The Corporate Culture Survival Guide by Edgar H. Schein

Last updated: Aug 7, 2023

Summary of The Corporate Culture Survival Guide by Edgar H. Schein

The Corporate Culture Survival Guide by Edgar H. Schein is a comprehensive guide that explores the importance of corporate culture and provides practical strategies for managing and transforming it. Schein, a renowned organizational psychologist, argues that corporate culture is a powerful force that shapes the behavior and performance of individuals and organizations.

The book begins by defining corporate culture and explaining its various components, such as values, beliefs, assumptions, and artifacts. Schein emphasizes that culture is not something that can be easily changed or controlled, but rather something that needs to be understood and managed.

Schein then delves into the different levels of culture, starting with the surface level, which includes visible artifacts such as dress code and office layout. He explains that these visible elements are often influenced by deeper levels of culture, such as shared values and beliefs. Understanding these deeper levels is crucial for effectively managing culture.

The author also explores the role of leadership in shaping and maintaining culture. He argues that leaders play a critical role in setting the tone and values of an organization, and that their actions and behaviors have a significant impact on the culture. Schein provides practical advice for leaders on how to align their actions with the desired culture and how to effectively communicate and reinforce cultural values.

Furthermore, the book addresses the challenges of managing culture during times of change, such as mergers, acquisitions, and restructuring. Schein explains that these situations often lead to cultural clashes and resistance, and provides strategies for managing these challenges and facilitating cultural integration.

Schein also emphasizes the importance of employee engagement and involvement in shaping and sustaining culture. He argues that employees should be actively involved in defining and living the culture, and provides techniques for involving employees in culture change initiatives.

In addition, the book explores the role of subcultures within organizations and how they can either support or undermine the overall culture. Schein provides guidance on how to identify and manage subcultures to ensure alignment with the desired culture.

Overall, The Corporate Culture Survival Guide offers a comprehensive and practical approach to understanding and managing corporate culture. It provides valuable insights and strategies for leaders and managers who are looking to shape and transform their organization's culture to drive performance and success.

1. The Importance of Understanding Organizational Culture

In "The Corporate Culture Survival Guide," Edgar H. Schein emphasizes the significance of understanding organizational culture. He defines culture as the shared assumptions, beliefs, values, and norms that guide the behavior of individuals within an organization. Schein argues that culture is not just a superficial aspect of an organization but rather a powerful force that shapes employee behavior, decision-making, and overall organizational performance.

By understanding the underlying culture of an organization, leaders can better align their strategies, policies, and practices with the cultural norms and values. This alignment leads to increased employee engagement, improved teamwork, and enhanced organizational performance. Schein provides practical tools and frameworks for assessing and analyzing organizational culture, enabling leaders to identify areas of strength and areas that need improvement.

2. The Role of Leadership in Shaping Culture

Schein highlights the crucial role of leadership in shaping and influencing organizational culture. He argues that leaders are the primary architects of culture, as they establish the values, beliefs, and norms that guide employee behavior. Leaders set the tone for the organization and play a significant role in shaping the culture through their actions, decisions, and communication.

Schein emphasizes the importance of leaders being aware of their own assumptions and biases, as these can inadvertently shape the culture in unintended ways. He encourages leaders to engage in self-reflection and to actively seek feedback from employees to gain a better understanding of the existing culture and its impact on employee behavior. By aligning their leadership style and actions with the desired culture, leaders can effectively shape and reinforce the cultural norms and values within the organization.

3. The Impact of Subcultures on Organizational Culture

Schein explores the concept of subcultures within organizations and their impact on the overall organizational culture. Subcultures are smaller groups or departments within an organization that develop their own unique set of values, beliefs, and norms. These subcultures can either align with or diverge from the dominant culture of the organization.

Schein argues that subcultures can have a significant influence on employee behavior and organizational performance. If subcultures align with the dominant culture, they can reinforce and strengthen the desired cultural norms. However, if subcultures diverge from the dominant culture, they can create conflicts, silos, and hinder collaboration within the organization.

Leaders need to be aware of the existence of subcultures and actively manage them to ensure alignment with the overall organizational culture. Schein provides strategies for identifying and addressing subcultures, including fostering open communication, promoting cross-functional collaboration, and creating a shared sense of purpose and identity.

4. The Role of Artifacts in Revealing Culture

Schein introduces the concept of artifacts as visible and tangible manifestations of organizational culture. Artifacts include physical symbols, rituals, language, and stories that reflect the underlying values, beliefs, and norms of an organization. These artifacts provide valuable insights into the culture and can be used as diagnostic tools for understanding the existing culture.

Schein suggests that leaders should pay attention to the artifacts within their organization and analyze their meaning and significance. By understanding the symbolism behind artifacts, leaders can gain a deeper understanding of the cultural norms and values that drive employee behavior. Leaders can also use artifacts strategically to shape and reinforce the desired culture, such as creating new rituals or symbols that align with the desired cultural norms.

5. The Role of Assumptions in Shaping Culture

Schein emphasizes the role of assumptions in shaping organizational culture. Assumptions are deeply ingrained beliefs and values that are taken for granted and often go unexamined. These assumptions shape employee behavior and decision-making, as they provide the underlying framework for how individuals perceive and interpret the world.

Schein argues that leaders need to be aware of the assumptions that underlie their organization's culture and actively challenge them if they are hindering organizational performance. By questioning and challenging assumptions, leaders can create a culture of learning and adaptability, where new ideas and perspectives are welcomed. Leaders can also shape culture by intentionally promoting and reinforcing positive assumptions that align with the desired cultural norms.

6. The Role of Learning and Adaptability in Culture

Schein highlights the importance of learning and adaptability in shaping organizational culture. He argues that organizations need to embrace a culture of continuous learning and adaptability to thrive in today's rapidly changing business environment.

Schein suggests that leaders should create a culture that encourages experimentation, risk-taking, and learning from failures. By promoting a growth mindset and providing opportunities for skill development and knowledge sharing, leaders can foster a culture of continuous learning and adaptability. This culture enables organizations to respond effectively to external challenges and seize new opportunities.

7. The Impact of Culture on Change Initiatives

Schein explores the relationship between culture and change initiatives within organizations. He argues that culture can either enable or hinder the success of change efforts. If the existing culture is resistant to change or does not align with the desired changes, it can create significant barriers to implementing change initiatives.

Schein suggests that leaders need to assess the existing culture and identify potential cultural barriers to change. By understanding the cultural dynamics at play, leaders can develop strategies to overcome resistance and create a culture that supports and embraces change. This may involve engaging employees in the change process, addressing cultural norms and values that are incompatible with the desired changes, and providing support and resources for employees to adapt to the new ways of working.

8. The Role of Shared Assumptions in Organizational Identity

Schein explores the concept of organizational identity and its relationship with shared assumptions. Organizational identity refers to the collective sense of who the organization is and what it stands for. Shared assumptions play a crucial role in shaping organizational identity, as they provide the underlying framework for how employees perceive and define the organization.

Schein argues that leaders need to actively shape and reinforce the shared assumptions that contribute to a positive organizational identity. By promoting a shared sense of purpose, values, and beliefs, leaders can create a strong organizational identity that aligns with the desired culture. This shared identity fosters a sense of belonging and commitment among employees, leading to increased engagement and organizational performance.