Creating A Positive Organizational Culture Through Servant Leadership

Key arguments of the authors

Discuss About The Creating Positive Organization Throe Servant.

Communication is an essential element within the workplace activities. For this, the employees need to possess adequate skills in terms of creating positive image in the minds of the managers. This positivity results in the exposure of collaborative output, which enhances the productivity within the business activities. Organizational culture falls within the category of workplace ethics, which is necessary in terms of achieving loyalty, trust and dependence from the customers. Consciousness of the employees towards preservation of the organizational culture reflects the ethical approach of the employees. Most of the employees lack the proper communication skills, which deprives them of being selected in prestigious companies and organizations. The major drive behind this is inferiority complex in terms of approaching large number of audience.

It a common sight that most of the employees fall short of words when asked to speak before a lot of audience. One of the other aspect here is the conflicts, where the employees indulge in slangs. This adds a negative shade to the corporate culture and stains their personality. This is mainly due to difference in opinions between the employees and the managers. This report establishes a comparative study between two articles related to the corporate culture.  

The first article to be considered in the report is Six Components of a Great Corporate Culture by John Coleman. In this article, consciousness towards the preservation of organizational culture is considered both intuitive and corporate social responsibility. In terms of competition, culture accounts for 20-30% of the corporate performance (Guiso, Sapienza and Zingales 2015). The business critiques of Harvard Business Review favours conglomeration of the different cultures for enhancement of the cultural diversity.

The main aspect of the article is the components, which creates a culture. These components are: vision, values, practices, people, narrative and place. Mission or vision is the starting point of culture. As a matter of specification, the mission statement clarifies the goals and objectives, which the companies and organization needs to abide for the achievement of satisfaction. Here, the decision undertaken by the personnel is crucial. Authentic vision statements help the personnel to improve their focus on the business activities (Guiso, Sapienza and Zingales 2015).

Values developed by the company or organization are directly related to culture. Values enhance the clarity of the personnel regarding the behaviours, beliefs and mentality needed for achieving the vision statement. Here, stable communication is needed for making the employees conscious about the preservation of the core values. Values do not attain importance unless they are incorporated within the business practices. Policies need to be developed for adopting good practices. The employees need to be encouraged and motivated for the exposure of better performance. The article sheds light on valuation of the employees for considering them as the assets for the company (Guiso, Sapienza and Zingales 2015).

Differences in the arguments

The second article is The Value of Corporate Culture. The employees are the keystone towards preservation of the culture. The managers need to inculcate the urge within the employees regarding the exposure of better performance. This motivation and encouragement enhances the productivity in the business activities. This enhancement helps the companies and organizations to reach the benchmark level of performance. Government structures help the personnel in terms of achieving sustainable growth. Self-attempts of the personnel enhances their ability in terms of professional development (Coleman, 2013). Herein lays the appropriateness of the recruitment policies, which results in the creation of a strong and flexible workforce.

One of the important propositions of the article is the importance of culture in the workplace. The article perceives culture as “social control”. This is in terms of the behaviour of the employees towards preservation of the cultural values (Coleman, 2013).

The title of the articles is different. One provides an insight into the components, which creates culture and the other enhances the awareness about the cultural values. The word “great” ties both the articles in a common thread. In order to preserve the organizational values, the personnel need to incorporate the six components within the business activities. Developing the vision statement improves the focus of the companies and organizations. This is in terms of the efficient execution of the business activities. Consciousness of the personnel towards this direction enhances the corporate image (Whittington 2017).

Table 1: Response Analysis Framework

Value is the second component of the article, Six Components of Corporate Culture. However, value is one of the important aspects of the article, “The Value of Corporate Culture”.  Therefore, the second article can be considered as an elongated version of the first one. In the article, Six Components of a Great Corporate Culture, general information is provided into the components, which forms the organizational culture. In the article, The Valur of Corporate Culture, theoretical consideration has been provided, which enlivens the process of preserving the organizational values for the businesspersons (Guiso, Sapienza and Zingales 2015).

