ipl-logo

Impact Of Leadership On Organizational Culture

764 Words4 Pages

THE IMPACT OF LEADERSHIP AND CHANGE MANAGEMENT STRATEGY ON ORGANIZATIONAL CULTURE

CRITICAL SUMMARY:
In this paper, we present the impact of leadership and change management strategy on organizational culture. At first, we present the notion of culture. There are many attempts to describe “organizational culture”, many of which are presented in this paper. After an assessment of organizational culture, the role of leader is pinpointed. We favor the view that strategic leadership needs to be transformational if it is to serve the organization. Afterwards, the notion of change is focused on. Changing a culture is a large-scale undertaking and all of the organizational tools for changing minds will need to be put in play. To change or to manage …show more content…

Furthermore, numerous aspects of the organizational culture literature allude to the role of leaders in ‘creating’ particular types of culture. Equally, the literature on leadership suggests that the ability to work within a culture is a prerequisite to effectiveness. The central objectives of this article are to illustrate the basic notions of Management Strategy and Organizational Culture. In particular, We highlight terms such as “Organisational Culture”, which as necessary to managers and entrepreneurs in order to create new values, especially in times of economic change. We develop a holistic framework, which centers on the interdependencies within leadership and organizational Culture. We aim at giving managers and researchers a “language” for some terms that can create reflection and dialogue on the subject. This paper will focus on how to achieve a functional strategy for a business strategic change. The recommendations in the conclusion will not be prescriptive, but will provide an opportunity for organizations to embody what is best suited to their culture. So, while change management depends on leadership, till today there has been little integration of these two in literature. The important role leaders play in the change process has been pointed by change theorists, but there is still no research that focuses on the relationship …show more content…

So, the most fruitful success strategy is to begin with leadership tools, including a vision of the future, cement the change in place with management tools, such as role definitions and control systems and use the pure power tools of punishments as a last resort, when all else fails. What’s more, the most profound strategy for shifting an organizational culture is offering multi-day leadership retreats cascaded through the organization. These retreats blend organization performance with a focus on personal growth and relationship skills. To sum up, strategic change brings so many challenges. These include time required to develop, implementation of the plan as well as assign people to come with strategies. There are different methods that can assist organizations in solving these challenges, which need great support and involvement of senior management to be successful. Besides that, there is a need of design team to define the basics of the change. Finally, strategic changes sometimes comes to be vital for the organizations, but beside the implementation of the change, time and people in the organization are very

Show More
Related
4459 Words | 18 Pages

The purpose of this final project What Kind of Change Leadership Will You Provide? Integrated Principles and Theories of Organizational Change Understanding institutional culture

Read More
633 Words | 3 Pages

From what I have gathered from the readings and modules regarding the topic organizational culture; I have learned that an organizational culture consists of many characteristics. Some of these characteristics within an organizational culture are shared values, experiences, meanings, expectations, and behaviors. Lesage, Dyar, and Evans (2010) comment how people learn or generate a defined meaning of their organizational culture through personal experiences, history, and stories. I personally think that there is truth to the understanding and learning of an organization’s culture by experience and a shared history with its members. I also think that in order for a culture to improve there must be an open line of communication or an effective

Read More
705 Words | 3 Pages

Leadership’s influence on Organizational Culture: A Rupert Murdoch mess When you read about the scandal involving Rupert Murdoch, phone hacking, and his media empire including News Of The World and News Corporation, it’s hard not to wonder, “What the heck were they thinking?” The point is that the thought processes behind these acts were ingrained in the culture of the organisation and the way the employees were being led. Keith Rupert Murdoch, global media magnate, billionaire businessman and a ruthless competitor took a small Australian daily at the age of 21 to a massive multinational company raking in upwards of $30 billion in revenues and employing 50,000 people.

Read More
1038 Words | 5 Pages

When changing a company’s organizational culture may goes well Changes in technology, the markets, societal values, workplace dynamics and the global economy have all contributed to creating an external environment that is constantly on the move, unpredictable and often devastating for companies that are unprepared or unable to respond accordingly. Many companies today are thus forced to either change or adapt their organisational culture to keep up. (Burnes, 2004) Furthermore, with global mergers and acquisitions at a seven-year high in 2014 (Roumeliotis, 2014) and set to increase further due to companies’ desire to outdo rivals and widespread investor support for such deals, knowing how to manage changes in organisational culture has become

Read More
1618 Words | 7 Pages

“The study of history has been a study of leaders – what they did and why they did it” (Bass, 2008: 4). New contemporary styles of leadership have emerged that arguably are more successful in the long term (Dawson & Andriopoulos, 2014). This report critically evaluates different styles of leadership to determine if a transformational style will have a more decisive effect on employee motivation and organisational culture culminating in long term prosperity of the business. Fresh perspectives to leadership are required if organisations are to be successful in times of change while at the same time increasing employee morale (Conger, 1999). Studies done by Burns (1978) differentiates between transactional leaders and transformational leaders.

