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Eassy of organisational culture
Bibliography of employee engagement
Culture within organizations
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Organizations that have a cultural that is working within the organization can build off of that positive energy. The cultural of an organization is built from the employees (including managers) and as more of the employees start to feel the same way the culture begins. This is also true in terms of a negative culture. If the employees are not in sync with the managers, other employees and the overall mission of the organization that can mean a slowdown in production. A powerful concept noted by Eide and Allen (2012) is that to have a positive reform leadership involvement is required and without it, change will be difficult.
I have seen a few outcomes on how ethics and values determine the culture. Prior to joining the Marines, I worked at a place that drugs were a major issue at work. The organization did not do much and the cultural was on a steady decline due to the number of people quitting, fired and nowhere else to go. Generally a very negative atmosphere. The culture was a reflection of the employees. My values were not in line with a majority of the employees and I left for Active Duty.
While in the Marines, I have seen ethical issues that both were good and bad. One situation was a senior member
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Those in charge have a great deal of influence on employees. The transformation leadership style and employee engagement can change the culture. The managers that show a positive and understanding attitude is just one way to help make the change. According to Hossein and Javadi (2013) certain parts of employee engagement can be ways of appreciation. A transformation leadership style helps gain motivation and satisfaction by gaining the trust of the employee and providing stepping stones to achievements. Taking the time to train, coach, mentor, and talk, in general, has a long term effect that junior employees can adopt and use when they are in leadership
Bass (1990) states that transformational leadership is identified by different patterns of behavior. Firstly , transformational leadership delivers the charisma to be a leader in order to gain respect and trust. Secondly, the characteristics of a leader show efforts to change a purpose of the transformation process and to effectively communicate. Finally, transformational leadership proposes that leaders treat employees individually to show them attention and provide them coaching and advice to show that you care about your employees. However, Wang and Howell (2010) claim that transformational leadership is in every individual.This means an individual can develop their potential to enhance their abilities and skills to improve and overcome any weaknesses. In relation to group work transformational leadership helps to grow common values and beliefs, and to inspire group members to reach their group goals. In this type of situation, leaders treat equally towards members and to make them feel comfortable. However, on occasions problems occur during team work which puts a leader into a situation to overcome the condition. For example, if one of my team members has no belief in me to lead the group, my attitude towards the group and the member will change as they have shown a lack of confidence and interest in teamwork. According to Novicevic, Harvey, Buckley, Brown & Evans (2006) explains that authentic leadership is when a leader shows their individual responsibility in what they were responsible for in their organization. Novicevic, Harvey, Buckley, Brown & Evans (2006) discusses a particular style of leadership which is the matrix of executive leadership. This style of leadership occurs when a leader has lost confidence in them self. The
The transformational leadership theory was deemed an appealing based on individual beliefs regarding employee-leader relationships. With a focus on communication and motivation, transformational leaders promote positive change within
Success in any organization is often determined by how effective organizational leadership manages cultural change. People naturally resist change of any kind, especially when that change affects the way they work. As a result of this resistance to change, any organizational culture change is likely to negatively affect employee morale. Employees will complain and resist this change, asking why it is necessary. In order for cultural change to be accepted by employees, one must anticipate this reaction and prepare for it. In order to do this effectively, one must be able to identify morale barriers that may affect organizational success for change. This can be accomplished by performing an effective organizational assessment, to assesses employee morale and there resistance to change (Dye, 2014).
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
In many cases, employees who share the same values and beliefs tend to be more productive and the company’s success and productivity tends to be more successful. However, there are certain circumstances that must occur to improve the effectiveness of organizational culture within companies. There are three contingencies that must be considered: "whether the culture context is aligned with the environment,
Transformational leadership approaches aligned with learning organization characteristics of supporting, recognizing, correcting and setting expectations for the team. The team accomplishment of tasks is achieved through participation, motivating, training, sharing of ideas through personal attention and collaborations (Kareem, 2016). Learning organizations implement transactional leadership styles of rewarding, interventions and specific tasks. Like learning organization, transactional leaders reward their staff in exchange for effort; the leaders acknowledge excellent production with awards; and communicates the rewards given for different performances (Kareem, 2016). Transactional leadership and autocratic leadership methods are executed in traditional organizations. Like traditional organizational leadership, transactional leadership organizes their businesses into parts; they guide their followers toward established goals. The leader is closed minded and arbitrary (Lopez & Ensari, 2014). The traditional organization also used autocratic leadership style (Kareem, 2016). The leaders control subordinates and are supremely confident and comfortable in their decision-making responsibility business operations and strategic plans without input from
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.
Culture varies from one organization to another as it is shaped by the values and beliefs of the people working there. As it progresses over the years, it takes form in such a way that it works or performs in a manner to regulate behavior, action and decision making processes within the organization. It not just includes written rules and regulations, but also the behavioral aspects faced by each one on a day to day basis.
Transformational leadership focuses mainly on the relationship built between the leader and the followers (Bogler, Caspi & Roccas, 2013). Though the main aim of the leadership style is enacting change, it primarily involves creating a relationship among all individuals involved in the change process. As such, transformation becomes more successful. Ideally, this style of leadership increases morale, motivation and performance.
Every organization has a culture and a unique set of values, which differ to a greater or less extent than the other competing companies’ cultures. For example, there are companies which founded their organizational culture on integrity and honesty, respect, the concern for customers, for business partners or technology used, or responsibility for their actions or the self-improvement etc. The more these values are closer to those of the employees, but at the same time they support performance, the more the organization can gain.
Leadership is meant to create a system to lessen chaos and create order, as well as to improve individuals and teams. The article discusses three leadership styles, which include transformational, contingent reward, and laissez-faire. Transformational leadership is considered active command and uses confidence-building to encourage any followers to rethink and reframe the future to create a positive outlook. Contingent reward leadership, another active leadership, focuses on transparent exchanges and contracts to convey to the followers what is expected of them and what their reward will be once the goal is achieved; however, unlike with transformational leadership, the leader focuses much less on the human resources side of the equation and
Benefits a transformational leader can have on an organization can be substantial, providing teams are enabled to perform at high levels and transfer ideas into action. “Leaders cannot lead everyone in every situation effectively, because they cannot be effective in leading others all the time. Allowing others to lead may be more effective and efficient.” (Malakyan, P. G.2013) This concept of allowing others to lead through enabling responsibilities is critical to business in today’s operating environment. Speed, in combination with quality sets companies apart from competition. Relying on teams, inspiring members to reach higher and go beyond set goals will help influence speed while maintaining quality of work. A transformational leader can deliver engaged, motivated employees, who will drive business forward faster than a leader can on their
Transformational leaders are needed to transform low performing organizations to acceptable to high performance. At other times, the leader is expected to move an organization from a crisis. In order to accomplish these tasks, the leader must overhaul the organization culture or subculture. This task is accomplished by nine ways of transforming others: 1. Raise others awareness. The leader makes others aware of the rewards and how to achieve them, i.e. pride in the job or financial incentives. 2. Help others look beyond self-interest. The transformational leader helps others to look at the “big picture” by describing an entire scenario, i.e. if we hire more employees to do x, we will have to make cuts in other areas. 3. Help people find self-fulfillment. The leader helps others not to focus on minor satisfactions, i.e. getting a job done before the deadline ...
Establishing culture in the workplace can have positive results on employees in the organization, but has also been perceived as being manipulative. As I cover both topics and what your organization’s true intensions of creating a positive culture for you to come to work you may begin to see things in a different light.
Overall, I think organizational culture set the expectations in all business environments. Not having the right culture, effects employees’ behaviors therefore the business