1. The Symbolic Frame

2. Core Assumptions
Most of organizational life is ambiguous and uncertain
Events have multiple meanings because people interpret experience differently.
Important is not what happened but its meaning.
People create symbols and use metaphor to resolve confusion, increase predictability, provide direction and anchor hope and faith.
Myths, rituals, ceremonies and stories help people find meaning, purpose and passion

3. Symbolic Frame Organizational Symbols Rituals and ceremonies
An organization’s character is shown and communicated most clearly through its symbols.
Central function of symbols: (Express meaning and feelings) create order, clarity, predictability, handling paradox, protect from uncertainty
Myths and stories
They provide clarity and direction in the presence of confusion and mystery.
Rituals and ceremonies
They provide ways to take action in the face of confusion, unpredictability and threat.

4. Symbolic Frame Metaphor Central concepts Image of leadership
Theatre, temple
Central concepts
Culture, meaning, metaphor, ritual, ceremony, stories
Image of leadership
Inspiration
Basic leadership challenge
Create faith, beauty and meaning

5. Symbolic Frame Organizations as Cultures
A distinctive pattern of beliefs, values, practices, and artifacts, developed overtime, which defines for organization members who they are and how they do things
Symbols embody and express an organization’s culture
Artifacts
Espoused beliefs and values
Tacit assumptions about how to do things and how things get done

6. Levels of Culture Artifacts Espoused Values
Visible organizational structures and processes (sometimes hard to decipher)
Artifacts
Strategies, goals, philosophies mostly (espoused theories and justifications)
Espoused Values
Unconscious, taken-for-granted beliefs, perceptions,thoughts, and feelings (theories-in-use; ultimate source of values and behavior )
Underlying Tacit Assumptions
Levels of Culture
Schein, 1985

7. UMKC Stated Core Values