Article Review: Leadership vision, organization culture, and support for innovation in not-for-profit and for-profit organizations.
This article works on the premise that organizations must adopt a change philosophy including “transformational leadership, organizational culture, and organizational innovation” (Sarros, Cooper, & Santora, 2011). This is an area which has had little attention, despite the assertion that these are important aspects required to create a change strategy. This article covers background research primarily pertaining to not-for-profit (NFP) organizations’ relationship to leadership and organizational culture, a set of six hypothesis regarding these relationships, a review of the method for conducting this study,
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Although it has been asserted that this is an outdated model, there is also a strong claim that only those at the top have the means to create significant organizational transformation, so this view of leadership may not be as outmoded as it seems. By looking at both the defined components of leadership and mediating effect of team structure, individual empowerment, and participative management, we may be able to gain a clearer view of leadership within the NFP and for-profit (FP) sectors.
Leadership and organizational culture
Organizational culture refers to the interpreted meanings found in everyday interactions within an organization. There is significant difference between the cultures found in NFP and FP organizations. In NFPs, the servant leadership model is more prevalent, where FPs tend more towards a heroic leadership model.
There are two systems used to model the relationship between leaders and culture, functionalist and anthropological. The functionalist view states that leaders build the organizational culture which supports change, where the anthropological view questions this ability. Since most reviewed evidence points toward the functionalist outlook, the study is approached from this viewpoint.
In most situations, the type of leadership needed to instigate change culture is transformational leadership, which requires “top
Bass, B. & Avolio, B. (1993). Transformational leadership and organizational culture. Public Administration Quarterly, 17, 112–121.
Over the years leadership theories have been developed as philosophers define leadership approaches. There are a variety of leadership theories that have been developed. This paper will focus on an analysis of path-goal, transformational, and servant leadership theorie, and how each theory applies to the challenges of organizational change.
Organizational leadership and culture has been a major issue in today’s highly structured organizations. This has necessitated that organizations understand in depth the inter-relation between culture and organization on strategic leadership. Is it that the leadership determines culture or the culture determines leadership behaviors? While many argue that the leaders have absolute control and influence the direction of organizational culture, research actually shows that leaders themselves are greatly influenced by variables and situational setting in any organization, implying that it is valid to say that leadership itself receives significant influence from organizational culture (Waldner & Weeks, 2006).
There are many models of leadership that exist across a range of fields (e.g. social work, education, psychology, business, etc.). The ability to transform an organization successfully requires a different set of attitudes and skills. Transformational leadership is an approach where a leader utilizes inspiration, charisma, individualized attention, and intellectual stimulation with their employees (Iachini, Cross, & Freedman, 2015, p. 651). Transformational leadership helps to clarify organizational vision, inspires employees to attain objectives, empowers employees, encourages employees to take risks, and advocates the seeking of alternative solutions to challenges in the workplace (Transformational Leadership, 2015). It allows the leader to engage and motivate each follower identify with the organization’s values and goals.
Organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviors. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large, for-profit corporation is quite different than that of a hospital which is quite different that that of a university. You can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear.
In today’s business world, one of the most important contributing factors to the overall success of an organization is the effectiveness of their leadership. Effective leaders carry with them a strong skill set along with a broad knowledge base gained from experience that allows them to effectively and efficiently manage change initiatives. An organization that possessing an effective leadership team is more likely to experience success, especially it comes to creating effective change. The leaders’ role is crucial during a change
A nonprofit organization has turned into one prominent highlight to American life in which non-profits are the drivers of social change for the delivery of needed goods and services to the population (Hess & Bacigalupo 2013). Nonprofits expresses the American ideals and beliefs in which a group of volunteer members seek to provide societal benefit, identify social problems, and advocate for change (Heyman, 2011, pg 7). Nonetheless, nonprofits are essential to public policy and advocacy that has created a significant amount of pressure and demand on the role of leadership among those organizations. In this paper, I will discuss the aspect of leadership I found interesting on managing organizations and people, strategic and planning, and integrating
Leadership is critical when executing a strategic change initiative. By differentiating leadership and management, leadership styles and the key factors of change we can better understand what should be done to successfully lead change. Success is not obtained through leadership alone but by developing a group of individuals from all levels of the organization who work together as a team. . (Leban and Stone, 2007)
Transformational leadership needs to be fostered at all levels in the firm. In order to succeed, the firm needs to have the flexibility to forecast and meet new demands and changes as they occur —and only transformational leadership can enable the firm to do so (Bass, 1990, p. 31).
The book The Heart of Change shows the practical side of the theories that are taught in the course textbook. It presents stories of successes and failures based in the application of concepts discussed in Organizational Behavior and Management and in class. Although we talked about several different concepts the ones that are evident in the examples in The Heart Of Change are the more progressive and individual centered approaches. The leadership characteristics that are important to successful change in an organization are those that are espoused in the transformational theory of management. It makes sense that ideals in line with the transformational management theory
Thank you for agreeing that transactional and transformational leadership styles are needed for an organization to succeed. You are right that the staff sometimes determine who is a leader, it does not mean having a managerial title (Marquis & Huston, 2015), but someone who they look up to due to the quality and character they possess, their willingness to help, the way they interact with their co-workers, and handling a situation. The type of facility can determine type of leadership, an example could be a profit organization tends to be more of a transactional leadership, while the non-profit organization is more of a transformational leadership. I love my work as a Clinical Nurse Case Manager, being a nurse you learn about
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.
Leaders set the tone for the organization while Organizational culture sets the values that influence the work environment. There needs to be some clarity on whether leadership influences organizational culture or does organizational culture influence leadership. In order to understand the relationship between leadership and organizational culture, we must first define them.
Organizational leadership and culture has been a major issue in today’s highly structured organizations. This has necessitated that organizations understand in depth the inter-relation between culture and organization on strategic leadership. Is it that the leadership determines culture or the culture determines leadership behaviors? While many argue that the leaders have absolute control and influence the direction of organizational culture, research actually shows that leaders themselves are greatly influenced by variables and situational setting in any organization, implying that it is valid to say that leadership itself receives significant influence from organizational culture (Waldner & Weeks, 2006).
The impact of leadership style in the change process of an organization influences the performance; Leadership as stated by Martin, Liao and Campbell (2013) remains one of the most consequential contextual influencers of employee performance. Latson (2014) elucidated that some leaders may have the best intentions, but the impact will not be in alignment with the intension. But leadership trait is the ability to inspire, motivate and engage the followers to make the inspired vision happen beyond their normal capabilities (Mendez, Munoz & Munoz 2013). A change is the most frequent phenomenon of today's reality and a good understanding of how to manage the change process is very essential; Change is translation from one state into