The of Leadership in shaping organizational culture Essay

4035 Words May 26th, 2014 17 Pages
The Role of Leadership in Shaping Organizational Culture
Armen Avetisyan
Walden University
Abstract
In this paper I have tried to analyze the role of leadership in shaping of organizational culture. Also I have briefly touched the definition of culture, historical overview of leadership theory development’s issue and what impact have traits approaches, skills approach, style approach and also ethical approach on creating of organizational culture for healthy organization.

The Role of Leadership in Shaping Organizational Culture

The Importance of Organizational Culture Creating of organizational culture is crucial for organizations and leaders. The success of organization depends on an appropriate
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• The ideal world is one of elegant machines and processes working in perfect precision and harmony without human intervention.
• Engineers are safety oriented and overdesign for safety.
• Engineers prefer linear, simple cause-and-effect, quantitative thinking.

Assumptions of the Executive Culture
Financial Focus
• Executives focus on financial survival and growth to ensure returns to shareholders and to society.
• Financial survival is equivalent to perpetual war with one's connpetitors.
Self-image: The Embattled Lone Hero
•The economic environment is perpetually competitive and potentially hostile, so the CEO is isolated and alone, yet appears omniscient, in total control, and feels indispensable.
• Executives cannot get reliable data from subordinates so they must trust their own judgment.
Hierarchical and Individual Focus
• Organization and management are intrinsically hierarchical: the hierarchy is the measure of status and success and the primary means of maintaining control.
•The organization must be a team, but accountability has to be individual.
•The willingness to experiment and take risks extends only to those things that permit the executive to stay in control.
Task and Control Focus
• Because the organization is very large, it becomes depersonalized and abstract and, therefore, has to be run by rules, routines (systems), and rituals ("machine bureaucracy").
•The inherent value of relationships and
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