Edgar H. Schein
Edgar H. Schein is a force to be reckoned with in the management and organizational development field. Throughout his career, he has written 10 books and numerous articles on the subject of organizational dynamics, leadership and change, and career mobility—all of which have had an enormous impact in the management field.
In his vast publications, Schein has identified many key predictive factors essential for successful change implementation in any organizational environment. He believes that organizations should exercise caution when implementing change as there can be unexpected, hidden or latent effects. This has been commonly accepted within the management world, and it is known as the 'Schein Model'. It focuses on the effects of change within a system, rather than on changing the system itself.
Throughout his works, Schein has stressed the importance of taking into consideration the effects of change on the psychological and behavioral aspects of a system. His work on the concept of 'organizational culture' has been cited as among the most influential authors in the field. In fact, he has developed a framework for assessing organizational culture, including a set of specific tools for diagnosing and evaluating cultural variables. He has argued that an effective organization should strive to create an environment that supports and encourages innovation, as well as allowing its members to take risks.
One of Schein's most well-known and influential works is entitled, "Organizational Culture and Leadership". In it, he outlines his views on the importance of understanding the total organizational context of the organization, which includes its culture, values, beliefs and norms. He has often stressed the importance of creating an organizational culture that is based on open dialogue and strong communication networks. According to Schein, this enables the organization to develop creative solutions to problems and encourages employees to take individual responsibility and initiative.
Throughout his career, Schein has consistently advocated for the need to build trust and loyalty in organizations, in order to foster an environment of openness and collaboration. By building trust in organizations, Schein believes that members can better collaborate, take initiative and build social capital. He believes that trust is essential for successful change implementation; by understanding what is motivating the members of an organization and how their beliefs, values and expectations align with the change, organizations can better prepare for the transition.
Schein's works also focus on the importance of career mobility and development. He believes that life-long learning is essential for employees to remain competitive in their field; thus, he has been a longtime advocate for providing career support and development for employees who are interested in making career changes.
Overall, Schein's work has had vast implications for the management field and has been instrumental in shaping current understandings of organizational dynamics and culture, leadership and change, and career mobility. His books and articles remain important sources of insight and guidance for current and aspiring managers.
