and it is the only reason for the failure of the organizational agents as they cultural norms of the organization are not understood by them completely before action. Along with in-depth knowledge of the culture the interpersonal relationship between the members also play an important role in understanding the dynamics of Schein organizational culture. The basic underlying assumptions act as cognitive defense mechanism for both individuals and groups that is difficult, anxiety provoking and time consuming as the culture is deep seated and complex so its very hard to know about the assumptions. The leaders should behave marginally for organization culture so as to learn some new ways of culture and member psychology. The model helps to know the culture in the organization at different levels.
Organizations and culture problems with solutions
Culture of an organization is the customs and rights of an organization that include behavior patterns, traditions, rituals, structural stability, integration and patterning.
The large organizations face the difficulty of subculture development and integration of newcomers like during any mergers one should create a new culture for growth and success of the company.
Good Schein organizational culture should be developed so as to give a safe and ethical environment to the employee. The organization culture helps in effective communication of the members of the company at every level and this can be achieved by group activities of the members of the company. As that will initiate the common thoughts and ideas of the individuals of the members to work in one direction for achieving the goal. By the development and new innovation one can just have good culture in the organization that will help the group in making its presence felt both national and international.
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