School Culture: Definitions and Characteristics

We all know that school culture is important to the health of the institution. The culture of an organization is all the beliefs, feelings, behaviors, and symbols that are characteristic of an organization. More specifically organizational culture is defined as shared philosophies, ideologies, beliefs, feelings, assumptions, expectations, attitudes, norms and values (Lunenburg & Ornstein, 2000). 

While there is considerable variation in the definition of organizational culture, it appears that most contain the following characteristics:

• Observed behavioral regularities. When organizational members interact, they use common language, terminology, rituals, and ceremonies.
• Norms. Standards of behavior evolve in work groups. The impact of work group behaviors, sanctioned by group norms, results on standards and outcomes.
• Dominant values. An organization espouses and expects its members to share major values. Such as high standards and expectations for faculty and students.
• Philosophy. Policies guide an organization’s beliefs about how employees and clients are to be treated. You will see examples of this in school and district’s mission statements.
• Rules. Guidelines exist for getting along in the organization. Examples of how to be accepted into the group.
• Feelings. This is an overall atmosphere that is conveyed in the organization by the physical layout and the way in which members interact with the school community.

None of the above mentioned characteristics by itself represents the essence of organizational culture. However, the characteristics taken collectively reflect and give meaning to the concept of organizational culture. 

The culture of an organization is interrelated with most other concepts in educational administration, including organization structures, motivation, leadership, decision making, communication and change. Organizations import energy from the environment in the form of information, people, and materials. The imported energy undergoes a transformation designed to channel behavior toward organizational goals and fulfill members’ needs. Administrative processes have a significant impact on organizational culture and vice versa. In turn, these administrative processes and organizational structures export a product into the external environment. In a school, the output may be students’ knowledge, skills, attitudes, attendance, etc.
(Lunenburg & Ornstein, 2000), (Bulach, Lunenburg & Potter, 2011) and (Schein, 1996).

As educators we know how important culture is to the success of your school. As a school leader I would recommend that you take time to reflect and review your school’s culture. Take recommendations from your school community on where your culture is currently and where you want it to be. Remember that you are all in this together. 

Written by Les Potter, Ed.D.

Les Potter is a retired educator with 35 years in US K-12 education (28 years in administration), 10 years in higher education and 8+ years in international education. Currently Les is working as a consultant and is living in Cairo, Egypt. He may be reached at: [email protected]