leaders influence the internal environment of an organization
Decisions of leaders of an organization have a direct impact on the business culture, practices, strategies and products. Change is inevitable, and every organization must anticipate transformation in the internal and external environment (Becky Malby, 2007). This can be accomplished by strategic planning. While there are several approaches to leadership to help in planning for change, there is no particular plan that organization managers should pursue. These methods- autocratic, democratic, and participative- work differently in distinct groups and varying situations. It's up to the manager to plan for changes and ensure their decisions impact the internal business environment
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According to Whitehurst, the culture of a business is defined by how members interact with one another (2016). It is learned behavior that a lot of employees look up to leaders for decision making, and will easily be influenced to behave like their seniors. These actions become the organization's culture and are not a by-product of operations. According to Sobroto (2011), "leadership, particularly transformational leadership can build a higher innovation and a satisfactory organizational culture." It, therefore, follows that leaders are driving agents of a company's culture, and their decisions towards sustainable change influence performance. In support of this point, Subroto notes that leaders who make sustainable change decisions aimed at enhancing organization's culture can go a long way in polishing production. This culture affects the direction of managerial functions, control, staffing, leadership, and transition. Malby (2007) also notes that there are key unique characteristics of ever organization reflected in traditions, practices, beliefs and symbols. It's leaders that shape the identity of these essential characteristics through their managerial planning. In harmony with this discourse, Milton, and Westphal (2005) claims that leaders who embrace management identity will be able to get cooperation from workers in a way they desire. When the cooperative efforts and organization change …show more content…
Once the employees have been given ideas to make suggestions and opinions, they need to be pushed by proceeding deadlines. With participative leadership approach, the leader impacts the organization's internal characteristics by making decisions from the contribution of all members. Slightly different from free style, employees are required to identify procedures and formulate programs. This type of leader acts as a facilitator in the decision-making process, and they can be seeing mostly in volunteer transitions business centers and institutions of learning. Suggestions and opinion flexible each member are kept by the manager and used making decision needed for sustainable change. Although not a right approach for new decision sin times of crisis, participative leadership polishes future leaders who will serve the organization in
Leaders ensure culture of the organization is understood and adhered to; they also spearhead cultural change efforts
The concept of transformational leadership relies on appropriate leadership approaches for mission success. AFDD 1-1 describes three leadership competencies: person, people/team, organization Effective leaders (tactical level) need to build face-to-face and interpersonal relationships that directly influence behavior and values. Effective leaders (operational level) need to build team dynamics for small groups and squadrons. Effective leaders (strategic level) need to build strategy and provide direction in a broad spectrum.
Participative (Democratic) leadership is, as its name implies, a participation of the group. The participants all collaborate in the decisions the group must make. “Researchers have found that this learning style is usually one of the most effective and lead to higher productivity, better contributions from the group members, and increased moral.”
The challenges facing leaders are of three kinds: external, internal and those arising from the nature of the leadership role. The external challenges stem from the fact organization faces lack of funds, economic, social and political forces (Kanter, 2003). The leader must be able to cope up with crises that threaten the survival of the firm. On the other hand,
According to Yoder-Wise (2015), a leader can be defined as, “an individual who works with others to develop a clear vision of the preferred future and to make that vision happen” (p 35). As employees, we often have our own ideal of a good leader, which may be influenced by experiences and perception of workplace norms. While one’s opinion of an effective leader may vary, there are several recognized leadership theories. The following will focus on the transformational leadership approach.
Transformational leadership is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
Halal and Brown (1981) write that participative management may not only increase productivity and decrease operating costs associated with low morale, it may enhance flexibility through lowering the decision making process to the operational level. This is because the operational level is where the actual work is completed. The manager or supervisor does not always have the best picture of how a process is completed, and they can get lost in the details. The operational level knows the details, thus to work together collaboratively is key. According to Mooney (n.d.) the participative leader empowers others. This is someone who is willing to share the spotlight by giving their employees the opportunity to make major decisions. They are also there to support these workers when they make mistakes and need help in solving problems. This leader invests much of their own success by placing it in the hands of those they
Leaders have influence the organizational climate and can change the command culture. However to accomplish that they have to first understand the existing organizational culture within which they are operating. Culture is the behavior characteristic of a particular group. In an organizational setting, leaders have to be mindful of this cultural factors in the context that is sensitive to the different backgrounds of team members to best leverage their talent. There are three levels of culture. First level is the Artifacts. This is the surface level. It includes all phenomena that one sees, hears, and feels when one encounters a new group with unfamiliar culture. Second level is the espoused values. These reflect the original values. Third level is the basic underlying assumptions. These are what were once hypothesis, supported only by a hunch or a value, come gradually to be treated as reality. Climate, in the other hand, is a prevailing trend of public opinion or attitude in a given organization at a given time.
Given the situation of the project, it seems likely that the style of empowering leadership is most suitable, including participative leadership and empowerment. The aim is to involve others, representatives of the both organization, to eventually have a positive impact on the decision making process. According to Lim (2015), participative leadership has a dynamic quality and can change over time resulting in more satisfaction with the decision process and a higher degree of acceptance. Representatives should adapt an empowering attitude instead e.g. authoritarian style. To link this conclusion of applying empowering leadership among group members, figure 2 should be taken into account.
Participative leaders manage people as groups as well as individually, using team meetings that are facilitated rather than dictatorial or directive in nature, one-on-one discussions, and cohesion to support the manager’s responsibility for achieving results. (Michigan Studies, n.d.) This was addressed as part of the discussion on the paternalistic approach on page fourteen. Her staff comes together in participative team meetings while also having one-on-one time with her. The same is true of employees who have the opportunity to address their concerns in employee
...l man who enables others to think and do in his way (role model) and his employees work him for unconditional loyalty (e.g. his PA), also, adopt a fair system of rewards and punishments; however, as a leader sometimes he just needs some transformational styles which respect and communicate with followers equally rather than forced them to shut up rudely. As for organizational culture, the article obtains further understanding that some factors attribute to detect cultures existed in an organisation, communication system, for example. As a result, it can be identified that his culture not only can be classified as power but task. Moreover, due to the changeable outside environment, compounded and flexible cultures seems to be a better way for an organisation’s sustainable development. Therefore, leadership is tightly related to organizational culture.
Simply speaking, a company’s structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a “one size fits all” culture template that meets the needs of all organizations” (Nov 30, 2012). Those organizations who have shared beliefs and values and have organized methods on chain of command going to have positive outcomes. This will help shaping their employees views and performances. The growth and profit of the business relays on their employees and their performances. Culture is the core which will help and encourage all different level workers. If the core itself is weak, it will weaken the atmosphere of the business. Many companies announce that they have great culture but fail to implement to the lower level of workers. The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and
Leadership, without doubt, is a significantly important function of management. It helps to aggrandize efficiency and to fulfil an organization’s goals. Leadership is the ability of a manager to induce the subordinates to work with confidence, determination, courage and zeal. It is also defined as ability to influence a group towards the realization of a goal. Leaders should have the capability of developing future visions, and to drive the organizational members to want to attain the visions. This paper states my points in which I duly believe, justifies the importance of an outstanding leader in any organization.
It brought organisational culture to the performance of a company, which has become a critical topic in management department. In addition to organisational culture, organisations need to be aware and prepared for changes in the expanding workforce as business grows. Companies are faced with maximizing benefits as well as profits while minimizing negative factors that come from those changes. There is no one answer to the issue, but some of the guidelines are clear. Awareness of organisational culture, teamwork, individual performance, external environment adaptation, leadership, and measurement of organisational culture are key factors that lead a company to perform better.