Basic underlying assumptions

Definition

Basic underlying assumptions are the deeply embedded, taken-for-granted behaviors that shape how members of an organization perceive, think, and feel. These assumptions are often unconscious and can significantly influence the culture of an organization, guiding decision-making and interactions within it. They act as the foundation upon which organizational values and beliefs are built, impacting everything from employee behavior to the overall work environment.

5 Must Know Facts For Your Next Test

1. Basic underlying assumptions are often resistant to change and can persist even when visible elements of organizational culture shift.
2. These assumptions are usually formed over time through experiences and shared history within the organization.
3. They can be difficult to identify because they operate at a subconscious level and are rarely openly discussed.
4. Understanding these assumptions is crucial for leaders aiming to create meaningful organizational change or improve culture.
5. When basic underlying assumptions clash with new initiatives or changes, it can lead to resistance and failure of those initiatives.

Review Questions

• How do basic underlying assumptions influence organizational behavior?
  • Basic underlying assumptions play a critical role in shaping organizational behavior by providing a framework for how members perceive situations and make decisions. They influence everything from communication styles to conflict resolution approaches within the organization. When these assumptions are aligned with organizational goals, they can enhance performance; however, if they contradict new strategies or changes, they can create barriers that hinder progress.
• Discuss how leaders can identify and challenge basic underlying assumptions to improve organizational culture.
  • Leaders can identify basic underlying assumptions by observing behaviors, listening to employee feedback, and examining how decisions are made within the organization. Conducting cultural assessments or workshops can also help surface these unconscious beliefs. Once identified, leaders can challenge these assumptions by encouraging open discussions, providing training, and modeling desired behaviors that align with new cultural objectives, fostering a more adaptive environment.
• Evaluate the impact of changing basic underlying assumptions on an organization's long-term success.
  • Changing basic underlying assumptions can have profound implications for an organization's long-term success. It requires a strategic approach, as these deep-seated beliefs influence not only employee attitudes but also customer perceptions and stakeholder relationships. Successful transformation depends on consistent communication, reinforcement of new values through actions, and an inclusive approach that engages all levels of the organization. If executed well, this shift can lead to enhanced innovation, improved employee satisfaction, and a stronger competitive edge in the market.

Related terms

Organizational Values: The core principles and standards that guide the behavior and decision-making processes within an organization.

Artifacts: Visible, tangible elements of an organization's culture, such as dress codes, office layout, and published policies.

Espoused Values: The explicitly stated values and norms that are preferred by an organization, which may not always align with the actual behavior of its members.