This study attempted to discover the operative cultural assumptions that guide school people's solutions to external and internal problems and that are taught to new members as the correct way to approach these problems. Schein's (1984) levels of culture and their interaction formed the conceptual framework for the study. The research method was based on Schein's (1985a) Joint Exploration Through Iterative Interviewing methodology which involved a series of encounters and joint explorations between an outside investigator and various inside key informants. <p>This methodology incorporated a triangulation approach using data from interviews, observations, and archival material. Data were collected over a four-month period within one school nominated by central office personnel of the Westville Catholic Board of Education. Throughout the data collection phase, formulating hypotheses about the school's assumptions was used to guide data collection and analysis. Data were categorized based on Schein's methodology of using basic assumptions to form cultural paradigms. <p>Data concluded that three basic assumptions guided life at St. Gabriel School: (1) the Catholic faith and the Christian value system pervaded all school activity; (2) a transactional leadership style influenced decision-making, relationships, communications, and the teaching-learning situation; and (3) the student's social needs were emphasized at the expense of academic learning. Staff, students, and parents appeared to be socialized into all three assumptions. This study revealed that the principal had a major impact upon how all three assumptions arose and were maintained. The religious assumption was initiated as part of the principal's leadership role. His leadership style emphasized student's social needs and resulted from his espoused philosophy of learning. Teachers, parents, and students possessed the same basic assumptions. Each group contained individuals who espoused values different from those embedded in the three assumptions, but the predominant members representing each group were living out the assumptions. While some members in each group desired change, no one was able to effect change. The possibility of establishing a school culture which encompasses the school effectiveness characteristics within the context of these three basic cultural assumptions would be problematic. St. Gabriel School did not demonstrate a shared vision on academic learning were planned curriculum, high expectations, and ongoing assessment reflected school academic goals. Collaborative and transformational relations were not characteristic of the staff. <p>Schein's (1984) conceptual model, developed for the study of basic cultual assumptions, was useful in deciphering the culture of St. Gabriel. Schein's analysis of culture as existing at three different levels proved to be an important distinction as data were collected. His Joint Exploration Through Iterative Interviewing methodology enabled the underlying assumptions to be brought to the surface. Schein provided a valuable theoretical framework and an appropriate methodology for studying the deepest level of an organization, that is, its cultural assumption. Judgements and conclusions about schools can be made on superficial levels of observation. In order to truly understand the functioning of any school probing beneath these source levels is necessary. This study confirmed that, for this instance, principals have a dominant influence on the culture of schools, therefore, they should be helped to use a cultural lens in order to understand and assess the state of effectiveness of their schools. Finally, a number of theoretical, methodological, and practical implications were noted.

This thesis deals with problematic of organizational culture with emphasis on organizational culture in ICT companies. Main goal of this thesis is to develop own framework for influencing organizational culture in ICT companies. The introductory part sums up an overview of definitions of culture and organizational culture in chronological order. Evaluation of definitions from the author's perspective is also part of the opening chapter. The main part of thesis focuses on proposing framework for influencing organizational culture in ICT companies. The antecedent chapter before the very framework describes key factors of ICT companies. Framework itself combines these key factors with general factors to provide coherent tool for influencing organizational culture in ICT companies.

Kultur formar den enskildes uppfattning om rätt och fel vilket influerar agerande. Officeren är inte bara del i en militär kultur utan även del i, och färgad av, sin lokala förbandskulturs normer och värderingar.   Forskningen kring militär kultur berör flera forskningsfält men relateras ofta till högre militära nivåer. Denna studie fokuserar på hur officerare, vid några av svenska arméns manöverbataljoner, förstår sin egen förbandskultur, dess effekter och beståndsdelar. Studien syftar till att genom intervjuer och deltagande observation utforska förbandskultur, dess innehåll och sammanhang, i syfte att nyansera teorier om militär kultur samt fördjupa dessa med ett subkulturellt perspektiv.   Denna kvalitativa tolkande studie bidrar till förståelse för förbandskulturens beståndsdelar där fyra formativa element, geografi, teknik, uppgift och historia/arv är de största bidragen för utvecklandet av teoribildningen kring militär kultur. Studien bidrar vidare till ökad förståelse för kulturella funktioner och dess inverkan i Försvarsmakten.

