Leadership and Organizational Culture Essay Example
Leadership and Organizational Culture Essay Example

Leadership and Organizational Culture Essay Example

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  • Pages: 7 (1832 words)
  • Published: October 7, 2021
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Leaders possess the capacity to impact the behavior of employees within a company.

Thus, the organization's ultimate culture is shaped by changing and influencing behavior, thoughts, and actions. This article acknowledges the significance of quality leadership and adopting ethical standards and behavior in leading an organization, as they will impact the organizational culture. It serves as a comprehensive examination of leadership theories and their connection to organizational culture. The article concentrates on essential leadership skills and traits for establishing a productive organizational culture, along with leadership styles that foster success. Furthermore, it delves into how leadership handles various situations, particularly in promoting ethics and a thriving culture within a healthy organization.

The paper draws upon secondary sources to discuss leadership skills that impact positive behavior and foster a productive organizational culture. These skills include authentic leadership, transformational leadership,


and ethical leadership, as well as the leader's autonomy.


In essence, organizations should be viewed as more than just machinery and managing them should be considered a social process alongside a technical one. Therefore, effective leadership should prioritize designing suitable development programs within an organization, based on the executive's understanding and awareness of fostering a positive organizational culture.

The leadership function of management in an organization plays a vital role in driving the organization towards a positive and healthy organizational culture. Successful organizations require a culture that embraces change, trust, commitment to innovation, and ethical behavior. This culture should promote transparency and trust within the organization. Leaders need to address any discrepancies between the current organizational culture and the desired productive culture. They must understand their impact on enhancing a productive organizational culture, identify the necessary processes and incentives,

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and take action to create a healthy organizational culture.


According to Lowe (2011), effective leaders have the ability to influence their subordinates using their authority to achieve organizational objectives, goals, and a productive organizational culture.

Different leadership styles have varying effects on organizational culture and effectiveness. If a leader lacks essential qualities and skills, employee productivity is likely to decrease, resulting in overall poor performance (Clodi ; Schuttler, 2013). This analysis explores leadership styles that are necessary for creating a productive culture under the guidance of a skilled manager. Management's choice of leadership styles directly influences organizational culture, which in turn affects company performance and productivity (Burns, 2012). Therefore, creating a conducive work environment for employees relies heavily on organizational culture.

When conveying an organization's ethos and promoting it to employees, it is crucial to ensure their acceptance and acknowledgment of the message. This is important as it not only influences their behaviors and attitudes but also their job performance. Effective communication and a good relationship between leadership and employees result in increased collaboration, teamwork, and motivation to achieve the organization's mission and objectives. Consequently, this leads to greater job satisfaction and a more productive workforce, ultimately benefiting the organization's profitability (Sadler, 2013).

In most cases, leadership styles are determined by the characteristics of leaders. These styles may vary and can be employed individually by a leader or integrated in different situations, depending on the circumstances (Sadler, 2013). Throughout my experience, I have encountered and learned about various effective leadership styles that can be utilized to create and foster a productive organizational culture for the organization's advantage. One example of such a leadership style is authentic leadership.

The concept

of authentic leadership is described in the text, which emphasizes a leader's honesty and personal attributes. This type of leadership aims to inspire employees and others within the organization (George, 2003; Schein, 2010). Authentic leaders prioritize both professional and personal relationships to create a positive work environment. Instead of exerting authority, these leaders focus on assisting and motivating others. In organizations that adopt this style, employees are motivated to improve performance and embrace a more productive culture. The key aspect of authentic leadership is its ability to bring people together towards a common goal and motivate them collectively for success. Furthermore, leaders who embrace this style lead with both their hearts and minds; they genuinely love their work and care about the individuals they collaborate with to achieve organizational objectives and visions.

Leaders must strike a balance to ensure all goes well. Authentic leaders display their personal values at work, particularly integrity and honesty, which are evident in their actions and words. It is also crucial for authentic leaders to establish positive relationships with colleagues, fostering team loyalty. Furthermore, authentic leaders aim to embody discipline, setting an example and cultivating a productive organizational culture. Another noteworthy leadership style is transformational leadership, where an individual's character and qualities influence and transform others' behavior, pushing them past their limits. In this type of leadership, awareness plays a significant role.

A leader possesses the capability to influence and motivate individuals in their vicinity to perform commendable acts and attain greater accomplishments. They establish benchmarks and serve as a role model for their supporters. To accomplish this, leaders must execute their duties with exceptional skill. The responsibilities of a leader are

not merely obligatory but also yield personal satisfaction at a spiritual level.

Therefore, the leader aims to achieve three types of transformation by utilizing this leadership style. These transformations occur at a personal level, interpersonal level, and organizational level (Burns, 2012). Consequently, when implementing this leadership style within an organization, the leader endeavors to enhance their managerial skills, inspire others to improve, and cultivate a superior organizational culture, ultimately leading to overall improvement of the organization. Transformational leaders possess the capacity to influence individuals to behave in a specific manner, driven by their underlying awareness and thus, ultimately establishing a more favorable culture. Essentially, transformational leaders model the behavior they expect from others, consequently shaping the culture of the organization (Aviolo et al., 2009; Schein, 2010).

According to Aviolo et al. (2009), leadership and spirituality are connected because spirituality brings happiness, which motivates individuals to perform well and be committed. Transformational leadership relies on positive thinking and strengths, so leaders with a positive mindset ensure brave actions and strong commitment. These leaders inspire collaboration and cooperation, creating motivation as achievements are recognized. They also push away negativity, demonstrating resilience and encouraging others to do the same. By doing so, they set an example for how employees should handle mistakes and strive for improvement. This shift in culture allows an organization to move from dysfunction and errors towards productivity.

The organization must overcome challenges and handle hardships. It is crucial to believe in oneself and encourage other employees to do the same (Daft ; Lane, 2015). Ethical leadership is another important style that contributes to a positive organizational culture. Ethical leadership is based on the leader's ethical beliefs and

moral values, with an emphasis on respecting others and acting with dignity. Leaders who practice ethical behavior display these qualities through their actions.

When leaders fulfill their promises and commitments, it increases the likelihood that other employees will trust and respect them (Burns, 2012; Schein, 2010). It is important for leaders to not only speak and act in a way that earns the trust of their team but also to demonstrate honesty. In addition, ethical leaders should be able to identify and address inappropriate behaviors within the current organizational culture promptly in order to foster a more positive and productive environment. By correcting behaviors that impact work within the existing culture, leaders can promote positive personal conduct at an individual level and transform the organization into a more productive culture. Essentially, since most organizations have ethical codes governing leader and employee behavior, it is important to encourage adherence to these codes to prevent a negative culture and non-compliance. These codes serve as guidelines for employees in an organization to ensure they uphold moral values and behave consistently at the workplace (Mendonca & Kanungo, 2006).

Effective ethical leadership in an organization requires leaders to incorporate moral values and positive behaviors in their actions towards their teams. Ethical leaders serve as role models and promote positive behavior and a productive organizational culture. Cognitive leadership, on the other hand, is guided by thoughts and understanding. A leader's ability to handle stress and make sound decisions is crucial, as they are looked up to by their employees. Leaders must remain calm and stable in order to assist others during stressful periods.

Cognitive leaders have a significant impact on the organization's productivity and

worker behavior. Thus, leaders who handle stress and maintain their strength for the sake of the business can establish a work environment and culture that promotes optimal performance for employees (Sheer, 2009). Additionally, autocratic leadership is crucial for leaders as it facilitates speedy decision-making and provides a level of control over employees. Furthermore, autocratic leaders encourage employees to improve by placing limitations and assessments on their work and innovations, ultimately benefiting the organization.

Organizations face various challenges and emergencies that may necessitate prompt action from the leader. An autocratic leader possesses the ability to make such decisions that will guide the organization towards resolution and improved outcomes.


In essence, leaders play a crucial role in an organization. Thus, adopting the autocratic leadership style ensures productivity and high performance within the organization.

Leaders must lead by example and demonstrate ethical behavior in their work. They should also display positive qualities and inspire others. This is important because it allows for addressing and resolving problematic behavior that may affect the quality of work. Additionally, it helps establish and foster a positive culture for the long term.
Leaders also have the responsibility to act as figureheads, even if they possess charismatic qualities. This is vital for ensuring that others follow their lead and that they receive the necessary obedience to inspire others effectively.
It's crucial to recognize that organizational culture and employee satisfaction are interconnected. Managers and leaders should consider both aspects when shaping the company environment. Cultivating a positive working environment is essential, as it increases employee satisfaction and ultimately leads to organizational success and productivity.


  1. Avolio, B. J., Walumbwa, F. O., ; Weber, T. J. (2009). Leadership: Current

theories, research, and future directions. Annual review of psychology, 60, 421-449. doi: 10.1146/annurev.psych.60.110707

  • Burns, J. M. G. (2012).
  • Leadership. New York, NY: Open Road Integrated Media.

  • Clodi, D. R., ; Schuttler, R. (2013). Leadership ; organizational culture: A multi-step program for success.
  • Daft, R.
  • L., ; Lane, P.G. (2015). The leadership experience. Australia: Cengage Learning.
    Daniels, D. (2015).

    Leadership briefs: Shaping organizational culture to stretch leadership capacity. Minneapolis, MN: Beaver's Pond Press.

  • George, B. (2003). Authentic Leadership: Rediscovering the Secrets to Creating Lasting Value. San Francisco, CA: Hoboken: John Wiley & Sons.
  • Mendonca, M., & Kanungo, R. N.
  • (2006). The book "Ethical leadership" was written by McGraw-Hill/Open University Press and published in Maidenhead.

  • Another book titled "Leadership" was authored by P. Sadler in 2013 and published by Kogan Page Ltd in London.
  • Scheer, S. also contributed to the text.
  • (2009). The entrepreneur as a business leader: Cognitive leadership in the firm. Cheltenham, UK: Edward Elgar.

    (2010). Organizational Culture and Leadership, by E. H. Schein.

    In New York, NY, the publishing company John Wiley & Sons is located.

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