Interviewer: Hi, I’m Bard, and I’m interviewing you today about the corporate culture of your non-profit organization. Can you start by telling me how you would describe the corporate culture of this organization?

Administrator: Sure. I would say that our corporate culture is collaborative, supportive, and mission-driven. We’re all working together to achieve a common goal, and we’re always willing to help each other out. We also have a strong commitment to our mission, and we’re always looking for ways to make a difference in the world.

Interviewer: How do you think those outside of the organization would describe the culture of this organization?

Administrator: I think people outside of the organization would say that we’re a friendly and approachable bunch. We’re always willing to talk to people about our work, and we’re always looking for ways to partner with other organizations to make a difference.

Interviewer: What are some of the visible indicators of this organization’s culture?

Administrator: Well, one of the things that you’ll notice when you come into our office is that everyone is really friendly and welcoming. We also have a lot of open space, which encourages collaboration. And our walls are covered in posters and artwork that reflect our mission and values.

Interviewer: Can you explain Schein’s “Three Levels of Culture,” specifically the level of artifacts?

Administrator: Sure. Edgar Schein is a professor of organizational behavior at the MIT Sloan School of Management. He developed a model of organizational culture that consists of three levels: artifacts, espoused beliefs and values, and underlying assumptions.

• Artifacts are the visible manifestations of culture. They include things like the physical layout of the office, the dress code, and the way people interact with each other.
• Espoused beliefs and values are the things that people say about the culture. They include things like the organization’s mission statement and its core values.
• Underlying assumptions are the unconscious beliefs and values that drive the culture. They are often hidden from view, but they have a powerful influence on the way the organization operates.

Interviewer: Can you talk about some of the beliefs and values that help to drive the organization’s culture?

Administrator: Sure. One of our core values is that everyone has something to contribute. We believe that everyone has unique skills and talents, and we want to create an environment where everyone feels valued and respected. We also believe in the power of collaboration, and we’re always looking for ways to work together to achieve our goals.

Interviewer: Thank you so much for your time today. I really appreciate learning more about the corporate culture of your organization.

Administrator: You’re welcome. I’m glad I could help.