Edgar Schein

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Edgar H. Schein
BornMarch 5, 1928
Zurich
ResidenceUnited States
CitizenshipUnited States
NationalityNorth American
FieldsPsychology
InstitutionsMIT Sloan School of Management
Alma materHarvard University, Stanford University, University of Chicago
Known forcoercive persuasion, organizational development, career development, group process consultation, organizational culture, corporate culture
Notable awardsLifetime Achievement Award in Workplace Learning and Performance of the American Society of Training Directors, 2000
Everett Cherrington Hughes Award for Career Scholarship, 2000
Marion Gislason Award for Leadership in Executive Development, from the BU School of Management Executive Development Roundtable, 2002
 
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Edgar H. Schein
BornMarch 5, 1928
Zurich
ResidenceUnited States
CitizenshipUnited States
NationalityNorth American
FieldsPsychology
InstitutionsMIT Sloan School of Management
Alma materHarvard University, Stanford University, University of Chicago
Known forcoercive persuasion, organizational development, career development, group process consultation, organizational culture, corporate culture
Notable awardsLifetime Achievement Award in Workplace Learning and Performance of the American Society of Training Directors, 2000
Everett Cherrington Hughes Award for Career Scholarship, 2000
Marion Gislason Award for Leadership in Executive Development, from the BU School of Management Executive Development Roundtable, 2002

Edgar Henry Schein (born March 5, 1928), a former professor at the MIT Sloan School of Management, has made a notable mark on the field of organizational development in many areas, including career development, group process consultation, and organizational culture. He is the son of former University of Chicago professor Marcel Schein.

Schein's organizational culture model[edit]

Illustration of Schein's model of organizational culture

Schein's model of organizational culture originated in the 1980s. Schein (2004) identifies three distinct levels in organizational cultures:

  1. artifacts and behaviours
  2. espoused values
  3. assumptions

The three levels refer to the degree to which the different cultural phenomena are visible to the observer.

Schein's 'Career Anchors'[edit]

A career anchor is one's self-concept, and consists of one's perceptions of one's talents and abilities, one's basic values and one's perceptions of motives and needs as they pertain to career.

In Schein's original research from the mid-1970s he identified five possible career anchor constructs: (1) autonomy/independence, (2) security/stability, (3) technical-functional competence, (4) general managerial competence, and (5) entrepreneurial creativity. Follow-up studies in the 1980s identified three additional constructs: (6) service or dedication to a cause, (7) pure challenge, and (8) life style.[3]

A 2008 study distinguishes between entrepreneurship and creativity to form nine possible constructs.[4]

Education[edit]

Publications[edit]

Awards, honors[edit]

Awards
Professional
Board Member

See also[edit]

References[edit]

  1. ^ [1], Edgar H. Schein's Model of Organizational Culture.
  2. ^ http://www.valuebasedmanagement.net/methods_schein_three_levels_culture.html
  3. ^ Schein, Edgar H. (November 1996). Career anchors revisited: Implications for career development in the 21st century. The Academy of Management Executive. JSTOR 4165355. 
  4. ^ Danziger, Nira (2008). "The construct validity of Schein's career anchors orientation inventory". Emerald Group Publishing Limited. Retrieved 2011-11-09. 

External links[edit]