Question 1 Based On The Reading For This Week: Identify An A ✓ Solved

Question 1based On The Reading For This Week Identify An Artifact A

Question # 1 Based on the reading for this week, identify an artifact and a value in your organization. Describe each one in detail. Question #2 Based on the interview with Schein, respond to these questions: a. How does Schein define culture in this interview? b. When does culture matter, according to Schein? c. Why does Schein say that "best practices" do not work? Respond to two classmates. You must start a thread before you can read and reply to other threads Responses must be 2-3 paragraphs, 200+ words 2 references required Use references that were provided.

Sample Paper For Above instruction

In analyzing organizational culture, understanding artifacts and values is crucial for gaining insights into the underlying assumptions that shape behavior. An artifact is visible organizational elements such as symbols, rituals, or physical structures that reflect underlying values. In my organization, an artifact I observe regularly is the open-plan office layout. This physical arrangement signifies transparency, collaboration, and a collective approach to work, which are core values promoted within the company culture. The open layout encourages communication and teamwork, facilitating a sense of community and shared purpose among employees.

On the other hand, a core value in my organization is innovation. This value manifests in the company's emphasis on continuous improvement, experimenting with new ideas, and embracing change. Employees are encouraged to think creatively and propose novel solutions to challenges. This value is reinforced through practices such as innovation awards and dedicated time for personal projects. Both artifacts and values serve as tangible reflections of the organization's culture, guiding behavior and fostering a shared sense of purpose.

In Schein's interview, he defines culture as a pattern of shared basic assumptions learned by a group as it solves its problems of external adaptation and internal integration. According to Schein, these assumptions are considered valid and are taught to new members as the correct way to perceive, think, and feel. Culture matters most when it influences decision-making, behaviors, and attitudes that drive an organization's effectiveness. Schein emphasizes that understanding culture is vital during periods of change or crisis, as it shapes how members respond to new challenges.

Schein argues that "best practices" often do not work because they overlook the importance of context, organizational culture, and underlying assumptions that influence behavior. Implementing practices without considering these factors usually leads to superficial compliance rather than meaningful change. As such, effective organizational change requires a deep understanding of culturally embedded assumptions and tailoring practices to fit the unique context of the organization.

In conclusion, analyzing artifacts and values provides valuable insights into organizational culture. Schein's perspective highlights that culture is deeply rooted in shared assumptions that influence behavior and decision-making. Recognizing this complexity is essential for effective management and fostering a positive, adaptive organizational environment.

References

• Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
• Trice, H. M., & Beyer, J. M. (1993). The Cultures of Work Organizations. Prentice Hall.
• Schneider, B. (1990). The climate for service. In B. Schneider (Ed.), Organizational Climate and Culture (pp. 383-412). Jossey-Bass.
• Klein, H. J., & House, R. J. (1995). The psychology of organizational change. In B. M. Staw & L. L. Cummings (Eds.), Research in Organizational Behavior (pp. 227-262). JAI Press.
• Brown, A. D. (1995). Organizational Culture. Hotel, 17(3), 56-59.
• Martin, J. (2002). Organizational Culture: Mapping the Terrain. Sage Publications.
• Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
• Denison, D. R. (1990). Corporate Culture and Organizational Effectiveness. John Wiley & Sons.
• Schein, E. H. (2004). Organizational Culture and Leadership (3rd ed.). Jossey-Bass.
• Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Pearson.