In this reflective journal, two topics named “organizational culture and Leadership in the 21st Century” have been taken into consideration. I have selected these two topics given in my organizational behaviour subject with a view to increase my understanding on how company maintain effective business functioning.
The study on the Organizational culture has reflected three levels of culture and role played by it in an organization. Organizational culture is based on the value, belief and assumption of employees including key managerial persons. The study on organizational culture put emphasis upon the relation between organizational culture and performance of company. It curbs the misbehaviour of employees by implementing standards organizational culture. After, reading all the key points of this given journal, I have observed that organizational culture is based on the physical structure, employees’ value, belief, perception and assumption. It is evaluated that if company could maintain employee’s oriented organizational culture then it could easily motivate employees to increase the productivity of organization. I have analysed that employees are tend to deliver more results from their functioning if they are left free to work as per their needs in business process. Nonetheless, maintaining standard business culture is the key point of business success in multinational company. It is found that in many multinational companies, employees are working in the one roof irrespective of their different culture. Therefore, multinational companies, by using standard organizational culture maintain positive working environment and increase the overall effectiveness of the business. It is observed that employees working in team may also face these organizational culture issues (Strom, Sears and Kelly, 2014). However, company customized organizational culture to mitigate these issues in determined approach. There are several benefits which an organization could have by having strong organizational culture such as social control, increased business output and reducing the business complexity. The management of organizational culture is key point for the business success. The effectiveness of the organizational culture is dependent upon the organizational policies and business frameworks which company formulate. I have found that employees are the key pillar for the organization. They are tending to make positive efforts if they are allowed to work as per their values, belief and needs. Nonetheless, employees may find problems and issues if they work in team due to their different culture and belief. Now in the end, I infer that organizational culture is the main important factors which company customized as per the employee’s needs, belief and assumptions. This organizational culture is the basic factors for achieving organizational goals and objective in effective manner. If organizational culture is employees oriented then it will also motivate employees to perform better.
With the ramified economic changes and complex business structure, leadership style of leader plays an important role in the business success. The leaders in organizations are the key persons who perform their work way beyond the management such as influencing employees to accomplish set targets, creating positive working environment and implementing policies and framework in organization. It is observed that leaders influence the employees to achieve set objectives by strengthen the interpersonal process, social context and set criteria for their goal achievement in effective manner (John, 2017). I have learned so many things by evaluating this leadership articles such as focusing on certain determined goals and navigating employees to achieve their goals. Nonetheless, I have found that if we can establish proper nexus between organizational goals and objective with the employee’s goal then it will surely increase the overall return on capital employed. This is the most important motivational factor for the employees. There are several theories of leadership such as trait theory, transactional theory and transmission theory. Leaders could follow these theories and implement by focusing on the employee’s value, belief and assumption. I have found that leadership style of the leader should be contingency which changes as per the situations and circumstance (Zhang, et al. 2015). In an organization, there are two types of groups formed by leaders such as “in-group and out- group”. However, In-groups followers are mostly accustomed to act as per the directions and instructions of the leaders. I have also observed that leaders in organization will have to face following issues such as emotional problems, intellectual problems, divergent thinking problems and relevancy with the time. Nonetheless, in multinational organizations, leaders need to follow strategic business program to motivate employees. Leaders are more inclined towards adopting modern leadership style in place of traditional style. In today’s world, the main focus of leaders is to follow self- direct leadership program to increase the overall outcomes of organization. Leaders need to evaluate all the associated factors which may influence the employees in their working. After evaluating all the data and given information in this journal article, it is considered that leadership is expressing management in a way that employees would find working process more acceptable and therefore work harder. Leadership is more influencing style than intent for the leaders. If leaders could identify proper influential factors of followers then they could easily motivate them to work harder and provide more positive outcomes for the organization. This has shown that if leaders could establish positive nexus between employees growth with the organizational development then it will surely help in achievement of business gaols in determined approach.
John, M.C., 2017, May. Leadership style, school climate, and the institutional commitment of teachers. In International Forum Journal (Vol. 1, No. 2).
Strom, D.L., Sears, K.L. and Kelly, K.M., 2014. Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees. Journal of Leadership & Organizational Studies, 21(1), pp.71-82.
Zhang, J., Ahammad, M.F., Tarba, S., Cooper, C.L., Glaister, K.W. and Wang, J., 2015. The effect of leadership style on talent retention during merger and acquisition integration: Evidence from China. The International Journal of Human Resource Management, 26(7), pp.1021-1050.
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