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The Swedish Armed Forces should invariably work towards an even gender distribution within decision-making and leadership positions, as stated by to the national plan of action of the implementation of regulations regarding women, peace and security at the UN security council. As it is today significantly more men than women are drawn to a professional military career. Research about gender segregated professions show that structural differences of what is considered male, and female contributes to the fact that women are not attracted to professions dominated by men. The aim of this report is to investigate the occurrence of stereotypical images of men and women maintained by conscripts, together with an investigation of how leadership ideals within the military are attributed to men and women.  Four hypotheses were developed and tried against data collected through a survey. The survey is based on Schein descriptive index which is a widely recognized measuring instrument for gender roles within studies of leadership.  Alike the results of previous studies, this research confirms that men and women are attributed different character traits. Additionally confirmed is the hypothesis that men attributes the same qualities and natures to military leaders as they ascribe to men in general.

This study seeks to determine through survey research what characteristics film production crews possess that makes them so successful as an organization. The factors of age, gender, years of professional experience and education level were tested for their significance on how the respondents view their culture. Hofstede's six dimensions of organizational culture survey questions were rewritten to be applicable to the freelance film crew sample. The presentation of findings focuses on the resultant organizational profile of a film production crew, the workplace values of this group and the influence that the education level of the participants had on responses. The data presented here are valuable for organizational culture scholars, management scholars and those interested in applying the successful techniques of the film production crew to other business organizations.

Företag möter idag ökad konkurrens från mer än bara lokala företag, varpå även vikten av att stå ut från sina konkurrenter och upprätthålla ett högt innovationstempo har ökat. Således faller det på företag att utforma sin organisation för att möjliggöra tillvaratagandet av sina medarbetares innovationsförslag och på så sätt undvika att stagnera. Ett sätt att göra detta på är att forma en intraprenörskapskultur inom företaget, något som dock inte är utan utmaningar. Syftet med denna studie är att med grund i medarbetarutsagor genomföra en organisationskulturell analys av hur ett väletablerat svenskt företag fångar upp medarbetares innovativa idéer, samt möjligheter och svårigheter med intraprenörskap. Studien genomfördes som en kvalitativ, interpretivistisk, fallstudie med en induktiv ansats, vars empiriska data inhämtats genom semistrukturerade intervjuer och interna dokument. Fynden tolkades abduktivt med hjälp av Scheins flernivåmodell av organisationskultur. Den delar in kultur i tre nivåer vilka exemplifieras enligt följande: artefakter – innovationsförslagsmallar och innovationsprocesser, övertygelser och värderingar – officiellt uttalade målbilder och publicerade värderingar, samt grundläggande antaganden – att standardisering hämmar specialisering, och vilken roll IT kan och bör spela inom organisationen. Studien visar att decentraliserade och självstyrande verksamhetsområden kan hantera och värdera innovation och intraprenörskap på väldigt olika sätt. En slutsats är att decentraliserade och självbestämda målsättningar kan leda till att en obalans uppstår, där ett verksamhetsområde står för större delen av organisationens totala innovationsarbete. Till följd av organisationens silostruktur uppstår viss problematik gällande verksamhetsområdenas förmåga att dela lärdomar relaterade till innovationsprocesser. Detta innebär att processen inom vilken medarbetare lämnar innovationsförslag, och således även dess förutsättningar att göra så, varierar beroende på var inom organisationen individen arbetar. Organisationens IT-avdelning skulle i större utsträckning kunna bistå i innovations- och digitaliseringsarbete, varpå relationen mellan IT och organisationskultur även belysts. Vidare fann studien en övervägande enhetlighet mellan organisationens tre kulturella nivåer, där artefakter till stor del gick i linje med dess hyllade värderingar av försiktighet och långsiktighet, samt grundantaganden kring optimal riskhantering. / Companies today face increased competition from more than just local companies, whereupon the importance of standing out from their competitors and maintaining a high pace of innovation has also increased. Thus, it is up to companies to design their organization to enable the utilization of their employees' innovation proposals and thus avoid stagnation. One way to do this is to shape an intrapreneurship culture within the company, something that is not without challenges. The purpose of the following study was to, on the basis of employee statements, carry out an organizational cultural analysis of how a well-established Swedish company captures employees' innovative ideas, as well as opportunities and difficulties with intrapreneurship. The study was conducted as a qualitative, interpretevistic, case study with an inductive approach, whose empirical data were obtained through semi-structured interviews and internal documents. The findings were interpreted abductively using Schein's multilevel model of organizational culture that divides culture into three levels which are exemplified as follows: artifacts – innovation proposal templates and innovation processes, beliefs and values – officially stated goals and published values, as well as basic assumptions – that standardization inhibits specialization, and the role IT can and should play within the organization. The study shows that decentralized and self-governing areas of business can simultaneously handle and evaluate innovation and intrapreneurship in very different ways. One conclusion is that decentralized and self-determined goals can lead to an imbalance, where one area of business accounts for the majority of the organization's total innovation work. As a result of its silo structure, certain problems arise regarding the business areas' ability to share lessons related to innovation processes. This means that the process within which employees submit innovation proposals, and thus also their conditions for doing so, varies depending on where within the organization the individual works. The organization's IT department could to a greater extent assist in innovation and digitalization work, whereupon the relationship between IT and organizational culture is also highlighted. Furthermore, the study found a predominant uniformity between the organization's three cultural levels, where artifacts were largely in line with its acclaimed values of caution and long-term perspective, as well as basic assumptions about optimal risk management.

