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 文化は私達をすべて囲む。 文化は深く着席させ、普及し、そして複雑である。
まだ、Edgard Scheinに従って、私達は私達が変更への抵抗の根本資料として文化を考慮しなければOrganizational Learning、開発および計画された変更を理解できない。
なお、マネジャーが埋め込まれる文化を意識するようにならなければ、それらの文化はそれらを経営する。 文化的な理解は皆のために好ましいが、それらが導くことならそれはリーダーのために必要である。
彼の3つのLevels of Cultureを、Edgard Scheinは組織文化がである実際にものの定義への重要な貢献に与えた。
3つのLevels of Cultureは何であるか。 記述
Scheinは3つのレベルに組織文化を分ける:
- 人工物。 これらの「人工物」は表面に、それらの面(服のような)容易に検知することができるが理解しにくかったり。
- 支持された価値。 人工物の下に意識した作戦、目的および哲学の「支持された価値」はある。
- 基本前提および価値。 文化の中心、か本質は、主として意識不明のレベルにあるので検知しにくい価値表される、および基本的な根本的な仮定によって。 けれどもそれらは事が特定の方法でなぜの起こるか理解にキーを提供する。 これらの基本前提は人間の性質のような人間の存在のより深い次元のまわりで、人間関係および活動、現実および真実形作る。
彼の1992の古典の本: 「Organizational Cultureおよびリーダーシップ」は、Scheinグループの文化を定義する: 「従ってそれとして学ばれたグループが外的な適応および内部統合の問題を解決したという共用基本前提のパターン、それ十分によく有効それらの問題に関連して」は感知し、考え、感じる正しい方法として新しいメンバーに教えられると考慮されるにはおよび働いた。
最近の1996年の出版物でScheinは組織文化を次のように定義する: 「世界がいかにについての、集団は共有し、それは彼らの認識、思考、感じを定めることであるべきであるか基本的な暗黙の仮定、および、彼らの公然の行動」。
-厳密な調査と-私達が文化の要素だけで声明をしてもいいことSchein (1992年)は認める。 私達は文化を完全に説明できない。 Scheinは文化について尋ねることのための次のアプローチを推薦する: 心理学者と患者間の治療上の関係に反復的、臨床、類似した。 文化へのScheinによる訓練されたアプローチは文化が普及した経営の雑誌のいくつかで扱われる方法と対照をなして立つ。
本: Edgard Schein - Organizational Culture and Leadership
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Three Levels of Culture 特別興味グループ。
特別興味グループ (2人のメンバー)
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フォーラムでの議論:Three Levels of Culture。以下で、このトピックについて質問したり、経験を共有したり、新しい開発を報告したり、何かを説明したりできます.
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3つのLevels of Cultureをと比較した: ContingencyTheory | Change Management Iceberg | 文化はタイプする | Changing Organization Cultures | Change Phases | Force Field Analysis | Core Group Theory | Spiral of Silence | Groupthink | Planned Behavior | Knowledge Management (Collison及びParcell) | Organizational Memory | Organizational Learning | Leadership Continuum | Cultural Intelligence | Forget Borrow Learn
経営ハブに戻る: 変更と組織 | 倫理と責任 | 人材 | リーダーシップ | 戦略とイノベーション
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