Leading Employees Of Different Cultural Backgrounds

Organizational culture is the “values and beliefs that people have about an organization and provides expectations to people about the appropriate way to behave” (Kinicki, 2013, slide 3). Corporates can change Changing organizational culture can be a process using one or more of the eleven strategies, (1) formal statements, (2) slogans & sayings, (3) stories, legend, & myths, (4) leader reactions crises, (5) role modeling, training, & coaching, (6) physical design, (7) rewards, titles, promotions, & bonuses, (8) organizational goals & performance criteria, (9) measurable & controllable activities, (10) organizational structure, and (11) organizational systems & procedures (Kinicki & Williams, 2013, p. 236-137). Like stated before organizations

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,

The organizational culture can encourage or discourage effectiveness, depending on the nature of the values, beliefs, and norms” (Ivancevich, Konopaske, & Matteson, 2011). Organizational culture can be very friendly, very task oriented, competitive or driven to be highly productive or it can be disorganized and unproductive. The culture is based on the history of the company and the atmosphere that is created and nurtured over time. This culture guides the language the employees use their loyalty and many more areas. Organizational culture is an important social characteristic that influences organizations, group, and individual behavior with in a company (Hartnell, Ou, & Kinicki, 2011). The Culture of an organization affects the way people behave, how they address customers, the atmosphere, perception, values, and beliefs. Employee’s performance and effectiveness can also be determined by an organization’s culture. Every organization has its own culture based on shared expectations, values and attitudes and its influence on individuals and groups (Ivancevich et al., 2011). People inside of an organization have a big effect on the culture because of their values, beliefs, and ideology. Companies try to hire people who have the same values as the company so that they will fit into the organization. People stay with organizations that have a

In the recent years, the movement of the modern business are very much according to the globalisation of the world's economy, which resulted in the increasing amount of international businesses, global economic competition, and the difference/divergence within the organisations. Globalisation creates international business environment that requires businesses to be more competitive. And in order to be more active and competitive, companies have to be able to adapt themselves to the constant change, which can be driven by cultural diversity (Salas, Goodwin and Burke, 2009). In the future, the skill to

Organizational culture is a set of key values, assumptions, and beliefs that are shared by an organization's members. The combined key values create a custom attitude or culture that is followed by the organization's members. The culture represents the "personality of the organization" (McNamara, 1999). Through the observation of employee behavior one can help predict an organization's culture that influences its business attitude. Organizational culture can also help distinguish two companies from each other. One company may have an aggressive culture while the other a more conservative culture. Most importantly, organizational culture is a key element that helps define, support and reinforces the standard for appropriate

When “diversity management” was first introduced, the system was guided by the melting pot approach. Assuming that the minority will succumb to the cultural beliefs, values, and lifestyles of the majority but upon further observation, organisations begin to realise that employees do not set aside their lifestyles, believes, traditions or work styles regardless of what the dominant culture was in the organisation (Bhatia, 2008). Therefore, it is preferred to respect, understand and value cultural differences in an organisation instead of trying to change them. Through those difference, management has to practice and learn to adapt to the life of the diverse groups.

Organisational culture shared among all the members, with its values, principles, traditions and methods of working. It determines how an organisation functions, from industry side to individually. It could be an important asset which, if not managed well, can be a critical liability for the organisation. While a healthy and positive organisational culture could increase relationship between employees and employer, and together achieve the maximum performance for the company, a deleterious culture would lead to the downfall of the organisation, and eventually collapse. It is an advantage that requires good management skill, coordination and communication in order for the organisation to utilize it well. Beaudan and Smith (2000) at Ivey Business Journal stated that corporate cultures are mature and complex organisms. One must carefully and smartly shape the culture, and it is wise to nurture corporate culture as an asset, rather than a risk and liability. This essay explains both beneficial and negative sides of organisational culture, along with case studies supported.

The Culture of a Company, or the Organizational Culture like it is mentioned in Principles of Management, has gotten a new dimension for me in terms of importance to assure the success of a company. This Organizational Culture is based on a series of values that are defined and established by the founder of a company for instance, which has a deep relation with his ethics and moral values. Therefore, the first factor to outline would be what the culture of a company shows, that can describe already how their managers behave and think. Managers with good intentions will place their workers ahead of profits, image or technology. The Lincoln Electric Company is a good example of that. In this welding manufacturing company, there were

Just like people do, every organisation has its own personality; we refer to it as its culture. Even if it’s not visible, organisational culture is what shapes the behaviour of the people working in a company. Tichy (1982) said that organizational culture

Culture represents the organisation history where the employees have to behave in future, like the values, norms, vision of an organisation. Organisation cultures have control mechanisms, prohibited to some behaviour and employers who are working should understand organisational culture in order to have growth. It is like software in the company.

The fact that organizations operate in a competitive environment raises questions about the drivers of performance. One of the responses to such concerns is that the cultures of organizations have a significant contribution to performance. Organizational leaders are instrumental in shaping the culture of an organization. In fact, there is an observation that leaders develop cultures, which act as the foundation for the cultivation of organization culture. In other words, there is a sturdy relationship between leadership and organizational culture. Leadership can influence the culture of an organization, just in the same way the culture of an organization can determine the kind of leadership style chosen by a firm. The

Organisational culture influence behaviour, it is the number one indicator of performance management. Shein (1984) states that “organisational culture is the key to organisational excellence”. Boddy (2017) are talking here about ways how all works together inside the company therefore strong culture helps to integrate individuals into the team and helps performance. Employees are different on any aspect cultural, motivation, social and so on, culture in the workplace helps to set up mind set of people and consequently get work results of every individual. Schein (1984) express understanding the importance of the culture within an organisation can help improve overall performance. Culture can be analysed

A culture which one organization adapt is something related with the core value of an organization that would typically put a business genuine, unique and measurable situation. A true organizational culture is an involve admiration of the employees and it consists of different ways to deal with its internal environment, corporate culture might start from the problem, troubleshooting and obstacles that a particular organization facing every single day, it could be a consider beginning of the administration. People working in the association should have an energetic contribution to forming a culture. Culture manages how individuals and gatherings convey and handle the miniaturized scale and large-scale condition. Superior Business utilize culture

Multicultural Management , like usual management, requires supervision of the company so the thrift of the company to be kept. We know from Peter Drucker that exist five tasks so the job of the manager can be realized. And these tasks are planning (setting objectives), organizing, integrating (motivating and communicating), measuring performance and developing people. The same tasks consist even on the job of a multicultural manager except the difficulties that differ from those of a usual manager.

Studying these approaches help us to develop research proposals to the following research question: to what extent the organizational culture of a company influence the way leadership is implemented?