Schein's model of organizational culture originated in the 1980s. Schein (2004) identifies three distinct levels in organizational cultures:
1. Artifacts and behaviors (các tạo tác - những hiện tượng thấy được và cảm được): are the visible elements (nhìn thấy được) in a culture and they can be recognized by people not part of the culture.
2. Espoused values (Các niềm tin và giá trị tuân theo): are the organization's stated values and rules of behavior, often expressed in official philosophies (triết lý) and public statements (tuyên bố công khai) of identity. Trouble may arise if espoused values by leaders are not in line with the deeper tacit assumptions of the culture.
3. Assumptions (Các ngầm định cơ bản, không tranh cãi): he deeply embedded, taken-for-granted behaviors which are usually unconscious (vô thức), but constitute the essence (bản chất) of culture. Integrated in the office dynamic that they are hard to recognize from within.
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