Abraham Lincoln: Organizational Culture and Leadership

I start this project on Lincoln’s leadership very reluctantly. I am a history buff and have always viewed his leadership through the eyes of jaded historians. They have portrayed him as a dictator, incompetent, and a buffoon at some points. After reading the Donald T. Phillips book Lincoln on Leadership, my mindset was totally changed. This book broke down four key areas that produced an effective leader in Lincoln. These areas are character, people, endeavor, and communication. I will be sharing a principal from each key area that I found important and then conclude with an overall thought.

The IPD approach is an organization in its self and all team members are committed

A descriptive methodology will be used to determine the current culture of the Organisation, through research and survey from the Organisation’s website and from current employees. This is going to give us a general picture of the current culture and also analysed to determine how effective the current culture is.

Lincoln on Leadership is a book that discusses all of Abraham Lincoln’s leadership styles and strategies and talks about how successful he was because of these attributes as our President. The main character of the book is President Abraham Lincoln. He grew up in a poor background and worked his way to where he was as President. Lincoln tried many careers such as a postmaster, a surveyor, and a lawyer so that he could have a life of success. He always learned from his failures and worked very hard to make it in life because he was from such a disadvantaged background. He was devoted to human rights, innovation, and compassion. He was an amazing leader with leadership styles that kept the United States as one. Leaders today should be able to use these guidelines and to try to an effective leader no matter what setting this is in whether it is business, politics, or healthcare.

The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once culture is established and accepted, they become a strong leadership tool to communicate the leader 's beliefs and values to organizational members, and especially new comers. When leaders promote ethical culture, they become successful in maintaining organizational growth, the good services demanded by the society, the ability to address problems before they become disasters and consequently are competitive against rivals. The leader 's success will depend to a large extent, on his knowledge and understanding of the organizational culture. The leader who understands his organizational culture and takes it seriously is capable of predicting the outcome of his decisions in preventing any anticipated consequences. What then is organizational culture? The concept of organizational culture has been defined from many perspectives in the literature. There is no one single definition for organizational culture. The topic of organizational culture has been studied from many perspectives and disciplines, such as anthropology, sociology, organizational behavior, and organizational leadership to name a few. Deal defines organizational culture as values,

good decision making, organized, great time management, care about the thoughts and feelings of others, dedicated, and very results driven

Describe the values and experience of this unit and how the knowledge gained may help in your managerial techniques in the future. (Around 300 words)

Lincoln had many strategies when it came to his leadership, and from the book, “Lincoln on Leadership,” his ideas and techniques are showcased in detail. From the many strategies that Lincoln had employed, I had identified three techniques from three different chapters in Lincoln on Leadership for analysis. The first strategy that I will discuss is from chapter two; “Showing your compassionate and caring nature will aid you in forging successful relationships.” The second strategy is from chapter three, and it is as follows; “A good leader avoids issuing orders, preferring to request, imply, or make suggestions.” Lastly, the third and final strategy that I will discuss if from Chapter six; “Do the very best you know how – the very best you can – and keep doing so until the end.” I chose these specific strategies in accordance to their applicability to my leadership style, as I find myself identifying with these rather comfortably. I will begin to explain this through the first strategy regarding compassion and a caring nature.

In this paper I will discuss the effects and responsibilities leaders have on an organizational culture. I believe leaders have an enormous effect on the well-being of an organizational culture. Leaders must take an active role within their organization's culture. Whether positive or negative, in an organization, things tend to follow suit "down hill." A leader has the power and influence to maintain, create, or repair an organizational culture. However, this can prove to be a delicate and challenging task.

Through bureaucracy bashing, the company focused on removing work that added little value to customer satisfaction. This was accomplished through establishment of the Putting People First (PPF) program that also resulted in employee empowerment as the program was aimed to benefit employees as individuals first leading to a feeling of respect and belief they were part of the change moving forward. The focus on continuous improvement included creative financing, marketing, and a movement towards privatization and globalization. Lastly, addressing organizational cultural was one of BA’s biggest challenges in re-energizing through change.

External agents would transfer best practices methodology from the external business field to BA, which would have a huge impact on employee’s motivation and learning process. These consultants would devise new tools to be used within the organization to eliminate waste, in terms of non-value adding activities, and manage cultural differences in long run (Exhibit: 03).

COBIT organize a committee for celebration, wherein staff interact no their personal levels with each other and boost engagement level, COBIT provide break room for staff which is inviting and effective, with nice furniture, tables, and snacks and beverages. Also they build a supportive team within departments to allow discussion of goal and obstacles to help them find their strength, weakness, and remove barriers of blind spots so that they will think

Our four bordering cultures clearly all have very different business orientations. Though German business culture might anticipate explicit instructions from their management concerning what their roles and functions involve, the French business culture might prefer an implicit understanding of their roles´ function and the responsibility attached to it. The Italian culture would appreciate a manager with whom they can have a reciprocal relationship in an environment where responsibility, obligation and loyalty are needed within working relationships. Last, British business culture would value indirect and diplomatic communication, along with the qualities of modesty, reservedness and fair play.

Building up a network of colleagues and friends throughout the organization is also an important part of your development. During the two years you will get to meet not only your colleagues on the scheme but also other graduate trainees and network with senior managers inside and outside HR. Cultivating these relationships will enable you to develop your career at HSBC.

To ensure the sharing and caring inner world of IIDFC. To keep the professionalism in recruiting the officials and others. To keep full respect on Corporate Social Responsibility (CSR). IIDFC believes its cent percent successful achieved by its valued employees.