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Schein's (1985) model of organizational culture as assumptions, values, and artifacts leaves gaps regarding the appreciation of organizational culture as symbols and processes. This article examinee these gaps and suggests a new model that combines Schein's theory with ideas drawn from symbolic-interpretive perspectives. The new model, called cultural dynamics, articulates the processes of manifestation, realization, symbolization, and interpretation and provides a framework within which to discuss the dynamism of organizational cultures. Implications of the cultural dynamics model for collecting and analyzing culture data and for future theoretical development are presented.
Mary Jo Hatch (Fri,) studied this question.