From Organizational Cultural Theory to Organizational Symbolism

Proposing the Concept “Organization as Symbol”

Abstract

In this article, I refer to two schools of organizational culture theory : organizational cultural theory and organizational symbolism. Both schools have a common object, namely, “Organizational Culture.” However, they approach it from very different perspectives. Organizational symbolists analyze “Organizational Culture” as the symbols which are interpreted (or re-interpreted) by members of an organization, while organizational cultural theorists analyze it as the basic assumptions shared by members of an organization. The former theoretical approach is examined with reference to the works of Edgar H. Schein, the latter Mary Jo Hatch.
In conclusion, my stand comes very close to that of organizational symbolism. As regards the level of “Culture, ” I place more importance on the level of artifacts than that of basic assumptions. As for participation in “Culture, ” I emphasize that the viewpoint of the unprivileged follower is more important than that of the privileged leader.
Furthermore, while organizational cultural theorists differentiate “Organizational Culture” from organization itself according to the criterion of what is rational (or irrational), organizational symbolists consider organization as an nonrational symbol. I share the same perspectives as the organizational symbolists, for they are useful not only for new fields of research such as OI (Organizational Identity and/or Image) and CI (Corporate Identity and/or Image), but for also traditional themes of organizational theory such as leadership theory, dysfunction of bureaucracy, and the difficulty in changing organizational culture.
By utilizing those perspectives, organizational studies will become more theoretically refined.