The article, Six Components of a Great Culture reflects the personal views of the author, John Coleman. On the contrary, the article, The Value of Corporate Culture is the research paper by Luigi Guiso PaolaSapienza and LuigiZingales regarding the importance of culture in the workplace. Delving deep into the aspect, the research paper proves helpful in enhancing the awareness of the people about preservation of the organizational culture. The survey conducted on the employees of the US firms projects the validity and reliability of perceptions related to values in the workplace (Guiso, Sapienza and Zingales 2015).

The component of “practices” in the Six Components of a Great Corporate Culture can be considered as an agent in terms of shedding light on the importance of value in the corporate culture. The kind of training the employees receive is reflected on their performance. Positivity in the training adds value to the organizational hierarchy, who are the main torchbearers for preserving the core values. The fourth component, “people” in the first article can be correlated with the word “corporate” of the second culture. Here, values can be considered as an agent, which ties both these aspects. Consciousness towards the preservation of the values enhances the corporate image of the employees (Macdonald, Burke and Stewart 2017).

The component of “narrative” can be related with “corporate culture value”. Example can be cited of media, who are entrusted with the responsibility to bring forth the achievement of the companies and organizations. Here, if the media personnel use wrong means for conducting the media coverage, the organizational culture attains negative connotation. Here, the adjective “great” is lessened in terms of its intensity (Randel et al. 2016).  

In order to maintain the organizational culture, the managers need to involve the employees into group discussions. This would reduce the intensity of conflicts, discrimination and harassments within the workplace. HR Policies need to be developed for managing the workforce in an efficient and effective manner. Along with this, the employees need to be engaged within the workplace activities. Typical examples of this can be group discussions and open forums. These means would act as a platform for the employees in terms of voicing out their opinions regarding the issues, which they are facing while executing the allocated duties and responsibilities.

Counselling sessions can be organized for respecting the individual sentiments of the employees. The responses provided by the employees need to be handled effectively for prevention of leakage. Rationality in this activity would enhance the corporate image of the personnel, especially the managers. Herein lays the appropriateness of behavioural theories. Taking feedbacks from the employees would be a planned action in terms of abiding by the value of transparency in the business activities. Exposing liberal attitude towards taking the responses of the employees would be a reasoned action in terms of gaining the trust, dependence and loyalty of the customers.

Safe and comfortable workplace needs to be provided to the employees. In return, the personnel can get productive output. If the employees get job satisfaction, an urge would be generated within them for exposing better performance. The companies and organizations attempt to retain the efficient employees. Here, the aim is to prepare them as leaders. Here, ethical approach is needed in terms of providing guidance according to their grasping capability and power. Developing ethical code of conduct is vital in terms of preserving the cultural values of the organization.

Conclusion

This assignment proves successful in providing an insight into the workplace culture. For this, article review enlivens the process in which the corporate culture is preserved. Two articles, which are chosen, seem appropriate in terms of shedding light on importance of values in corporate culture. The business practices adopted by the employees reflect their approach towards the preservation of values. Maintaining rationality in narrating the achievements of the companies and organizations is an efficient example of ethical approach. The recommendation of group discussions seems appropriate in terms of enhancing the cultural diversity in the workplace. Apart from this, it also proves appropriate for reducing the instances of conflicts, discriminations and harassments in the workplace. Evaluation of the undertaken steps would prove helpful in upgrading the standards and quality of the performance towards preservation of the corporate culture.

References

Coleman, J. (2013). Six Components of a Great Corporate Culture. Organizational culture, pp.1-3.

Guiso, L., Sapienza, P. and Zingales, L., 2015. The value of corporate culture. Journal of Financial Economics, 117(1), pp.60-76.

Macdonald, I., Burke, C. and Stewart, K., 2017. Systems leadership: Creating positive organisations. Taylor & Francis.

Randel, A.E., Dean, M.A., Ehrhart, K.H., Chung, B. and Shore, L., 2016. Leader inclusiveness, psychological diversity climate, and helping behaviors. Journal of Managerial Psychology, 31(1), pp.216-234.

Whittington, J.L., 2017. Creating a positive organization through servant leadership. In Servant Leadership and Followership (pp. 51-79). Palgrave Macmillan, Cham.

Humanrights.gov.au (2018). Cultural diversity in Australian workplace. Available at: https://www.humanrights.gov.au/face-facts-cultural-diversity [Accessed on 12th May 2018.