The Culture Of An Organization

1921 Words Jul 8th, 2015 8 Pages
Organizations develop a culture through many different ways. As an organization ages, evolves, and grows, this culture may change, or even become divided. Understanding the nuances of the culture of an organization is difficult. Leaders of organizations must be able to not only understand, but also influence the culture of their organization. Leaders are responsible for steering the organization, and generally aim to impress their way of thinking, feeling, and behaving onto followers. At first thought, it would seem leaders do this with personal power, or what Edgar Schein (2010) describes as charisma, “that mysterious ability to capture the subordinates’ attention and to communicate major assumptions and values in a vivid and clear manner” (p. 235). He points out, however, leaders need a more calculated approach to ensuring their beliefs, values, and assumptions are actually being embedded within the organization. Schein (2010) suggests twelve mechanisms, six primary, and six reinforcing, that leaders can use to teach their organization how to act, think, and feel. It is important for leaders to understand these mechanisms, because as powerful as they may be, neglecting or inadvertently using these tools incorrectly can cause followers to receive the wrong message. The most powerful tool, according to Schein (2010), is using what leaders pay attention to, measure, and control to emphasize a particular value or belief. A leader who can capitalize on opportunities…
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