Organizational culture model

Schein's Organizational culture model.
Schein model for describing and measuring organizational culture is a well known model which is being used variedly by organizational consulters. The model were published by Edgar Schein at the 80' of the 20th century. However, it has some uncertain aspects, in which Raz update of the model is taking care of.

Schein model defines organizational culture as the deepest and strongest aspect of organization life.

The culture has three cognitive levels which one can measure.

1. The first level is where the organizational attributes that can be seen, felt and heard by the uninitiated observer – this level includes – behavior, colors, furnishings, recognition. The attributes can be measured by observation of anyone that meets the culture.
2. The next level is about the professed culture of the organization members – this level includes – slogans, flyers, lists, statements. One can measure there by interviews and reading papers of the organization.
3. The last and deepest level is where lays the organization's tacit assumptions – these elements are unseen, subconscious, the 'unspoken rules' of the organization. To find out those tacit assumptions, one needs to discover the in-depth of the organization by deep observation and interpretation of an expert. Shein's model gives an opportunity to measure these levels and to compare the links between them. if the links are strong then there is a strong organizational culture.

Raz update of Schein's Organizational culture model

Aviad Raz published an update that tries to deal with two problems
The strength of the organizational culture will be measured through two gaps –
 Objective gap – the gap between the values and the norms.
 Subjective gap – 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.

SOURCE: Wikipedia