Read More
737 Words | 3 Pages

& Fugate, M., 2016, p. 462). There are numerous positive results that can be achieved by displaying inspirational motivation, idealized influence, individualized consideration and intellectual stimulation; such as, increased performance, reduced stress, and turnover, etc. (Kinicki, A. & Fugate, M., 2016, pp. 463-465). Transformational leadership can help improve the organizational culture overall (Kinicki, A. & Fugate, M., 2016, pp. 481-481).

Read More
1852 Words | 8 Pages

Abstract The strategic change cycle is one of the processes within strategic planning. This cycle is a ten-step process created to assist organizations in meeting their mandates, satisfying their missions, and constructing public value. “Strategic planning is intended to enhance an organization’s ability to think, act, and learn strategically” (Bryson & Alston, 2011). Introduction Strategic planning is “a deliberate, disciplined effort to produce fundamental decisions and actions that shape and guide what an organization (or other Entity) is, what it does, and why it does it” (Bryson & Alston, 2011).

Read More
584 Words | 3 Pages

The most prominent and influential studies regarding the dimensions of the organizational culture have shown that a healthy organization leadership culture have a greater impact on the way the leaders transact the business of the organization. The four dimensions to consider while dealing with leadership culture are the individualism versus collectivism, feminine versus masculine, long term versus short term orientation and finally the power distance (Conner & Armitage, 2008). 3.2.1 Individualism versus Collectivism Leadership Culture The leadership culture which supports individualists is least likely to enhance the ability of leaders to engage in their workplace environment and drive forward the development of the new startup company.

Read More
992 Words | 4 Pages

Into the 21st century, an era filled with many possibilities of an ever-changing social culture, it’s time to step out of the comfort zone to deploy tactics to address these changes. “Today’s managers and organizations are being buffeted by massive and far- reaching competitive, social, technological, and economic changes.” (Daft. XV) Recently, I’ve had the opportunity to interview Matthew Moen, Direct of Provider Management, to one of the largest Care Management Healthcare Organization in Wisconsin, about the importance of being an effective manager. As leaders not only is it crucial to continue being exposed to innovative ways of managing, but it should include learning new styles and ways to combat these changes in which can be explored

Read More
921 Words | 4 Pages

Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.

Read More
1007 Words | 5 Pages

2005. ORGANISATIONAL & MANAGEMENT AND BUSINESS COMMUNICATION.NEW DELHI INDIA: NEW AGE INTERNATIONAL pvt ltd publisher. Edgar,H.S. 2016.ORGANIZATIONAL CULTURE AND LEADERSHIP.New Jersey: John Wiley & Son 's. William, F. 2007. MANAGEMENT ORGANIZATIONAL BEHAVIOUR.CAPE TOWN, SOUTH AFRICA: JUTA & COMPANY LTD.

Read More
1669 Words | 7 Pages

The Importance of a Company’s Culture The culture of a company is one of the most important and sometimes overlooked factors in an organization. The culture can increase employee engagement and increase productivity which will allow a company to reach its goals, “From productivity and engagement in the organization’s day-to-day, to an employer brand that naturally fuels recruiting efforts, to creating a lasting brand that customers immediately recognize, there’s no escaping it – culture radiates outward into the marketplace” (Straz 2015). The culture can have a great impact on the employees. Employees thrive in a positive working environment and the ability to engage with their managers without fear of retaliation.

Read More
1345 Words | 6 Pages

The change process may influence some or all the variables of the organization wither gradually or drastically and therefore it has the capacity to change the organizational structure and organizational relationships. The most important aspect here is that whenever there is a change it brings with it a lot of challenges before the organization and therefore managing the change is a difficult task and facing change successfully is even a more difficult task before the Manager of today, as today the process of change have not only become common but the change is at a very fast pace. To Mange the different Challenges of Change Process an Organization must have a Good Strategy consisting of the following components:- • To face the change and its different challenges posed before the management, organization and the management must have a good plan. A good plan will tell the organization what is to be done? What are the important objectives to be achieved?

Read More
731 Words | 3 Pages

Although resistance to change cannot be com-pletely eliminated, it can be significantly reduced. The individuals within the organi-zation and their needs and beliefs must be accounted for. It’s imperative to communi-cate to individuals how they will benefit from the change, in order to build ac-ceptance. In addition to organizational executives with prestige, unofficial leaders (people who can influence) and middle managers must be recruited into the change process. Change must be encouraged on all levels.

Read More
1295 Words | 6 Pages

Cultural change is one of a leader 's greatest challenges. And yet if efforts aren 't made to positively and proactively create the culture the organization desires and needs; a culture that will help ensure its success; the culture will change nonetheless and it may not change in the manner desired. An organization 's culture is made up of it mission, vision, goals, roles, work processes and structure, values, communication practices, behaviors and attitudes. These items work in an interlocked fashion making it difficult for the organization to make simple but positive changes to the culture without great intention.

Read More

More about Impact Of Leadership On Organizational Culture

Related Topics

Open Document