What is Organizational Culture?
What is Organizational Culture?
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Organizational culture refers to the shared values, beliefs, norms, and assumptions that shape the behaviors and attitudes of members within a workplace (Schein, 2017). It represents the “personality” of an organization — guiding how employees interact, make decisions, and respond to challenges. Culture influences everything from communication styles to motivation and innovation.
According to Alvesson and Sveningsson (2016), culture provides employees with a sense of identity and belonging but can also become a barrier when new practices conflict with existing traditions or norms. In healthcare and other complex environments, deeply rooted cultures often shape how receptive individuals are to change initiatives.
How Culture Influences Resistance to Change
How Culture Influences Resistance to Change
Resistance to change is closely tied to an organization’s underlying culture. When employees perceive that proposed changes threaten their established routines, values, or roles, resistance can emerge as a natural defense mechanism (Cameron & Green, 2020).
Cultural Traits That Strengthen Resistance to Change
Hierarchical or authoritarian cultures, where employees feel their input is undervalued.
Risk-averse environments, where innovation is discouraged or punished.
Low psychological safety, where individuals fear making mistakes or voicing disagreement.
Cultural Traits That Reduce Resistance to Change
Open communication and trust between leaders and staff.
Shared decision-making, giving employees a sense of ownership.
Continuous learning and adaptability, where change is viewed as growth rather than threat.
Leadership Commitment: The Key to Cultural Change
In this insightful video presentation featuring Edgar Schein, a leading scholar on organizational culture, the discussion emphasizes a powerful point: for meaningful change to occur within an organization, the CEO and senior leadership must be fully committed. Without visible and sustained support from the top, most change initiatives risk becoming symbolic rather than transformational.
This perspective reframes change not as a routine management task but as a leadership responsibility. The CEO’s mindset, actions, and communication style send a strong cultural signal throughout the organization, shaping how employees interpret and respond to new directions. When top leaders model adaptability and openness, it strengthens credibility, fosters trust, and helps overcome resistance rooted in organizational culture.
⏸️ Pause and Reflect
In your own organization, how have senior leaders’ attitudes or actions influenced staff willingness to adapt to new policies, technology, or workflows?
What lessons can be learned from Schein’s perspective about the CEO’s role in modeling cultural change?
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