...The Role of Leadership in Shaping Organizational Culture Laurita M Jones, MBA, MSA Walden University The Role of Leadership in Shaping Organizational Culture Leaders have a profound impact on their organization and how well their teams perform. Thus, organizational leadership plays an influential role in shaping culture and culture in return forms administration. As a leadership perception, corporate culture has been acknowledged as one of the various elements that leaders can utilize to enhance a dynamic business. The process of establishing the cultural foundation of a company begins with the appointed leadership of organizations. They do so by enforcing their assumptions and expectations of organizational culture onto their followers. High-level superiors are the major sources for communicating norms and core values in organizations. Therefore, it is imperative that leaders convey the organization leadership and cultural principles to their followers for utilizing their leadership powers to support and preserve an organizational culture that is ethical and healthy. With the attentiveness to culture in today’s business entities, and its resilient influence on the behavior of subordinates, leaders in company’s can produce a culture that supports high moral and ethical behavior. The subsequent analysis of leadership and organizational culture will attempt to discuss several mechanisms of leadership, and the role leadership plays in shaping the culture of an organization...
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...examine leadership behaviours especially Ethical Leadership as it impacts the third sector organizations’ performance. This chapter is comprised of reviewed literature regarding leadership, ethical leadership and the third sector organisations. Specifically, this chapter will be broken down into (a) Leadership (b) leadership behaviours (c) ethical leadership in the Third Sector (d) Organisation Performance (e) the impact of ethical Leadership in the third sector’s performance. 2.1 LEADERSHIP Leadership is one of the world’s oldest preoccupation. The understanding of leadership has figured strongly in the quest for knowledge (Bass 1990). Purposeful stories have been told through the generations about leaders’ competencies, ambitions, and shortcomings; leaders’ rights and privileges; and the leaders’ duties and obligations. A review of relevant literature has uncovered many different definitions of leadership. Leadership remains one of the most relevant aspects of organizational context (Nwokocha 2011). For more than five decades ago, the term leadership has been a researchable topic. Mostly, the research work focuses on issues of quality of leadership, ability of a leader, or leadership effectiveness, or leadership styles (Daft 2008, Bass 1990, Erez et al 2001 & Yukl 2006) Stogdill (1974, p. 259) stated that “ there are almost as many definitions of leadership as there are persons who have attempted to define the concept” and Yukl (2006) highlighted that leadership is a...
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.................................................................................8 Data Sample ...........................................................................................................................................................8 Measures .................................................................................................................................................................9 Control Variables ...............................................................................................................................................9 Abusive Supervision (AS) ................................................................................................................................ 10 Ethical Leadership (EL) .................................................................................................................................. 10 Affective Commitment to the Supervisor (ACTS) ............................................................................................ 10 Job Security (JS)...
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...Introduction of the relationship between leadership and ethics. First, leadership is a process that is not specifically a function of the person in charge. Leadership is a function of individual wills and individual needs, and the result of the dynamics of collective will organized to meet those various needs. Second, leadership is a process of adaption and of evolution; it is a process of dynamic exchange and the interchanges of value. Leadership is deviation from convention. Third, leadership is a process of energy, not structure. In this way, leadership is different from management-managers pursue stability, while leadership is all about change (Barker 2001, p.491). In organizational terms, as in life in general, ethics are beliefs about what is right or wrong, they provide a basis for judging the appropriateness of behavior and they guide people in their dealings with other individuals, groups and organizations, managers are witnessing to those right and wrongs. (Khar, Praveen & Aggarwal,2011; Hansen, 2011). As Wines (2008, p.484) commented: ‘At bedrock, those who profess ethics believe that human beings are autonomous moral actors capable of making meaningful choices’. 6Approaches to ethics tend to fall into one of two philosophical camps: the consequentialist (teleological) and the non-consequentialist (deontological) (Pettit2003; Harper et al, 1996). Consequentialists argue that ethical values are meaningless unless they are actively promoted. For consequentialists...
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...Leadership: Trustworthiness and Ethical Stewardship MGT7019-8: Ethics in Business Northcentral University Dr. Jo Ann Davis November 12, 2012 Leadership: Trustworthiness and Ethical Stewardship The problem to be investigated is the correlation linking the components of leadership, trustworthiness, ethical stewardship, and their effects on sustainable organizational culture. This paper will identify both the similarities and differences between the practices of those who have influence over the decision making process pertaining to the ethical issues faced by their organization. In addition, this essay will present an evaluation of the measures that a business may take to meet ethical considerations relative to social performance, financial performance and reputation. Finally, the paper will provide an assessment of the degree to which social, ethical and public issues should be considered regarding both internal and external shareholder connections. Among the international business market, the significance of comprehending the associations connecting management behaviors, awareness regarding manager’s trustworthiness and the moral duties inherent in the psychological bond are becoming progressively more important (Caldwell, Hayes, & Long, 2012). It is increasingly acknowledged that one’s moral character and competence are important prerequisites of the trademarks for leading with integrity and having the ability to build trust in organizations (Harrington, 2010)...
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.......................................................................6 Delegation, empowerment and development .....................................6 Ethical decisions and ethical dilemmas ..............................................7 Organizing Groups and Teams...........................................................8 1.8.1 1.8.2 Fundamental Team Configurations .......................................8 Team Structure and Top Performance ..................................9 1.9 Organizational Culture ........................................................................9 1.9.1 1.9.2 Primary Embedding Mechanisms........................................10 Secondary Mechanisms ......................................................11 1.10 Summary ..........................................................................................11 References Word count: 2,445 words (excludes Table of Contents, Footnotes and References) Page 1 Part B 1.1 Introduction Yukl (2010) argues that leadership does not always make a difference to the performance of teams. There’s increasing recognition that leadership is not solely about the leader, but about a much broader process that also includes followers and organizational environments. Being an effective leader then means understanding the nature of leadership as it applies to leading teams. Kerr and Jermier (1978) point out...
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...Summary Appropriate and effective leadership in any organization is essential, but not adequate, for the accomplishment of the organizational goals. The configurations supporting leadership differ immensely across global organizations. Appointing of leaders depends on the identification of people who have the ability to deliver organizational goals without the constraints of undue influence. The organizational ability to define the roles of the leaders enables them to recruit and manage the leader on the foundation of the specific knowledge, competency and skill needed to successfully lead the organization. The process of electing a leader is without doubt a huge task but the organizations need democratic election processes and strong accountability mechanisms. The mechanisms ensure that the interests of the company and the executive management properly align. The influence that leaders have on particular organization in its operational and strategic matters makes it difficult to appoint leaders to spearhead the activities of a company. This research bases its argument on the Totally Tubular Technology (T3) Company. The company needs to change its operational and leadership structure to achieve maximum returns due to is expansion to reach international markets. The study depicts the process of appointing a leader concerning the skills, knowledge and experience of the person. The appointing process involves the use of existing leadership theories and information from research...
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...Does the leadership of an organization have an effect on the employees and the organization? Abstract Leadership is a critical component in the success of any organization. Over the years, research has been conducted to identify specific aspects of organizational culture that favor particular styles of the leadership in the organization. There has been research done on the definition of leadership. In this study, I will touch on both the definition of leadership, and the importance of the relationship between specific types of organizational cultures and leadership styles. In this study, I found that transformational and transactional leadership styles are the ones that are commonly used in organizations. The leadership of an organization plays a very important role of the organization. Leadership is one of main areas of study today in professional training. There are a number of books, articles, and research papers written on how we define leadership in the public sector, as well as how it affects the organization. Some leaders are born into the role, such as royalty, where there have been some notable successes and failures. Other leaders become leaders simply because other people choose to follow them. Researchers have been studying the definition of leadership for many years with different results but most agree that leaders have a perceived influence on the organization. Sauer (2011) Most individuals who read these articles are interested...
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...Running head: DARK LEADERSHIP 1 Team Research Paper: Discovery of Women’s Dark Leadership Intro Leadership whether it is dark or integral, is the ability to influence individuals or groups toward the achievement of goals. Leadership, as a process, shapes the goals of a group or organization, motivates behavior toward the achievement of those goals, and helps define group or organizational culture. It is primarily a process of influence. The quality of leadership is a primary factor in the success or failure of any business. Individuals in positions of leadership have a direct influence on the level of commitment, motivation and performance of their organization. Leadership definitions on the other hand are simple statements that encapsulate the core beliefs, values, and attitudes a person holds towards leadership. This paper will explore the differences in leaders when it comes to ethics in leadership, transactional, transformational and spiritual leadership. Literature Review Ethics Research Ethics in all forms of leadership has emerged as a concern which has led to studies being completed in both academic literature and business press alike. These concerns are widespread in newspapers, magazines, internet and television broadcastings within multiple associations to include organizations, law, medicine and education. According to FirstSearch, 2002 there were over 1,000 scholarly and practitioner articles along...
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...The Importance Of Corporate Ethics and Values: Building a Sustainable Strategy Model for Effective Implementation of Good Corporate Governance within a State-Owned Enterprise in South Africa. A Research Study Presented to the Graduate school of Business Leadership University of South Africa In Fulfillment of the Requirements for the MASTERS DEGREE IN BUSINESS LEADERSHIP UNIVERSITY OF SOUTH AFRICA Prepared by Lazarus Docter Mokoena (called Bonga) [Student No: 0555-418-7] Tel: 011-217 1187 (Work); 011-679 5486 (Home) Cell: 082 466 6896 SUPERVISOR: PROFESSOR M.H. CROSBIE FINAL RESEARCH REPORT November 2005 TABLE OF CONTENTS EXECUTIVE SUMMARY ............................................................................. 4 CHAPTER 1 ............................................................................................... 8 1. 1.1 1.2 1.3 1.4 1.5 1.6 INTRODUCTION................................................................................. 8 ESKOM’s COMPANY BACKGROUND ................................................ 8 ESKOM’s BUSINESS CONDUCT POLICY .......................................10 PURPOSE OF THE RESEARCH .......................................................12 PROBLEM STATEMENT .................................................................14 IMPORTANCE AND BENEFITS OF STUDY .....................................17 RESEARCH PROPOSITIONS AND HYPOTHESIS ...........................18 1.6.1 Propositions ...................................
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...Exploring the effect of ethical leadership in the relationship of reward system and Job performance Masters of Business Administration (Human Resource Management) BY Ayesha Amjad MBA3Y02121027 Sadia Mazhar MBA3Y02121010 Supervisor Mr. Muhammad Waqas LAHORE BUSINESS SCHOOL THE UNIVERSITY OF LAHORE ACKNOWLEDGEMENTS In the name of Allah, the Most Gracious and the Most Merciful Alhamdulillah, all praises to Allah for the strengths and His blessing in completing this research paper. Special appreciation goes to our supervisor, Sir Muhammad Waqas, for his supervision and constant support. Her invaluable help of constructive comments and suggestions throughout the research paper work have contributed to the success of this research. I would like to express my gratitude to the Dean, Lahore School of Business Dr. Naheed Sultana and also to the Head of Department, Lahore School of Business, Dr. Atif Mahmood for their support and help towards our postgraduate affairs. Sincere thanks to all our friends Amaima Yawar, Anum Sarwar, and Numan Irfan. Thanks for the friendship and memories. Last but not least, our deepest gratitude goes to beloved parents of Ayesha Amjad; Muhammad Amjad Fraooq and Mrs. Shazia Amjad and also to my brother Usman Amjad and sister Fiza Amjad for their endless love, prayers and encouragement. We also pay gratitude to deceased parents of Saadia Mazhar, Hafiz Muhammad Mazhar and Arjumand Mazhar and her sisters Ayesha Omer, Farkhanda Nouman...
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...on values, we propose a model which answers the call from scholars to examine the underlying processes through which authentic leadership impacts followers’ behavior and performance. We propose that by developing intrapersonal and interpersonal continuity in their followers’ values (value salience and person-supervisor value congruence respectively), authentic leaders could enhance followers’ task performance and organizational citizenship behavior, and reduce counterproductive work behavior. The model also contributes to research on values by examining the psychological and contextual factors, i.e. person-organization value congruence and self-concept clarity, which moderate the relationship between authentic leadership, value congruence and follower outcomes. Introduction Having witnessed several failures of corporate and economic machinery in the recent past, management scholars have been forced to look into the underlying reasons thereof from several different perspectives. As a fundamental shift in focus onto softer aspects of corporate leadership, leaders are being increasingly scrutinized for their leadership styles and moral values. Through this paper, we aim to contribute to a growing area of research in this domain by proposing a theoretical model to understand how leaders’ attitudes and values impact followers’ behavior and performance. Complex work organizations are an ideal context for exploring human values (Connor& Becker, 1975). In the person-environment...
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...Natasha Murray Professor Romary Intro. To Leadership Chapter 1 Review Questions 1. Why is leadership important? Leadership is important because it can make or break a company. Management and leadership go hand in hand when it comes to individuals and organizations including financial performance. Managerial leadership is crucial to creating effective organizations with employees who push their limits. 2. What are the five key elements in our leadership definition? How do the elements interrelate to form this definition? The five key elements of leadership are influence, leader-followers, organizational objectives, people, and change. When it comes to the leader-follower element, leaders and followers influence each other. This relationship leads to the next element that is influence where the leader uses power, politics, and negotiating to sway followers on their opinions. In order for a manager to be effective, they need to influence their employees by communicating ideas to gain acceptance. Then motivate their employees to support and implement the idea at hand through change. in order for a company to stay relevant in the ever changing economy, they need to continuously change with technology, theories, and such. And in doing so, a company’s organizational objectives are met through the same vision shared by employees. Effective leaders motivate employees to think outside the box and push their limits all while keeping in mind what is best for the company...
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...[pic] |Leadership and Organizational Behavior – BUS 520 | |Student Course Guide | |Prerequisite: None | |Quarter |Fall 2010 | |Meeting Days/Time |Wednesday 6pm-10pm | |Instructor |Karmetria Burton | |Instructor Phone |678 362 0842 | |Instructor E-mail |Karmetria.burton@strayer.edu | |Instructor Office Hours/Location |5-6 pm Wednesdays or by appointment | |Academic Office Phone Number | | |INSTRUCTIONAL MATERIAL - Required ...
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...Abstract Organizational behavior is ones actions and attitude toward one another or the organization and its effect on the organization’s functioning and performance. Understanding organizational behavior can give managers an idea of what factors are necessary to create an effective and successful organization. Organizational behavior is a non-performance related set of practices which when implemented in organizations lend good credibility to the organization for its ethics.(Campbell) Ethics involves moral issues and choices and deal with right and wrong behavior.(Luthans) Businesses need people who have strong moral leadership skills and who are guided by clearly defined business ethics. Ethical standards have an important role not only in business decisions but also in a person’s everyday life. If a person is making unethical decisions others tend to not want to follow that person and the level of respect and trust are diminished, which can lead to a shift in employee organizational behavior. Even though there is not a published set of ethics to follow the Institute of Management Accountants (IMA) has a code of ethical principles that include honesty, fairness, objectivity, and responsibility. The following responsibilities are standards in which all members should comply: Competence, Confidentiality, Integrity, Objectivity, and Resolution of Ethical Conflict. An effective leader should maintain a high level of confidence, integrity, and credibility by upholding his/her...
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