Impact of Leadership in Organizational Culture-Free-Samples

Quetion: Discuss about the Impact of Leadership in Organizational Culture. Answer: Secondary data and data analysis methods The study, as mentioned earlier, will mainly focus on the secondary information and data collected from various sources and articles. In specific terms, the organizational demographic characteristics, leadership culture, occupational health, safety data and others are collected from the secondary sources like existing journals, theses and Turing Organizations website. According to Felcio, Gonalves da Conceio Gonalves (2013), organizational leadership is considered to be an important function in every organization, be it small or large. Management and leadership are completely two different concepts of business. Organizational leaders establish clear vision and goals of the organization, by setting the tone and resolving conflicts between the employees, responsible to work for the companys vision. Garca-Morales, Jimnez-Barrionuevo Gutirrez-Gutirrez (2012) examined that organizational leaders have a serious impact over the employees performances. Business owners usually set a leadership tone for their enterprises. They accomplish this by setting up a tone or organizational values, through which they can operate the company. This helps in creating the company guidelines and policies from companys values or mission. The guidelines and policies also enable the business owners to terminate under-performing employees from their companies. Grant (2012) stated about three types of organizational leadership styles, commonly seen in the businesses. These three types of leadership styles are laissez-faire, democratic and authoritarian. Manzoor (2012) discussed about these leadership styles in a detailed manner, to give an overview of the leadership styles impacting the organizational performance. The authoritarian leadership sets clear expectation from the employees and commands them on what they are expected to do and how they can achieve their goals. The democratic leadership motivates and encourages feedback as well as input from the employees or managers regarding the organizational performance. Lastly, laissez-faire leadership is kind of a hands-off approach, in which the employees as well as managers work in accordance with their own schedule and preferences. However, this sort of leadership style leads to poor work practices and motivation. As per Noruzy et al. (2013), organizational performances completely rely on proper behavior from the employees as well as their leaders. The leadership can be considered as an evolutionary procedure in the organizations. However, Ullah (2013) examined that the business owners who are able to provide sound leadership in their organizations can help the employees to a huge extent. It can motivate and encourage them to work and perform their level best. The leadership skills also help the employees to change their mentality by instilling ownership mindset in them. The organizational employees, who feel special and believe that they have a direct owner style relationship or bonding within the organization, will find innovative ways for improving their attitudes, behaviors and productivity towards the organizational leaders. The leadership styles in an organization will help the business in maintaining and focusing on their operations and goals. However, in this context, Vaccaro et al. (2012) argued that larger companies may suffer if too many individuals attempt to make the business plans or decisions. The business leaders can use their leadership skills to get the organizational employees and managers on the same page and also convince them to refocus on the original organizational goals or objectives. In addition to this, the leadership skills will also help in making right business practices and moreover, internal conflicts among the employees and managers can also be resolved. Similarly, Von Krogh, Nonaka Rechsteiner (2012) also mentioned that leadership can affect the organizational values, if not taken in a positive manner. It can have a severe impact on the employee and spread negativity within the organizational setting. The organizational leaders who are extremely dominating in nature and become obsessed with achieving goals can however, overlook the business details in an organization. Employees and managers may feel less valued in such organizational settings and thus, they will not give their best to the organization. Moreover, the dominating leadership styles create difficult relationships in terms of business. Often, business owners and companies tend to avoid dominant leaders within their organizational settings, as they consistently request for financial benefits. According to Yang, Huang Hsu (2014), leadership is a specific act of making things happen, instead of letting things happen. Yeh Hong (2012) defined leadership as a special act of motivating or encouraging the individuals to perform the given task, in order to achieve the organizational target. Therefore, it can be said that leadership is defined by various authors in different styles. Some of them have even interpreted the term as influencer that is the art of influencing people of an organization, so that they can strive enthusiastically and willingly towards the achievement of the group goals References Felcio, J. A., Gonalves, H. M., da Conceio Gonalves, V. (2013). Social value and organizational performance in non-profit social organizations: Social entrepreneurship, leadership, and socioeconomic context effects.Journal of Business Research,66(10), 2139-2146. Garca-Morales, V. J., Jimnez-Barrionuevo, M. M., Gutirrez-Gutirrez, L. (2012). Transformational leadership influence on organizational performance through organizational learning and innovation.Journal of business research,65(7), 1040-1050. Grant, A. M. (2012). Leading with meaning: Beneficiary contact, prosocial impact, and the performance effects of transformational leadership.Academy of Management Journal,55(2), 458-476. Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), 1. Noruzy, A., Dalfard, V. M., Azhdari, B., Nazari-Shirkouhi, S., Rezazadeh, A. (2013). Relations between transformational leadership, organizational learning, knowledge management, organizational innovation, and organizational performance: an empirical investigation of manufacturing firms.The International Journal of Advanced Manufacturing Technology,64(5-8), 1073-1085. Ullah, A. (2013). Impact of leadership on organizational performance. Vaccaro, I. G., Jansen, J. J., Van Den Bosch, F. A., Volberda, H. W. (2012). Management innovation and leadership: The moderating role of organizational size.Journal of Management Studies,49(1), 28-51. Von Krogh, G., Nonaka, I., Rechsteiner, L. (2012). Leadership in organizational knowledge creation: A review and framework.Journal of Management Studies,49(1), 240-277. Yang, L. R., Huang, C. F., Hsu, T. J. (2014). Knowledge leadership to improve project and organizational performance.International Journal of Project Management,32(1), 40-53. Yeh, H., Hong, D. (2012). The mediating effect of organizational commitment on leadership type and job performance.The Journal of Human Resource and Adult Learning,8(2), 50.