Impact Of Leadership On Organizational Culture

764 Words4 Pages

In this paper, we present the impact of leadership and change management strategy on organizational culture. At first, we present the notion of culture. There are many attempts to describe “organizational culture”, many of which are presented in this paper. After an assessment of organizational culture, the role of leader is pinpointed. We favor the view that strategic leadership needs to be transformational if it is to serve the organization. Afterwards, the notion of change is focused on. Changing a culture is a large-scale undertaking and all of the organizational tools for changing minds will need to be put in play. To change or to manage
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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. We aim at giving managers and researchers a “language” for some terms that can create reflection and dialogue on the subject. This paper will focus on how to achieve a functional strategy for a business strategic change. The recommendations in the conclusion will not be prescriptive, but will provide an opportunity for organizations to embody what is best suited to their culture. So, while change management depends on leadership, till today there has been little integration of these two in literature. The important role leaders play in the change process has been pointed by change theorists, but there is still no research that focuses on the relationship…show more content…
So, the most fruitful success strategy is to begin with leadership tools, including a vision of the future, cement the change in place with management tools, such as role definitions and control systems and use the pure power tools of punishments as a last resort, when all else fails. What’s more, the most profound strategy for shifting an organizational culture is offering multi-day leadership retreats cascaded through the organization. These retreats blend organization performance with a focus on personal growth and relationship skills. To sum up, strategic change brings so many challenges. These include time required to develop, implementation of the plan as well as assign people to come with strategies. There are different methods that can assist organizations in solving these challenges, which need great support and involvement of senior management to be successful. Besides that, there is a need of design team to define the basics of the change. Finally, strategic changes sometimes comes to be vital for the organizations, but beside the implementation of the change, time and people in the organization are very
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