In order to successfully manage an organization, leaders must be able to create and maintain effective cultures and subcultures. Without a proper understanding of the different levels of cultures that exist within the organization, it may prove difficult to successfully implement new strategies or plans. This is especially true when these plans may be perceived as going against the prevailing culture of the company.
Definition of Organizational Culture
Organizational culture can be defined as the values, beliefs, and norms that stand out as the dominant characteristics of an organization as a whole. The organizational values are representative of what the company believes is most important, such as giving back to its community. Organizational beliefs are representative of deep-rooted ideas commonly held by the company, such as the best ways to meet its goals. The organizational norms are a reflection of accepted behaviors within the company, such as particular leadership styles or work environments.
Levels of Organizational Cultures
According to Edgar Schein, there are three levels of organizational culture. These levels are referred to as artifacts, espoused values, and basic underlying assumptions. The artifacts level is also called the surface level because it represents visual organizational structures and processes, such as physical layouts and dress codes. Espoused values are the middle level and are representative of organizational strategies, goals and philosophies. The third and deepest level, basic underlying assumptions, manifests itself as automated responses and unconscious perceptions or opinions.
Definition of Organizational Subculture
While the culture of an organization is representative of the company as a whole, many smaller subcultures also exist within this structure. As an example, consider the Department of Defense as being the organizational culture, and the different military branches such as the Army, Marines, and Navy as being organizational subcultures. Each individual subculture has its own unique set of characteristics making it distinguishable from the other subcultures, but together, they still operate as a whole striving for the same overall goals.
Levels of Organizational Subcultures
Organizational subcultures cannot be broken up into clean-cut categories the way organizational cultures can. This is due primarily to the fact that the different types and levels of subcultures vary greatly from one company to another. In one example, human resource management subcultures are divided into employee-centered, profession-centered, task-centered and innovation-centered groups. Organizational subcultures can also be based on things such as ethnicity, age, sex, work groups, departments, union memberships and occupational or professional skills.
- National Defense University: Strategic Leadership and Decision Making - Organizational Culture
- Psychologyandsociety.com: Organizational Culture
- Michigan State University: Subcultures and Employment Modes - Translating HR Strategy Into Practice
- 1000 Advices: What is Corporate Culture?
- Tnellen.com: Organizational Culture & Leadership
- Kaschassociates.com: What Are Edgar Schein’s Three Levels of Organizational Culture? How Can We Think About Organizational Culture in Terms of the Metaphor of Depth?