Tre Livelli Culturali
(Schein)

Centro di Conoscenza

Le culture ci circondano. Le culture sono profonde, dominanti e complesse.

Tuttavia, secondo Edgard Schein, non possiamo capire l'Apprendimento Organizzativo, lo sviluppo ed il cambiamento previsto, a meno che non consideriamo la cultura come la fonte primaria di resistenza al cambiamento.

Inoltre, se i manager non diventano coscienti delle culture in cui sono inclusi, saranno quelle culture a gestire loro stessi. La comprensione culturale è interessante per tutti, ma è essenziale per i leader se essi devono condurre.

Con i suoi tre Livelli Culturali, Edgard Schein ha fornito un contributo importante alla definizione della cultura organizzativa.

Che cosa sono i tre Livelli Culturali? Descrizione

Schein divide la cultura organizzativa in tre livelli:

1. Artefatti. Questi “artefatti„ sono alla superficie, quelle funzioni (quali il vestito) che possono essere facilmente distinte, ma sono difficili da capire.
2. Valori Espliciti. Sotto gli artefatti ci sono “i valori espliciti„ che sono strategie, obiettivi e filosofie coscienti.
3. Assunti e Valori di Base. Il cuore, o l'essenza, di una cultura è rappresentata dagli assunti e dai valori di base, che sono difficili da distinguere perché esistono ad un livello in gran parte inconscio. Tuttavia forniscono la chiave per capire perchè le cose accadono in un determinato modo. Questi presupposti di base si formano intorno alle dimensioni più profonde dell'esistenza umana quali la natura degli esseri umani, i rapporti e le attività umane, la realtà e la verità.

Nel suo libro del 1992: “Cultura Organizzativa e Leadership„, Schein definisce la cultura di un gruppo: “Un modello di assunti di base comuni che il gruppo ha appreso risolvendo i suoi problemi di adattamento esterno e di integrazione interna, che ha funzionato talmente bene da essere considerato valido e da essere insegnato ai nuovi membri come il modo corretto di percepire, pensare e sentire in relazione a quei problemi„.

In una pubblicazione più recente, nel 1996, Schein definisce la cultura organizzativa come: “i presupposti taciti di base, su come il mondo è e dovrebbe essere, che un gruppo di persone condividono e che determinano le loro percezioni, pensieri, sensazioni e, il loro comportamento evidente„.

Schein (1992) riconosce che - anche attraverso uno studio rigoroso - possiamo rilasciare dichiarazioni soltanto sugli elementi della cultura. Non possiamo spiegare la cultura nella sua totalità. Schein suggerisce il seguente metodo per interrogarsi sulla cultura: iterativo, clinico, simile ad un rapporto terapeutico fra uno psicologo e un paziente. Il metodo disciplinato di Schein della cultura contrasta il modo in cui la cultura è trattata da alcune famose riviste di management.
 

Referenza Bibliografica: Edgard Schein - Organizational Culture and Leadership

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Migliori Pratiche Registrati Gli argomenti più votati su Tre Livelli Culturali. Qui troverai le idee più preziose e suggerimenti pratici. The Denison Culture Model Caroline J. Fisher in Employment Relations Today, Summer 2000, in her article, "Like it or Not... Culture Matters" descr (...) 13   3 commenti WHEN to Develop a Company Culture? Nowadays in our global world anybody has an opinion about what company culture means and why it's important. But in the (...) 12   21 commenti Organisational Structure and Design Will (Always) Influence Organisation's Culture I have been researching the topic and quite frankly can't find any contradicting theory or thesis stating otherwise, tha (...) 11   5 commenti How to Choose and Live the Right Values for an Organisation? Values are being revisited in many organisations - yet few manage to select the right values and then anchor them in the (...) 10   20 commenti Factors in Organizational Culture? What main factors are making up or influencing the culture of an organization? (...) 9   5 commenti Influence of External Environment on Organizational Culture To what extend does the external environment influence the 3 levels of organizational culture? (...) 5   3 commenti

Consigli degli Esperti Registrati Approfondimenti avanzati sul Three Levels of Culture (Inglese). Qui troverai consigli professionali di esperti. Reasons for Shared Beliefs and a Homogeneous Corporate Culture Why does Homogeneity Develop? According to a 2005 Paper by Eric Van den Steen on Shared Beliefs and Corporate Culture, there are two main reasons why (...) Establishing an Organizational Culture of Perpetual Crisis Corporate Culture Best Practice An interesting article in the issue of Fortune (Sept. 5, 2005, no. 15) explains how Jong-Yong Yun, CEO of Samsung, is re (...) Strategies to Change Employee Habits, Hearts and Heads Changing Organization Cultures According to J.E. Kee and K.E. Newcomer ("Why Do Change Efforts Fail? What Can Leaders Do About It?", The Public Manager (...) Pitfalls and Best Practices in Culture Change Changing Organizational Cultures, What to DO and what NOT According to Jon Katzenbach and Ashley Harshak ("Stop Blaming Your Culture", strategy+business, Spring 2011, Issue 62), (...) Other Thinkers on Corporate Culture Different Approaches After Schein's work on Organizational Culture, economic literature on this topic has been growing steadly: - Kreps (199 (...) Key Behaviors of Innovative Organizations Innovation Management, Culture Change, Organizational Change, Innovative Culture, Organizational Culture Many large-scale attempts to make organizations more innovative are experiencing organizational inertia, barriers and/or (...) Why is Changing an Organization Culture So Hard? The ASA Model (Schneider) Organization Culture, Culture Change, Corporate Culture, Change Management, Recruitment Why is changing an organization culture so difficult? Because, once it is established, a culture has the tendency to str (...) How Culture Levels Explain Failures in Organizational Learning and Innovation Improving Organizational Learning, Organizational Innovation, Changing Organization Cultures Schein (as cited by Bertagni et al., 2010) tries to elaborate on the question why organizational innovations often fail (...) Organodynamics: the 3 Laws at the Basis of Performance in Organizations Strategic Performance Management, Leadership, Corporate Mission, Corporate Culture Sherwood (2014) introduces the concept of organodynamics, a concept that explores the level of performance that can be a (...) 7 Mechanisms to Change Corporate Cultures Change Management, Organizational Change, Culture Change Management can choose from this menu of actions to change a problematic corporate culture: 1. Making a compelling case (...) The Importance of Culture in Organizational Performance Organizational Culture, Corporate Culture, Employee Behavior, Organizational Performance John Connolly, former CEO of Deloitte UK, argues that one of the most critical determinants of organizational performanc (...) PROs and CONs of a Strong Corporate Culture Corporate Culture Change, Change Management, Organizational Change Implementing a significant change is generally easier when the corporate culture is not strong. By strong Corporate Cult (...)

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Paragonare ai tre Livelli Culturali:   Teoria della Contingenza  |  Change Management Iceberg  |  Tipi Culturali  |  Cambiare la Cultura Organizzativa  |  Fasi del Cambiamento  |  Analisi del Campo di Forza  |  Teoria del Gruppo Centrale  |  Spirale del Silenzio  |  Pensiero di Gruppo  |  Pianificazione del Comportamento  |  Gestione della Conoscenza (Collison & Parcell)  |  Memoria Organizzativa  |  Apprendimento Organizzativo  |  Leadership Continuum  |  Intelligenza Culturale  |  Dimenticare, Prendere in Prestito ed Imparare

Ritornare alla Disciplina di Gestione: Cambiamento & Organizzazione  |  Etica & Responsabilità Sociale  |  Risorse Umane  |  Leadership  |  Strategia

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