About this item
Bestselling author and father of organizational culture studies, Edgar Schein and Peter Schein trail-blaze with a creative perspective on leadership that encourages vulnerability and empathy as a form of strength.The more traditional forms of leadership that are based on static hierarchies and professional distance between leaders and followers are growing increasingly outdated and ineffective. As organizations face more complex interdependent tasks, leadership must become more personal in order to insure open trusting communication that will make more collaborative problem solving and innovation possible. Without open and trusting communications throughout organizations, they will continue to face the productivity and quality problems that result from reward systems that emphasize individual competition and "climbing the corporate ladder".
About the Author
Edgar Schein is the Society of Sloan Fellows Professor of Management Emeritus and a Professor Emeritus at the MIT Sloan School of Management. Schein investigates organizational culture, process consultation, research process, career dynamics, and organization learning and change. In Career Anchors, third edition (Wiley, 2006) , he shows how individuals can diagnose their own career needs and how managers can diagnose the future of jobs. His research on culture shows how national, organizational, and occupational cultures influence organizational performance (Organizational Culture and Leadership, fourth edition, 2010) . In Process Consultation Revisited (1999) and Helping (2009) , he analyzes how consultants work on problems in human systems and the dynamics of the helping process. Schein has written two cultural case studies - "Strategic Pragmatism: The Culture of Singapore's Economic Development Board" (MIT Press, 1996) and "DEC is Dead; Long Live DEC" (Berett-Kohler, 2003) . His Corporate Culture Survival Guide, second edition (Jossey-Bass, 2009) tells managers how to deal with culture issues in their organizations. Schein holds a BPhil from the University of Chicago, a BA and an MA in social psychology from Stanford University, and a PhD in social psychology from Harvard University. From:
