Organizations that have a cultural that is working within the organization can build off of that positive energy. The cultural of an organization is built from the employees (including managers) and as more of the employees start to feel the same way the culture begins. This is also true in terms of a negative culture. If the employees are not in sync with the managers, other employees and the overall mission of the organization that can mean a slowdown in production. A powerful concept noted by Eide and Allen (2012) is that to have a positive reform leadership involvement is required and without it, change will be difficult.
I have seen a few outcomes on how ethics and values determine the culture. Prior to joining the Marines, I worked at a place that drugs were a major issue at work. The organization did not do much and the cultural was on a steady decline due to the number of people quitting, fired and nowhere else to go. Generally a very negative atmosphere. The culture was a reflection of the employees. My values were not in line with a majority of the employees and I left for Active Duty.
While in the Marines, I have seen ethical issues that both were good and bad. One situation was a senior member
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Those in charge have a great deal of influence on employees. The transformation leadership style and employee engagement can change the culture. The managers that show a positive and understanding attitude is just one way to help make the change. According to Hossein and Javadi (2013) certain parts of employee engagement can be ways of appreciation. A transformation leadership style helps gain motivation and satisfaction by gaining the trust of the employee and providing stepping stones to achievements. Taking the time to train, coach, mentor, and talk, in general, has a long term effect that junior employees can adopt and use when they are in leadership
Aspects of the perceived culture in an o organization, such as, level of communication among members, the level of support in regard for new innovations and technology, as well as the amount of support by upper level management all have a positive influence on the manner employees behave and interact with each other as well as how they treat consumers and suppliers. If employees emulate a manager that does not share the same values and beliefs of others within the organization, or that does not share a good work ethic, employees will not complete tasks and fail to be productive. It works as well in the opposite manner; when employees see a manager who supports a company’s mission, its goals, and business strategy, the organizational culture of the company will aide in providing a clear direction for employees to follow and strive towards. Ultimately, the culture supports desire business strategies and the overall mission of an organization, and the capacity of the culture is dependent on just how intensely employees share the values and basic assumption of the
This model has been used over decades in research to chime in on the importance of knowing the behavior of leader’s and their effect on those who work for them. According to Brymer and Gray (2006), effective transformational leadership ensures a supportive culture and does not require boundaries and guidance. The concept of transformational leadership was created to bring together leaders and those who work for them, which in turn impact those in whom they serve because their personality is viewed in a positive
There was a study conducted by researchers to understand the contextual relationship of transformational leadership such as the impact on socialization, the leader’s impressions on both subordinates and their organizations, as well as operative collaborative setting along with bearing of particular characteristics of behavior in regards to performance. Some transformational leaders are asked to display certain behaviors while conducting all task. Being committed to change is an absolute requirement combined with the ability to recognize ground-breaking change while maintaining substantial power while enacting on change. This type of leader including managers have an incredible hindsight about their employees conduct in which this provides a greater benefit to the organization as it relates to leadership ability. As a result there is a certain level of behavioral integrity that can be gathered by this contact with other staff members. It has been proven that if you have great leaders combined with exceptional administration practices and finally employee
Transformational leadership focuses on increasing employee motivation and engagement and attempts to link employees' sense of self with organizational values. This leadership style emphasizes leading by example, so followers can identify with the leader's vision and values.
There are many leadership theories that play an important role in the every day workforce. Some of the theories are successful in producing a strong and productive leader, while others lack the qualities required for the job. Out of the multitude of available theories out there, I feel that the Transformational Leadership Theory is the one that stands out as being the most successful. This theory is far from coercive and instead focuses on making a satisfied team that collaborates to form a productive work environment. An environment like this, ran by a top-notch leader, is needed for success.
From a researcher or policymaker's point of view and on an international scale, policy analysis and management professor Andrea Parrot stresses that ethics are culturally and historically determined. When members of one culture try to impose their ethics and values on another culture, the situation is inherently complex.
