Schein's Model of Organizational Culture gives us a good way to understand how universities work. This model has three main parts: artifacts, espoused values, and basic underlying assumptions.
Artifacts: These are the things we can see at a university. They include buildings, the school logo, and events like graduation ceremonies. For example, a well-known university might have fancy buildings and showcase its history to create a strong image of success.
Espoused Values: This part includes the values that a university says it believes in. For instance, a university might talk a lot about diversity and make efforts to hire different kinds of teachers and attract various students. However, sometimes what the university says doesn’t match what really happens, which can make people question if they are truly committed to those values.
Basic Underlying Assumptions: These are the deep beliefs that shape how a university actually operates. For example, a research-focused university might care more about faculty research than about getting students involved in activities. This shows a hidden belief that doing research well is the most important thing.
By understanding these three parts, university leaders can spot problems and make changes to improve the culture. This way, they can create a better environment that matches what they aim to do with how people actually behave.
Schein's Model of Organizational Culture gives us a good way to understand how universities work. This model has three main parts: artifacts, espoused values, and basic underlying assumptions.
Artifacts: These are the things we can see at a university. They include buildings, the school logo, and events like graduation ceremonies. For example, a well-known university might have fancy buildings and showcase its history to create a strong image of success.
Espoused Values: This part includes the values that a university says it believes in. For instance, a university might talk a lot about diversity and make efforts to hire different kinds of teachers and attract various students. However, sometimes what the university says doesn’t match what really happens, which can make people question if they are truly committed to those values.
Basic Underlying Assumptions: These are the deep beliefs that shape how a university actually operates. For example, a research-focused university might care more about faculty research than about getting students involved in activities. This shows a hidden belief that doing research well is the most important thing.
By understanding these three parts, university leaders can spot problems and make changes to improve the culture. This way, they can create a better environment that matches what they aim to do with how people actually behave.