Edgar Schein’s model of organizational culture provides a valuable framework for understanding the unspoken norms and values that shape our workplaces.
Reflecting on my experience at [Workplace Name], I can identify several artifacts, espoused values, and underlying assumptions that influenced the company culture.
- Edgar Schein’s Three Layers of Organisational Culture – Psychological Safety
psychsafety.co.uk
Artifacts:
- Casual dress code: This reflected a relaxed and collaborative environment.
- Open-plan office layout: It encouraged communication and teamwork, but could sometimes lack privacy.
- How to Create Privacy in an Open-Plan Office | Busypod
www.busypod.com
- Monthly team outings: This fostered camaraderie and employee engagement.
Espoused Values:
- Innovation: The company emphasized coming up with creative solutions and staying ahead of the curve.
- Collaboration: Teamwork and cross-functional communication were seen as vital for success.
- Customer Focus: Providing excellent customer service was a top priority.
Basic Assumptions:
- Long Hours: While there was no official policy, working overtime was often expected to meet deadlines.
- Individual Performance: Recognition and rewards were primarily focused on individual achievements.
- Impartiality: While espoused, diversity was not always fully embraced, and some employees felt their contributions weren’t fully valued.
Edgar Schein’s interview on corporate culture highlighted the importance of cultural literacy. By understanding the underlying assumptions that drive our workplace, we can better navigate its dynamics and contribute to a more positive environment. Recognizing the unspoken rules allows us to adapt our communication style and work approach to collaborate effectively with colleagues. Becoming culturally literate involves actively listening to diverse perspectives, seeking out information about different work cultures, and reflecting on our own biases.
Mark Pagel’s TED Talk on language resonated with my experience at [Workplace Name]. The power of language plays a crucial role in shaping workplace culture. The company primarily used informal language in communication, fostering a sense of openness and approachability among leadership. However, this informality sometimes led to unclear expectations and could be misconstrued by employees from different backgrounds who were accustomed to more formal communication styles. Recognizing this, the company could have implemented language training to ensure clear and effective communication across all levels.
- How Language Shapes Your Organization – Harvard Business Review
hbr.org
Finally, the Cultural Humility model underscores the importance of leadership that prioritizes compassion, inclusion, and equity. Unfortunately, there was room for improvement in this area at [Workplace Name]. While leaders valued individual performance, they could have done more to create a truly inclusive environment. Leaders who model cultural humility can foster a sense of belonging by respecting diverse viewpoints, creating space for open discussions about equity, and rewarding efforts towards a more inclusive workplace. This, in turn, could lead to improved employee morale, increased creativity, and ultimately, stronger performance.
In conclusion, Schein’s model, the interview with Schein, Pagel’s TED Talk, and the Cultural Humility model provide valuable tools for understanding and shaping workplace culture. By reflecting on the unspoken rules and assumptions that influence our work environment, and by actively promoting cultural literacy, compassion, and inclusion, we can contribute to a more positive and productive work experience for all.