Are men and women equally likely to be perceived by people to possess similar requisite characteristics in comparable yet diverse occupations within management, leadership, and entrepreneurship? Because modern workplaces continue to be impacted by the persistence of varying perceptions of men and women about requisite attributes of successful people in several organizational roles, the concept of gender bias and occupational stereotypes has warranted the attention of theoreticians, scholars, and practitioners to a large extent (Koch, D’Mello, & Sackett, 2015; Kuwabara & Thébaud, 2017; Pinker, 2003; Pinker & Spelke, 2005). Although empirical evidence clearly indicates that gender inequalities in the workplace can have a significant effect on peoples’ perceptions about different characteristics of individuals in general and in specific organizational roles, there is a paucity of research examining these perceptions in a variety of leadership positions. Previous literature has investigated the gendered construction and re-construction of these professions but only to a limited extent (Gupta, Turban, Wasti, & Sikdar, 2009; Heilman, 2001, 2012; Heilman, Wallen, Fuchs, & Tamkins, 2004; Koenig, Eagly, Mitchell, & Ristikari, 2011; Kuwabara & Thébaud, 2017; Ryan, Haslam, Hersby, & Bongiorno, 2011; Schein, 1973, 1975, 2001). However, research in years past has not yet examined the full range of industry and entrepreneurial contexts that may create gender typecasting of roles. By extension, the current study focuses on how the gender-differentiated perceptions of men and women influenced the requisite characteristics of successful professional personnel in various managerial, leadership, and entrepreneurial positions. Specifically, given that these professions are influenced by gender-role expectations and stereotypes, this empirical investigation drew from role congruity theory of prejudice (Eagly & Karau, 2002) to examine the relative degree of perceived overlap between the traits associated with specific roles in management, leadership, and entrepreneurship with the traits commonly associated with men and women in general. Primary data were obtained from a diverse sample of 600 (12 x 50) working adults in the United States (N = 600, 300 women, 300 men) between the ages of 21 and 65. This was accomplished using an online survey designed via Qualtrics and administered through Amazon’s MTurk, from the lens of the classic think manager-think male (TMTM) research paradigm (Schein, 1973, 1975, 2001). The instrument used for data collection was the 92-item Schein Descriptive Index (SDI), which was used to describe sex role stereotypes and perceived requisite characteristics of twelve distinct target groups. The results of this study indicate that the perceived requisite traits of successful leaders and entrepreneurs are construed in predominantly masculine terms. These findings support and further inform the nature, existence, significance, and persistence of the “think manager-think male stereotype effect” (TMTM effect) and the “glass ceiling phenomenon” across a variety of managerial, leadership, and entrepreneurial roles, contexts, and industries. The TMTM effect was stronger among high tech entrepreneurs, CEOs, and entrepreneurs in general, whereas it was lessened for entrepreneurs in educational and health care roles, as well as for middle managers. Additionally, consistent with prior research, TMTM effects were generally either more likely to occur, or were stronger in magnitude among male raters than among female raters. These results largely support role congruity theory of gender differences in management and leadership that indicate incongruity of female gender stereotypes in general with stereotypes about high-status and prominent occupational roles in various organizations (Eagly & Karau, 2002). Specifically, the perceived trait overlap was noted to generally be stronger between men in general and successful leaders in various roles than that between women in general and successful leaders in various similar roles. The findings of the current study are expected to be valuable for those seeking to encourage opportunity regardless of candidate gender in management, entrepreneurship, and leadership, as well as for those promoting the role of women’s advancement in these professions. The study’s results have both theoretical and practical implications. Understanding these perceptions can have a significant impact on the gender biases prevalent in society, in organizations, and even across the specific entrepreneurial contexts and industries investigated within the current study. In today’s super-competitive business environment, firms must appreciate the importance of fostering equal opportunity, avoiding gender biases, and facilitating racial and ethnic diversity.

