The role of leadership in shaping organizational culture

Document Type:Research Paper

Subject Area:Business

Document 1

Different incremental steps should be adopted to ensure that the organizational culture is clearly communicated and that staff receive required technical and social skills to implement the vision. Adopting each of the incremental steps is important to eliminate challenges of communication and implementing organizational vision. Discussion How Transformational Leadership Style Influences Organizational Culture The culture of an organization is interdependent to the leadership. Transformational leaders are strategic thinkers and tactical thinkers who assist organizations to create a future that is realistic. Transformational leaders exert their influence over staff members to instigate change (Paoluccia et al. At the same time, transformational leaders influence organizational culture by shifting the focus of middle-level management and supervisors who advocate for an organizational change. The objective of transformational leadership is to develop problem solving tactics, creativity, experimentation and risk-taking in the decision-making process.

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At any rate, transformational leaders achieve their results by setting a clear vision and a mission within the organization. Transformation of culture is implemented by improving a sense of feeling and purpose within a company to ensure that they are able to share a sense of interdependence and shared interest within the company (Makino & Oliver, 2019). A transformation of culture and leadership therefore ensures that staff members are rewarded according to the tasks that they perform. Models that communication structures create are an effective method of implementing change at an organizational level and at a departmental level (Makino & Oliver, 2019). The strategy of communication should clearly outline the timeline for communication and how staff members will be informed of proposed changes. Mediums and communication channels should also be selected appropriately in the decision-making framework.

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• Additionally, the provision of effective training should be a priority for organizations that want to instigate change. Before implementing change, it is necessary to assess the strengths and the weaknesses of staff members to determine whether they have the knowledge and the skills required to efficiently implement change proposals (Farrell, 2017). Communication mediums and channels ensure that organizational values are widely understood in the context of the company (Lakshmi, 2014). Communication is equally important to ensure that the positive change that leaders want to implement in an organization is clearly understood in line with organizational objectives. Collaboration and the creation of teamwork is important in transformational leadership. A culture of collaboration brings staff numbers together and deals with unhealthy competition strategies. If collaboration is encouraged, then effectiveness in decision-making will be enhanced to strengthen the commitment that leaders have to proposed change measures.

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• Furthermore, proposed organizational changes should be made desirable by assisting employees to understand the need of change within an organization. Staff members should be allowed to contribute in the problem resolution mechanism by providing advice and ensuring that they understand the changes that need to be made in the organization (Paoluccia et al. • Creating a degree of relevance in implementing change is equally important to ensure that organizational goals are clearly understood. Staff members can be educated to ensure they understand how change implementation will increase their productivity and their rewards. • Moreover, communication should be developed at all levels of the organization. It is necessary for the company to offer non-monetary rewards even when they are not able to provide monetary compensation for change implementation (Farrell, 2017).

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Staff members who adapt change mechanism should be appreciated within the organization. Alternatively, the change process could face hurdles if it is regarded to be irrelevant by staff members. Irrelevant change has a negative effect on employees as they are unable to relate with proposed changes of a technical nature which they may not be prepared to execute (Lakshmi, 2014). To improve the relevance of change, it is necessary to organize training sessions which are designed to equip staff members with the requisite skills to improve their productivity levels. Additionally, values should be included in the vision statement to establish a connection between the standards of behavior expected of the leader and the values that staff members need to exhibit (Makino & Oliver, 2019).

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