Edgar Schein was one of the most prominent theorists of organizational culture. The concept of organizational culture is a way to understand human systems. Each aspect of organizational culture can be seen as an important environmental condition affecting the system and its subsystems.
Organizational culture is not the same as corporate culture. It is wider and deeper concepts, something that an organization 'is' rather than what it 'has'. The examination of organizational culture is also a valuable analytical tool in its own right. This way of looking at organizations borrows heavily from anthropology and sociology and uses many of the same terms to define the building blocks of culture. There's a lot written about the concept of organizational culture, particularly in regard to learning how to change organizational culture.
Elements of organizational culture include:
Organizational culture describes the attitudes,
experiences, beliefs and values of an organization. It has been
defined as "the specific collection of values and norms that are shared by people and
groups in an organization and that control the way they interact with each other and with
stakeholders outside the organization.
Morgan proposes four essential strengths of the
organizational culture approach:
It encourages the view that the perceived relationship between an organization and its environment is also affected by the organizations basic assumptions.