Each style has a distinct effect on the working atmosphere of a company, division, or team, and, in turn, on its financial performance. The styles, by name and brief description alone, will resonate with anyone who leads, is led, or, as is the case with most of us, does both. Coercive leaders demand immediate compliance. Authoritative leaders mobilize people toward a vision. Affiliative leaders create emotional bonds and harmony.
According to Wagner (1995), organizational culture has a strong impact on employees’ behavior and attitudes. Given the dynamics of culture and human behavior, studying how employees commit themselves to their organization has become essential in the context of management, and there are a few research reports. For example, Lok and Crawford’s (2001) study showed the significant impact of organizational culture on the commitment of employees. Deal and Kennedy (1982) also recommended that organization culture affects the commitment of employees within the organization, and the strength of organizational commitment is associated with the strength of organizational culture. That is, organizational culture could play an important role in enhancing commitments and improving performance of employees.
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.
In business management, organization culture is perceived to be a very significant element of the organization’s performances. Nevertheless, Watkins (2013) suggests that organization culture is one thing to really comprehend what it is. He says, “As there is a collective agreement that exists and have a crucial role in influencing the behavior in an organization, there is a minimal consent of what organization culture entails” Watkins (2013). However, few authors have tried to define what it is and according to Schein (2004) culture is “ a concept but its attitudinal and behavioral effects are very concrete.” He continues to suggest that it is a dynamic experience that is shaped through people’s interaction and that which is created by our
These leadership styles were defined as the manner and approach of providing directions, implementing plans, and motivating people. Leaders are hands-off and allow group members to make decisions. A free rein leader does not lead, but leaves the group entirely to itself such a leaders allows maximum freedom to subordinates. Freedoms are freely determined by group goals, techniques, and working methods. This leadership style promotes team work and on good interpersonal relations.
When the team understands the daily task as well as the leader understands the same task they will learn to accept leader’s leadership style. Sharing the SMART objectives with the team members will create trust in the leader’s leadership style. Certain types of work may require different types of leadership style. If the leadership style used helps to achieve strategic goals, group members will be more likely to follow this leadership style as positive. moreover, if a manager gets positive results from his leadership style he will be preferring to use that style in the future.
Based on Christina Boateng’s study (as cited in Bass & Avolio, 1994) transformational leadership is a progression that transforms the organization by changing followers to leaders and leaders to agents of change. A change is constant when practicing this type of leadership as the leader is looking forward and guides the followers to keep improving themselves in order to make out the best performance for the employees and organization. A leader is more advanced in doing things than others in the organization. There are a few characteristics of transformational leadership. Firstly, the transformational leader has an idealized influence.
Therefore, it can be asserted that national culture has an impact on corporate culture. (Nazarian et al. 2013) Naturally, all those definitions are valid, and all lead to one conclusion, that can be summarized by Aristotle’ saying: “we are what we repeatedly do”. Shared values and beliefs govern the behaviors, while consistent pattern of behaviors is the core and reinforcing point of culture. (Watkins 2013) A number of studies have stressed the importance of organizational culture, since its affects employee’s productivity, commitment, engagement, and shapes behavior.
• To determine the important qualities to be possessed by a leader to influence employee behaviour. • To assess the leadership styles which are more conducive to retaining employees. Review of Literature Long and Thean (2011) had created a conceptual framework which linked leadership style, job satisfaction and turnover intentions. In 2012, Long, Thean, Ismail and Jusoh, tried to study the impact of leadership styles over turnover intentions of employees. They studied the relationship with two leadership styles: transformational and transactional.
Innovational models dies creative values and their products are generally cheaper than others like IKEA and all othe brands in the same line of action and are highly successful to innovative other existing models in the market. The customers of Zara are able to wear the newest fashions as they enter the market. People are always trying to find a way to be the first one representing the newest fashion. With Zara making this possible, they have established a strong customer loyalty to the ones that always want to be the first one wearing a new coat or shirt. FURTHERMORE : THE way that Zara creates value to its customers is by pricing clothes differently depending on the location.