Leadership Impact On Organizational Culture

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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…
That’s because an organization’s culture comprises an interlocking set of goals, processes, communications practices and assumptions. When classifying organizational change strategies almost all authors start with Chin and Benne (1969), who recognized three basic ways to implement change: rational empirical, power coercive and normative re-educative. This classification has been supplemented many times. Finally, a useful strategy must
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