In Schein's view, underlying assumptions in organizational culture include taken-for-granted beliefs, perceptions, thoughts, and feelings that can be observed and considered an ultimate source of values and action. Because these assumptions are taken for granted, they can undermine attempts to categorize and define organizational culture.

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According to a model by Ostroff, Kinicki, and Tamkins (2003), organizational culture can be analyzed in three hierarchical layers. These layers range from the most visible to the most deeply embedded aspects of the culture and include observable artifacts, espoused values, and basic assumptions.

Layers of Organizational Culture

Spielman, R. M., Jenkins, W. J., & Lovett, M. D. (2020, April 22). Psychology (2nd ed.). OpenStax. https://openstax.org/books/psychology-2e/pages/1-introduction

OpenStax Psychology (2nd ed.) Textbook

Wikipedia

Observable artifacts are perceptible elements of organizational culture. They include symbols, language such as jargon, slang, and humor, narratives such as stories and legends, and practices such as rituals that represent underlying cultural assumptions.

Observable Artifacts in Organizational Culture

Espoused values are the principles, beliefs, and rules that an organization's management or members officially endorse. This layer of culture serves to guide employees' actions and decisions in various situations by clarifying what is considered important and appropriate within the organization.

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