The transformational leadership theory was deemed an appealing based on individual beliefs regarding employee-leader relationships. With a focus on communication and motivation, transformational leaders promote positive change within
Bass (1990) states that transformational leadership is identified by different patterns of behavior. Firstly , transformational leadership delivers the charisma to be a leader in order to gain respect and trust. Secondly, the characteristics of a leader show efforts to change a purpose of the transformation process and to effectively communicate. Finally, transformational leadership proposes that leaders treat employees individually to show them attention and provide them coaching and advice to show that you care about your employees. However, Wang and Howell (2010) claim that transformational leadership is in every individual.This means an individual can develop their potential to enhance their abilities and skills to improve and overcome any weaknesses. In relation to group work transformational leadership helps to grow common values and beliefs, and to inspire group members to reach their group goals. In this type of situation, leaders treat equally towards members and to make them feel comfortable. However, on occasions problems occur during team work which puts a leader into a situation to overcome the condition. For example, if one of my team members has no belief in me to lead the group, my attitude towards the group and the member will change as they have shown a lack of confidence and interest in teamwork. According to Novicevic, Harvey, Buckley, Brown & Evans (2006) explains that authentic leadership is when a leader shows their individual responsibility in what they were responsible for in their organization. Novicevic, Harvey, Buckley, Brown & Evans (2006) discusses a particular style of leadership which is the matrix of executive leadership. This style of leadership occurs when a leader has lost confidence in them self. The
Success in any organization is often determined by how effective organizational leadership manages cultural change. People naturally resist change of any kind, especially when that change affects the way they work. As a result of this resistance to change, any organizational culture change is likely to negatively affect employee morale. Employees will complain and resist this change, asking why it is necessary. In order for cultural change to be accepted by employees, one must anticipate this reaction and prepare for it. In order to do this effectively, one must be able to identify morale barriers that may affect organizational success for change. This can be accomplished by performing an effective organizational assessment, to assesses employee morale and there resistance to change (Dye, 2014).
Establishing culture in the workplace can have positive results on employees in the organization, but has also been perceived as being manipulative. As I cover both topics and what your organization’s true intensions of creating a positive culture for you to come to work you may begin to see things in a different light.
Simply speaking, a company’s structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a “one size fits all” culture template that meets the needs of all organizations” (Nov 30, 2012). Those organizations who have shared beliefs and values and have organized methods on chain of command going to have positive outcomes. This will help shaping their employees views and performances. The growth and profit of the business relays on their employees and their performances. Culture is the core which will help and encourage all different level workers. If the core itself is weak, it will weaken the atmosphere of the business. Many companies announce that they have great culture but fail to implement to the lower level of workers. The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and
Overall, I think organizational culture set the expectations in all business environments. Not having the right culture, effects employees’ behaviors therefore the business
Culture varies from one organization to another as it is shaped by the values and beliefs of the people working there. As it progresses over the years, it takes form in such a way that it works or performs in a manner to regulate behavior, action and decision making processes within the organization. It not just includes written rules and regulations, but also the behavioral aspects faced by each one on a day to day basis.
It is important that there is cultural awareness and acceptance within the staff team, as well as a tolerance of difference and diversity. Team culture encompasses the professional values of the team members. A new team member is inducted to understand the team’s culture and values and how can become a valued member of the team. A good manager can create a workforce community culture, where talented staff are valued and retained. A good manager should have the skills to create and maintain a working culture that is positive, which in turn will help to motivate. This helps to motivate and even inspire the team members to get involved in creating an environment where there is a positive approach to work, along with high levels of commitment. A good team leader is a person who not only focuses on the purpose and direction of the team, but also makes sure that the other members of the team share this focus. A good team leader also has to be able to promote a high level of morale amongst the team members, so that they feel supported and valued. A positive culture will develop only if there is a commitment to organizational learning, support for an open and fair approach, and partnerships and collaboration with other professionals, people who use services and their carers. There are many ways to build a productive culture at work. I can help myself to do this by looking at my current situation and finding ways to improve the workplace culture by changing people’s attitudes to their job, their environment, each other and themselves. Firstly identify any deficiencies that are causing negative attitudes. These could include issues like favouritism, lack of recognition or different sets of standards for different employees. So I can get the best from my teams and inspire a positive workplace culture. Some of the positive influences is fair and equal treatment of all employees and to make
Transformational leaders are needed to transform low performing organizations to acceptable to high performance. At other times, the leader is expected to move an organization from a crisis. In order to accomplish these tasks, the leader must overhaul the organization culture or subculture. This task is accomplished by nine ways of transforming others: 1. Raise others awareness. The leader makes others aware of the rewards and how to achieve them, i.e. pride in the job or financial incentives. 2. Help others look beyond self-interest. The transformational leader helps others to look at the “big picture” by describing an entire scenario, i.e. if we hire more employees to do x, we will have to make cuts in other areas. 3. Help people find self-fulfillment. The leader helps others not to focus on minor satisfactions, i.e. getting a job done before the deadline ...