Edgar Schein
| Edgar H. Schein | |
|---|---|
| Born |
March 5, 1928 Zurich |
| Residence | United States |
| Citizenship | United States |
| Nationality | American |
| Fields | Psychology |
| Institutions | MIT Sloan School of Management |
| Alma mater | Harvard University, Stanford University, University of Chicago |
| Known for | coercive persuasion, organizational development, career development, group process consultation, organizational culture, corporate culture |
| Notable awards | Lifetime 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, Life time achievement award as Scholar Practitioner, Academy of Management, 2009; Life time achievement award for Leadership, International Leadership Assoc., 2012; Honorary Doctorate, Bled School of Management, Slovenia, 2012. |
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 model of organizational culture originated in the 1980s. Schein (2004) identifies three distinct levels in organizational cultures:
The three levels refer to the degree to which the different cultural phenomena are visible to the observer.
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.
A 2008 study distinguishes between entrepreneurship and creativity to form nine possible constructs.
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