Applicability of Scheins Conclusion about Organization Culture - Essay Example

Since everyone in an organization has a different cultural background, it becomes crucial for the HR department to identify the factors that can affect their work behavior and job. Schein (2010) has rightly affirmed that a common pattern of basic assumptions should be shared among the group members so that they can effectively solve the problems; when everyone has the same set of values and norms, then internal integration and external adaptation become easier and it has worked positively for the overall organization. The new members of an organization should be taught the same way of perceiving, thinking, and feeling about problems so that conflicts are avoided. Hence, it is stated by Schein that an effective manager has to ensure that he/she advances in organizational studies by observing the real behavior of the workforce which are labeled as values, assumptions, and artifacts (Bohlander & Snell, 2007).

According to Jung et al. (2009), Schein categorized the signals of cultures and subcultures into three stages; the first stage is known as ‘artifacts’ which are the attributes that are evident as they can be heard, felt, and seen such as dressing style, communication medium, tone of voice, stories, etc. Artifacts are in the form of a company’s mission, slogans, written communication mediums, and slogans; all of them are easy to observe but challenging for deciphering (Cameron & Quinn, 2011). The second stage is known as ‘values’ which are slightly complicated but are observable to a certain extent. For instance, during the interview process, a manager can make some judgments about the candidate’s values by observing him/her.

Finally, the third stage which is known as ‘basic assumptions’ is the most difficult one to be observed as they are deeply embedded in the person’s behavior. Their behavior becomes evident when the person starts working in the organization. Hence, all of these stages combine to define the attention aspect for the HR manager because it explains how people perceive things in their surroundings, interpret their meanings and finally take action.

Schein’s argument that “Inattention to social systems in organizations has led researchers to underestimate the importance of culture—shared norms, values, and assumptions—in how organizations function” is a threat to validating the outcomes or results of interviews and surveys that are concluded by the behaviorist researchers (Schein, 2010). Data from the research studies must be linked to the observation of real human behavior as people have a good understanding of the things that will be said and how they act apart from the organization's culture.

Since leaders are the ones who embed the cultural values within an organization, they need to demonstrate the organizational values through their actions daily; most people act and behave by the guidelines that have been set by the leaders (Mobley, Wang & Fang, 2005). The process of system thinking will help the managers to develop a bond that is attached to a shared vision, learning by teams, achievement of personal mastery, and development of mental models; all of these factors will contribute towards organizational excellence.

Hence, analysis of an organization’s culture will provide valuable insight to managers who want to ensure that the organizational climate is suitable for the effective functioning of the workforce. Read More