The Master's Thesis is aimed to analyse the organizational culture of a manufacturing company in order to provide sufficient materials for the following decision making of the executive director of the company in terms of its future course. Each method was used while taking into consideration to cover both qualitative and quantitative research approach due to multidimensional character of the studied phenomena. The current state of the topic is included in the thesis. The combination of Denison Organizational Culture Survey and group interview based on Edgar H. Schein was newly applied during the research which may contribute to practitioners considering a similar analysis in their organizations. Main research findings and recommendations are discussed in the end of the thesis.

In diesem Beitrag werden die Tanzsammlungen Terpsichore von Michael Praetorius und Banchetto musicale von Johann Hermann Schein hinsichtlich der Organisation der Mehrstimmigkeit und der Instrumentalbesetzung untersucht. Die Satztechnik weist zum Teil deutliche Bezüge zur usuellen Musikpraxis früherer Zeit auf. Wenngleich die Tänze von Praetorius und Schein nicht improvisiert wurden, so sind doch Formeln improvisatorischer Praxis nachweisbar, einige wenige Tänze in diesen Sammlungen gleichen fast einer notierten Improvisation. Die Tänze sind nicht im engeren Sinne instrumentiert, aber Schein und Praetorius überlieferten Hinweise zur instrumentalen Ausführung. Zur Erhellung der Besetzungsproblematik tragen andere Instrumentalkompositionen Scheins sowie die Organographie aus Praetorius’ Syntagma musicum (1619) ebenso bei wie Überlegungen zu damals gängigen Formationen wie beispielsweise zum Gamben- und Violinconsort oder zum mixed consort nach englischem Vorbild, die auch mitteldeutschen Komponisten vertraut waren. / In this contribution the collections of dance music Terpsichore by Michael Praetorius and Banchetto musicale by Johann Hermann Schein are discussed with respect to multi-voice settings and instrumentation. Although the dances by Praetorius and Schein were not improvised, some typical formulas of improvisational practices are identifiable; indeed, some dances in these collections appear almost identical to transcribed improvisations. These dances are not instrumented or arranged in the modern sense, however Schein and Praetorius provided hints for instrumental realization. To clarify the question of which instruments were used, other instrumental compositions by Schein as well as the organography from Praetorius’s Syntagma musicum (1619) prove helpful. Common ensemble types during this period like viol and violin consorts or English mixed consorts, which were familiar to Mid-German composers, are also taken into account.