SCHOLAR:

EDGAR SCHEIN
Name Matric Number

CHONG MEI PING 232341

CHONG KAR HUI 232871
FOH YU LEE 234244
 March 5, 1928

Authored books:
MIT Sloan Organizational
School of Psychology,
Management Process
consultation

Lifetime
Achievement
Organization
Award in
Culture
Workplace
Learning 2012

obtained doctorate
in social psychology
3 Level of Organizational Culture

Visual organizational structures and

Artifacts processes (hard to decipher)

Espoused
Strategies, goals, philosophies
Values

Basic Unconcious, taken for granted

Underlying beliefs, perceptions, thoughts and
Assumption feelings (ultimate source of values
and action)
https://www.youtube.com/wat
ch?v=HjKIHYRi5FA
Contribution or
Benefits of
Management
Theory
 The world is becoming more
technologically complex, interdependent,
and culturally diverse, which makes the
building of relationships more and more
necessary to get things accomplished and,
at the same time, more difficult.
Types Of Humility

Basic humility

Optional humility

Here-and-now humility
- we feel around elders and dignitaries
- the minimum amount of respect required in
social situations and the expected politeness and
civility that adults owe each other.

- what you feel in the presence of someone who

has achieved more that you.
- we have choice to put our self in the presence of
others who humble us with their achievements.
- what you feel when you're depending on someone
else.
- status is inferior to the other persons, because they
know something, or can do something, you need to
accomplish a task or goal.
Schein suggested all the leaders to accept practice
three things:

Do less telling.
Learn to do more asking in the particular
form of Humble Inquiry.
Do a better job of listening and
acknowledging.
 Criticism of the Management Theory

Scholar Aviad Raz challenges the Scheins model of

organizational culture based on 2 arguments.

1.Difference between the professed

culture and the tacit assumption.

2.Critics Edgar Schein in using the

term of organizational attributes.
Raz update of Schein's Organizational culture model
First
He puts together both the professed culture and the tacit assumptions,
and set them against the norms

Objective gap
The strength of the the gap between the values and the
organizational norms.
culture will be
measured through Subjective gap
two gaps the gap between the values and
understanding of the employees of what
the values are.
If these two gaps are not excised or mild then there is a strong organizational culture.

Second
Raz suggest to treat the attributes only as the physical objects at the
organization
IN MY OPINION....

1. An organization success is not only depending heavily on the organization

culture, it also relied on and affected by many other uncontrollable aspects.

2. Culture should not be treated as a fixed set of belief and assumption.

3.The culture of an organization is not formed in a single day.

In order to achieve a successful culture,

Managers shouldnt ignore organizational culture and its themes.
Strong culture can also offer many advantages, such as cooperation,
control, communication or commitment.