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Difference between organizational culture and leadership behavior annotated bibliography
Influence of an organisations culture on leadership
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The research evidence supports the theory that leadership helps shape culture; culture in turn shapes leadership and they both drive performance. Schein (2010) asserts that cultures begin with leaders who impose their own values and assumptions on a group. If that group is successful and the assumptions come to be taken for granted, we then have a culture that will define for later generations of members what kinds of leadership are acceptable. The culture now defines leadership. But as the group runs into adaptive difficulties, as its environment changes to the point where some of its assumptions are no longer valid, leadership comes into play once more. The leadership is now the ability to step outside the culture that created the leader …show more content…
He illustrates this inter-connection by looking at the relationship between leadership and culture in the context of the organizational life cycle. Thus, during the process of organizational formation, the founder of a company creates an organization which reflects their values and beliefs. In this sense, the founder creates and shapes the cultural traits of their organization. Moreover, as the organization develops and time passes, the created culture of the organization exerts an influence on the leader and shapes the actions and style of the leader. Through this dynamic ongoing process, the leader creates and is in turn shaped by the organizational culture. In summarizing the consensus of opinion on the links between organizational culture and leadership, Bass and Avolio (1993) mirror the argument of Schein (2010) by suggesting that the relationship …show more content…
A number of comparative studies conducted during 1990s on the culture-performance link showed that certain culture orientations are conducive to performance (Kotter & Heskett, 1992). In their research, Xenikou and Simosi (2006) suggested that transformational qualities lead to performance beyond expectations in organizational settings; and cited other research conducted that empirically demonstrated that there is a relation between transformational leadership attributes and organizational measures of effectiveness. The study hypothesized that transformational leadership is related to performance through its effect on organizational culture and that transformational leadership was expected to have an indirect positive effect on performance via achievement, humanistic, and adaptive cultural orientations (Xenikou & Simosi, 2006). The findings indicate that transformational leadership leads to an achievement cultural orientation and suggest that transformational leadership stimulates
Shurbagi, A. M., & Zahari, I. B. (2013). The relationship between transformational leadership and organizational culture in National Oil Corporation of Libya. International Journal of Business Administration, 4(4), 26-34. DOI: 10.5430/ijba.v4n4p26
Folklores are stories that have been through many time periods. Folklore include Legends, Myths, and Fairy Tales. Legends are traditional tales handed down from earlier times and believed to have a historical basis. Myths are ancient stories dealing with supernatural beings, ancestors, or heroes. Fairy Tales are fantasy tales with legendary being and creators.
In order for an organization to be successful a leader has to take an initiative to find out what qualities their department needs to be successful to obtain this the person in charge has to start off by focusing on the cultural aspects that are required to make such a change in their facility.
The relationship between a leader and the culture of an organization can be dynamic and difficult to understand. This relationship becomes very important as a leader attempts to change the culture of his/her organization. Edgar Schein (2010) provides a useful framework outlining mechanisms leaders can use to embed and transmit certain values and assumptions that shape an organization’s culture. Schein (2010) presents this framework as a means for a leader to embed culture after it has been established. This paper, however, will examine the usefulness of two specific mechanisms in affecting a culture change within an organization.
The leadership style and organizational culture can lead to multiple different theories, I believe the leadership styles involving transformative
B.M. Bass developed a study in 1985 on leadership in the western world which focused on western leaders and how they influenced their subordinates. What he found was that leaders across organizations shared similar attributes. He referred to this style as “transformational leadership”. Through this style, leaders “inspire followers to transcend self-interest for the good of the organization and can have an extraordinary effect on their followers” (Robbins & Judges, 2012:188). Bass discovered that cultures that used this leadership style placed importance on the development of individual’s work performance within organizations. Using his research, Bass was able to organize the behaviors of what he deemed transformational leadership into four categories: idealized influence, inspirational motivation, intellectual consideration, and intellectual stimulation. Each category is a different form of influence that the leaders have over their followers which allow them to affect diverse groups of people. Since the theory was based on a study of western leaders, the transformational leadership theory can be viewed as bias in a western context. In other words, this style of leadership may be more effective in western organizations than eastern organizations due to the differing cultural values. However, there are examples of transformational leaders in each culture.
...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.
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.
Culture influences leadership. Culture and leadership are two sides of the same coin. Our culture shapes the image of the ideal of an organization. The leaders first start the process of culture creation when they create group organization. After culture exists it determine the criteria for leadership. Cultural groups vary in their conceptions of what is important for effective leadership (Schein, 2010). Culture influences the personality traits and work values of leaders and followers in an organization. Leader’s interaction between individuals and their environment shape the personality. Culture determines the actual pattern of leadership behaviors in an organization. Cultural values and norms likely influence the attitudes and behaviors
Leadership is a function of personal and professional qualities (retrospection), the conception of a vision, structure and satisfying a sense of collective purpose, and make sure carrying out, with strategy and culture as two situational or contextual factors (cannon,2004; gil,2006)
Organisational culture is one of the most valuable assets of an organization. Many studies states that the culture is one of the key elements that benefits the performance and affects the success of the company (Kerr & Slocum 2005). This can be measured by income of the company, and market share. Also, an appropriate culture within the society can bring advantages to the company which helps to perform with the de...
Leadership is an ever-changing concept, leadership varies greatly from culture to culture. From autocratic management to egalitarian practice, from the traditional Asian leadership style to the Scandinavian leadership this essay explores the overriding philosophies that dictate leadership styles across the globe.
Globalization has taken place in the past when state and empires expanded their influence far outside their border. However, one of the distinctions of globalization today is the speed with which it is transforming local culture as they took part in a worldwide system of interconnectedness. Through globalization, many cultures in the world have changed dramatically.
Many people associate leadership with a specific job title or form of power within an organization. However, through personal experience, I have concluded that leadership can come in many forms and position as well as from multiple sources of roles and job titles both with and without power. Based on the definition of leadership, anyone can be considered a leader as long as they have the ability to influence people to achieve a particular result or goal which benefits the organization or group as a whole. Individuals with a secure sense of self and understanding, acceptance of diversity within an organization tend to be the strongest leaders that not only make others want to follow, but they also encourage other leaders to gravitate to their
My culture, family, and environment have influenced and shaped my personality. Throughout my life I have been affected by my culture and history. I have always been open to other cultures and their ways of life to better myself. Since I have been to many countries all around the world, I have gained a love of learning about different people. I understand the impact my culture has had on me from believing the power and fearlessness I have to live each day to it’s fullest. Many experiences in my life how made mer realize how grateful I am from where I come from and the opportunities I have had. During a month long trip in 2012 to India, that my entire thinking on life and living changed and the meaning in life of my identities. Traveling around India was one of the best opportunities I have had in life. Getting to explore another cultures, by working for women’s and children’s organizations, as well as traveling to all the important Mahatma Gandhi historical sites. The message I received on this trip was through Gandhi’s meaning of peace and