Organizational culture (sometimes also corporate culture) can be understood either in the broader or narrower approach.
In the broader approach, it includes within the organization existing and created:
In the narrower approach it is more or less synonymous with the concept of shared values.
Edgar Schein divides organizational culture as follows:
- Artifacts - external manifestations of culture, clearly awared - a tangible culture (architecture and design, logo, brochures, dress code, etc.) and intangible culture (language, stories and myths, heroes, traditions, rituals, ceremonies, etc.)
- Values and norms - facts which are considered relevant and important, unwritten rules and principles of behavior - partially awared level of culture
- Basic assumptions - fixed ideas about the functioning of reality, self-evident opinions and thoughts, the deepest unawared level of culture
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