Leading Change Paper

The term "culture" has been used more and more recently but what exactly does it mean? Some have even regarded culture as "the most central problem of all social science" (Malinowski, 1939). According to Merriam Webster (2016), culture is defined as the arts and other manifestations of human achievements. If culture was as simple as Merriam-Webster defines it then the lives of anthropologists, sociologists, and psychologists would be much easier. As we know, culture varies greatly across religion, countries, and some cases in just states; the difference between the north and the south. We can conclude that culture is a set of shared thoughts, values, and cognitions (Geertz, 1973). With culture in itself varying tremendously based on values and location, then surely organizational culture is no simple concept either. The term "organizational culture" has just recently become to be used more (Barley, 1988). Though there may be disagreements on defining culture universally, researchers tend to agree that culture is of vital importance in an organizational context, whether that organization is a company or a government (Kilmann, Saxton, & Serpa, 1986).

Organisational culture can be acknowledged as the organisations personality; which is also referred to as corporate culture. Organisational culture is defined as the process of how things are dealt with within an organisation on a daily basis, affecting the employees and how they work, how they are relating to each other, to the customers and also their managers. Deal and Kennedy defined organisational culture as ‘the way we do things around here’ and Hofstede said it is ‘how people behave when no one is watching’ and ‘the collective programming of the mind’ (Deal and Kennedy 1982, Hofstede 2001).

Culture is the collective attitude, intellect, and atmosphere that a community creates for itself. This includes values, traditions, and social norms. Specifically, organizational culture is within a community, group, or business that shares values, follows a code of conduct and standards, and holds its members accountable for their contributions. Organizational culture arises from the goals and mission set out by the company. A negligent culture can provoke and encourage inappropriate behavior between employees. As shown with Uber, organizational culture can become dangerous and harmful to its members if proper standards are not established.

Culture can be defined as “a set of basic tacit assumptions about how the world is and ought to be that a group of people share and that determines their perceptions, thoughts, feelings, and, to some degree, their overt behaviour” (Schein, 1996). Organizational culture is depend on differences in norms and shared values which are learned in workplace and to direct behaviour of members in the particular organisation. (Cabrera, Cabrera& Barajas 2001) Organisational culture was built on its shared beliefs and values which was the guidance to solve problems.

Organizational culture is the summation of the underlying organizational values manifesting as collective assumptions, attitudes, beliefs, expectations and norms.  Grounded in the customs and

Organisational culture describes the values, beliefs and behaviours which provide norms for the environment of an organisation (Anon., 2012). The culture of an organisation sets out to provide structure for employees within a business and often culture shows to be a strong factor in certain organisations. Edgar Schein, a culture theorist explains that the definition of organizational culture must be general otherwise factors may be eliminated which may contribute to culture within a business. (Anon., 2007). Culture impacts on the working procedures in which a business performs and effects the way in which the organisation is run on a daily basis.

Organizational culture is the heart of the organization performance it is critical for organizational success. It is a culture in which the core values are intensely and widely shared among the employees and stake holders.

Organizational culture is the stable beliefs, values, and assumptions shared by a group of people. I used to work at a bar and there was a shared understanding between the servers and bartenders. The bartenders were the managers, and each manager had their style of how the bar was ran each night. The servers had their system of who get what section, but they also had to follow the style of each bartender. The instrumental purpose of our organizational culture was influenced by who was managing the bar each night. There were some bartenders who did not like being bothered with questions from the servers and there were some who were nice and helpful. The bartenders that did not care, influenced the servers by letting them choose who had each section, deciding who had to clean and stock, and who was able to leave and at what times.

Power is not always considered evil and is often contained within the position of authority. Power in an organization is the ability to perform an act they want done. The essence of power is to control the behavior of others and without some form of connection this cannot be done. In organizations leadership power stems from the ability to combine positional and personal powers. Power and politics are both dynamic concepts and are a function of interaction between the different elements in the organization. Unfortunately, politics and power is a game that most employees in the organization must learn to deal with. Politics will play a part in the organization as long as people are involved. Organizational politics reduce performance, increase the turnover rate and decrease job satisfaction the workforce. The mention of politics in the workplace and people immediately think of malicious actions that are carried out by self serving people. However power and politics can bring about positive improvement and progress. Perception separates whether the use of power and politics is viewed as positive or negative. In leadership, power and influence is the theme that has been constantly developing over time.

Organization culture is the matter that holds a company intact. This is what makes each

Organization culture is the matter that holds a company intact. This is what makes each

Organizational culture are the belief and values that gives away a company’s identity, and it can be spread to its employees by communicating with each other. There are four components on how an organizations culture is shaped founder’s value, business environment, national culture, and the senior leader’s vision (Zimmerman, 2015, CH 6 PPT, Slide 4). It is important to remember that an organizational culture sets its structure and how everything is conducted. Understanding the concept of an organizational culture is important when job hunting and trying to find a career. It is important that you know the organization you want to work for and understand its values and how the organization functions. I believe that by knowing this you will have a very easy time fitting into the organization.

In 1960 John R. P French and Bertram Raven identified five bases of power accessible to managers (Victor, 2015). These five sources of power are legitimate, reward, coercive, expert, and referent (Jones & George, 2015, p. 435). Legitimate power not with the person; is granted to the position held in an organization’s hierarchy. Reward power is gained by rewarding subordinates for jobs well done, however the rewards must the expectancy of subordinates or the power ultimately fails. Coercive power is based on using fear to intimidate subordinates to carry out tasks. Expert power is based in the distinct knowledge, skills, and expertise that a leader possesses. Referent power is a function of the personal characteristics of leader that result

Have you ever wondered what role politics and power play in organizations? When used effectively they can be compatible in reaching the organizations goals. Power is defined as the ability to get someone to do something you want done or the ability to make things happen in the way you want them. (Schermerhorn, Hunt, and Osborn, Chap. 15). Power is important within organizations because it is the way in which management influences individuals to make things happen. When power and influence combine, most of the time 'politics' become involved in some manner which may pose some problems. Organizational politics is best described as management influenced by self-interest through the use

ORGANIZATIONAL CULTURE, or CORPORATE CULTURE, comprises the attitudes, experiences, beliefs and values of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization.