Relationship Between Leadership And Organizational Culture

Communication is what the employees need from their employers. Employees look for organizations where communication and process are transparent.

Brimley and Garfield (2012) proclaim, the expanded role of human resources is the administration of personnel: the skill of leading and managing people. They also assert, human resource administrators typically focus on the following areas: recruitment, salaries, benefits, certification, and retirement. As a result, the human resource team are people experts (Brimley and Garfield, 2012). “Notwithstanding the importance of personnel duties, the role is broadened to include improving the ambiance of the profession,” claim Brimley and Garfield (2012, para. 1, p. 367). Brimley and Garfield also claim, a human

Furthermore, as businesses continue to evolve so do their primary functions. Like Whole Foods, many companies today are expanding the use of strategic human resource management. In fact, now more than ever, executives are working closely and strategically with their human resources divisions in developing creative ways to implement proper policies, practices, and systems that can successfully influence employees’ attitude and performance” (Noe, Hollenback, Gerhart, & Wright, 2015, p. 5).

Oftentimes in sports, coach’s contributions get overlooked while players garner most of the attention. When teams find success, it’s the players who receive the majority of the credit, while the coaches are often left in the background. Oppositely, when teams experience failure it’s the coaches who receive most of the criticism, not the players. In reality, organizations and teams are made up of multiple components, each having an effect on one another. Depending on the level of the sport, player to coach relationships can have an insurmountable effect on a team’s performance, culture, and cohesion. In building these relationships, coaches bring their own unique set of leadership skills and styles, and hope to have a positive influence

As a result of the accelerating pace of globalization, business environments in which organizations operate are increasingly turbulent and there is an unprecedented level of competition between rival firms (News.bbc.co.uk, 2016). Owing to this persistent rise in competition, organizations are faced with the dilemma of creating a viable competitive advantage. One way of developing such advantage is by constructing a captivating organizational culture.

Every organization must strive to attain the highest level of excellence without breaking ethical principles. This requires a strong participative culture of tolerance and respect for diversity. Leaders cannot be autocratic but inspirational in their relationship with subordinates.

According to research studies on organizational leadership, “powerful leaders can have substantial impact on the lives of followers and the fate of an organization” (Yukl, 2006, p.340). Nevertheless, Heifetz (1994) points out, “there is no ethically neutral ground for theories of leadership, because they always involve values and implicit assumptions about proper forms of influence. The complexity of issues surrounding ethical and unethical leadership influences, are determining by the criteria utilized by leaders among members.

After my experience in the Human Resources Management class, I came to understand that a company’s best way to compete in the market is through the people that make up the company. Knowing how to use the employee’s skills and knowledge to benefit the company is crucial when competing. Being aware of who is working in the company is only one of the steps needed to succeed. A company is the collection of people with different skills and talents who come together to produce a finished product. From the intern who may runs errands to the CEO of the company, everyone plays an important role in the success of the company. How is it that a company ensures that the people are retained and motivated to work? It is through the human resources department! Although some may think that the human resource personnel are only there to listen to the employees’ problems, HR is much more than this. To further explore the world of the human resources apartment, I conducted an interview with Lori Whol who is part of the personnel of the human resources department at Devon Energy.

This research paper discusses leadership (Chapter 12) in my organization. My business issue is leading an organization with people to carry out tasks. My research is based on my work-related experience (direct observation). My business issue will analyze two core concepts related to the dimensions of employee-related and production-oriented leaders.

Leadership can be explained in various methods in which it is difficult to give only one explanation. Leadership actually is not merely an individual or a team that is staying in a top place but it is a method in a way that leader is coddled in several doings to accomplish every aim. Moreover it talks about to the performance or approach of each and every leader in order to gather and lead the persons in the direction of an objective. It can also be defined as an interactive method of leader and persons. Therefore the success of a business is determined by the work of an active leader and an active leader means an individual that has an active style of leadership.

Motivating people is not an easy task especially when it comes to routine work, yet leaders are up for the challenge and possess a certain enthusiastic charisma that exudes onto everyone. Leaders have a greater tendency to see people as assets, thus putting more value on them and treating them as the crucial components that they are to the organization. This type of organization can be referred to as a high performance organization (HPO), an organization that views and treats people as the assets that they are. These types of organizations are more successful and grow as an organization, for they put value into their most important resource, people. Viewing people as assets is essential to an organization’s degree of success. This sort of behavior exudes onto the employees and they feel more valuable, which improves overall morale and in turn helps productivity.

The correlation between influencing organization culture and leaderships go hand and hand. Organizational culture refers to the beliefs and values that exist in an organization and to the beliefs of the staff and the foreseen value of their work that will influence their work ethic. Schein (1992, 2004) defines the culture of a group or organization as shared assumptions and beliefs about the world and their place in it, the nature of time and space, human nature, and human relationships. (pg. 326) On the other hand, leadership provides the vision and helps the organization move in the direction to accomplish the best or the organization and the employees. It is important to understand the relationship between organizational culture and leadership and how they influence each other.

In today’s world, it is critical that senior management treat their staff as key players in their organization. People are its greatest resource and assets to consolidate and become more competitive much like an investment for better results and to remain profitable. Considering the human factor as one of the most important asset is imperative to obtain and have at all times the most qualified, motivated and competitive personnel in your organization.

It goes without saying, that one of the most valuable companies’ assets are their workers and human resource departments specialize in satisfying their needs. By managing work related tasks, human resource

The field of human resources encompasses the type and level of management requisite for the active and effective recruitment, hiring, day to day employment practices, job termination policy, job description policy and much more. It is by developing an understanding of proactive techniques that when effectively applied to company’s workforce – a human resource team can actually change conditions on the ground. Human resources professionals everywhere