Alfred State College Culture

Schein’s four key organizational culture factors are: myths and stories, symbols and artifacts, rituals and language. He advocates that task interdependence requires coordination and synchronization in order for the work groups to accomplish goals. He includes examination of the situational levels in which leaders and workers must operate. He states that there is a level of authority that includes an organizational hierarchy, organizational structure that is controlled and coordinated, and an organizational design that indicates how work is divided and how they are to coordinate the work assigned and lateral interdependence that work as a team across the organization of accomplished goals. Schein supports that an organizational culture exists where the workers on every level share similar backgrounds, norms, values or beliefs among the members within that organization.

Definition of Organizational Culture (2007). Retrieved from http://organizationalculture101.com/definition-of-organizational-culture.html

Alfred State College is an example of an organization that possesses many cultural factors.

1) Myths and Stories

Alfred is recognized by its’ history of growth since the pioneer days. 1908 was the founding date of the early development of the college. It started as an agricultural school, but since then has blossomed into a college with a variety of opportunities. There are campus activities that surround the pioneer theme, the sports team, buildings such as the Pioneer building and the pioneer mascot. All of these build and reinforce upon the stories of Alfred since its early day settlers.

2) Symbols and Artifacts

A symbol that is important is the sign that welcomes students, faculty, and staff.

Another symbol is the Pioneer’s mascot for our sport games. Another important cultural symbol of Alfred State College is the Greeks. There are 11 recognized Greek organizations. They instill commitment to academics, and giving back to the community through community service.

2) Rituals

Rituals are one of the important aspects of Alfred State College’s culture in project-based learning. This is when students learn to work on real-world problems, and how to think. As a result of this ritual Alfred has a 99% employment and transfer rate. They offer job placement services and academic advising. Another important ritual is how the graduates hit the ground running ®. Classes are kept small so the students can have a more one-on-one with the professors. Another ritual of Alfred State College is the making of the A (featured below) at the welcome week for the freshman. Another ritual of Alfred State College is Hot Dog Day which is a fun festival with dancing, vendors of food and crafts, a parade that includes the Alfred community, as well as surrounding communities.

3) Language

Language is exampled through the student interactions. Alfred State College offers opportunities and enrollment for international students. The Alfred community is a wide mixture of Asians, Hispanics, Latinos, African Americans, mixed race, and Caucasian. Everyone can speak any language they want. We have clubs for specific cultural growth, but anyone can join. 

Alfred State | Hit the ground running. ®." Alfred State | Hit the ground running. ®. N.p., n.d. Web. 3 Apr. 2014. http://www.alfredstate.edu/.

Schein also examines leaders and workers by situational levels that indicate how they should operate within an organization. Goals, abilities, perceptions, and standards (GAPS) are methods of analysis that help leaders and workers examine their careers and satisfaction. The use of his theory and application of GAPS Analysis can help organizations examine their culture. G is the goals. Many companies are downsizing so the employee needs to examine if career ladder opportunities and if promotions later down the road will even be available.  They are encouraged to concentrate on their current job and strive to be efficient at what they are currently doing.  Leaders by giving feedback to the employee can help with this process. Schein assesses goals examining situational levels. Whenever workers, including the leaders are in a level of authority, those employees needs to understand their hierarchical level within the organization.A is for abilities.  Everyone needs to assess their strengths and weaknesses, but particularly a person in a leadership position. They need to strive to be satisfied in the position they are currently working. Schein feels that abilities are examined by good leaders and followers know their strengths and weaknesses within the organizational structure. The structure is the way an organization coordinates and controls the activities within. P is for perception. Strong leaders and workers are able to recognize how their abilities, skills and behaviors affect others, and work at improving. According to Schein this has a strong influence upon the success of leaders, as well as workers to be able to divide up the workload and have all divisions of the company work together.  The perception of the employees about each other can hinder or enhance the success of the organizational design. S is for standards.  Strong leaders gather data about themselves from others and use that feedback to develop their abilities to a higher level. This process can directly affect the organization’s lateral interdependence. Schein states that the degree of coordination between the different divisions within an organization directly affects the ability to achieve goals successfully.

Ultimately each person needs to decide what goals are for them by gathering data about themselves from others and taking their advice. They need to actively work on their abilities and be aware of how they are perceived by others. Their goals and abilities need to be congruent with the organization’s standards correlating with the job opportunities.

Definition of Organizational Culture (2007). Retrieved from http://organizationalculture101.com/definition-of-organizational-culture.html