Understanding Organizational Culture Essay Example

organization. Leaders must adapt their communication approach to effectively engage with diverse followers in today's multicultural workplaces. This prevalent issue impacts many organizations (Robbins 2005, p.122). Improved performance at all levels of an organization relies on effective communication. Leaders must recognize how they communicate information can either strengthen or damage relationships with their followers, ultimately influencing organizational performance. Various leadership models help leaders comprehend different ways in which they can act as leaders.According to Northouse (2010, p.120), these models do not advocate for leaders to strictly adhere to one specific model but instead emphasize the importance of adapting their approach based on each unique situation. The leadership models can be categorized into two main frameworks: the managerial grid and the four framework approach.

The managerial grid, also known as the leadership grid framework, is composed of two axes that represent different concerns. The horizontal axis represents concern for tasks or results, while the vertical axis represents concern for individuals. Diagram One illustrates this with numbers ranging from 0 to 9 on each axis. This graphical representation describes managerial behavior.

Leaders can fall anywhere along these axes, with some being more moderate and others leaning towards extreme ends of the scale. Through the use of the leadership grid, various approaches for evaluating leaders can be developed. The text goes on to describe different types of leaders and their strengths and weaknesses.

One type is the authoritarian leader who excels in task-oriented skills but lacks proficiency in individual skills. Another type is the team leader who excels in tasks but lacks people skills and other aspects of leadership. The goal for team leaders is to find a balance between these

two extremes.

Clark (2010) suggests that excellent leaders should operate at the extreme end of each scale depending on the situationAccording to the diagram, there are different types of leaders based on their priorities. Authoritarian leaders prioritize tasks over relationships, while team leaders focus more on relationships and act as role models. Task-oriented leaders prioritize task performance over building relationships. Country club leaders prioritize building relationships but have low task performance levels. Impoverished leaders have low emphasis on both tasks and relationships.

These different types of leadership are illustrated in diagram one by Clark (2010) on the leadership grid. Additionally, Argyris (2010, p.56) suggests a four framework approach categorizing leadership actions into political, symbolic, structural, and human resource frameworks. Diagram two by Clark (2010) showcases these frameworks.

It is clear that leaders can fall under any of these approaches depending on the environment and sometimes one approach may be more suitable than othersLeaders must not solely rely on one approach as it may be insufficient. The structural style is particularly effective for organizations that require growth, so leaders must carefully consider which framework to utilize. Additionally, the structural framework plays a vital role in leadership management as it enables leaders to analyze and design organizational behaviors.

In this text, four different leadership frameworks are discussed with their respective focuses. The first framework emphasizes structure, situation analysis, implementation, or copying strategies. The second framework, known as the human resource framework, advocates and empowers leaders. The third framework is the political framework where leaders act as advocates and focus on building partnerships using persuasion and prioritizing their own interests. Lastly, there is the symbolic framework where leaders inspire others and see

organizations as hubs for various activities.

To enhance organizational performance within these frameworks, leaders should perform well in their roles and use symbols to capture people's attention within the organization. Clark (2010) illustrates a four-framework approach to leadership theories in Diagram two. These theories categorize leadership into different types such as the Great Man theory which suggests that leadership capacity is intrinsic and inborn.According to the theory, exceptional leaders emerge when there is a need. This theory has historically associated leadership with males. The Great Man theory, proposed by Thomas Carlyne in the early 19th century, discusses earlier leaders such as aristocrats who were revered for their leadership qualities. It suggests that effective leaders possess certain innate characteristics and are divinely inspired. This belief in inherent leadership traits still exists today, where specific qualities are associated with effective leaders. However, the Great Man theory has been criticized for its bias due to predominantly male researchers who developed it initially.

In contrast to the Great Man theory, the Contingent theory focuses on environmental variables that dictate the most suitable leadership style. Van Wart (2005, p.201) argues that no single leadership style can be universally effective because success depends on factors such as follower traits, environmental aspects, and leadership styles. The Contingent theory falls under behavioral theory which maintains that there is no fixed approach to leadership and that certain styles may be more appropriate in specific situations (Argyris 2010, p.102). It suggests that leaders who are effective in one environment may not succeed when transferred to a different situation due to changes in the environment.The theory that emphasizes the leader's behavior and environmental factors, rather than focusing on

the follower's behavior, is similar to the situational theory. On the other hand, the trait theory suggests that individuals inherit certain leadership qualities which they utilize in their role. This theory identifies specific personality and behavioral traits commonly shared among leaders. However, applying this theory can be challenging as some individuals may exhibit these traits without being true leaders. Additionally, the trait theory assumes that these traits are inherited and argues that successful leaders possess the right combination of traits.

Researchers have studied the psychological behaviors of individuals to identify these traits and essential skills for effective leadership. These skills are processed by a leader and influenced by followers as shown in figure 1. Various leadership traits have been identified including self-confidence, stress tolerance, cooperation, assertiveness, and ambition. Furthermore, creativity, persuasiveness, social competence, diplomacy, knowledge,and organization are considered important skills.

Contrarily to what the trait theory proposes about inherited qualities of leaders,the behavioral theory suggests that leaders are made not born.It asserts that successful leadership is based on learning behaviors and focuses on the actions of leaders rather than their inherent qualitiesAccording to Hiebert and Klatt (2001, p.58), individuals can acquire knowledge from others through observation or training programs. This theory suggests that anyone can become an exceptional leader by emulating examples of other leaders or through learning key processes. Instead of focusing on innate leadership capabilities, this theory emphasizes the performance of leaders and highlights the importance of effective training programs and modeling after successful leaders.

The behavioral theory shares similarities with trait theory as it believes that exceptional leadership can be attained through the learning process. In contrast, the participative theory argues that the ideal leadership

style should consider the actions and input of others.

The discussed theory of leadership suggests that prominent leaders emerge through participating in group discussions or working together as a team in decision-making processes. It underscores the importance of teamwork because it is through observing and learning from others that one may become a successful leader.

According to Yang Yang and Konrad (2011, p.17), involvement in relevant decision-making contributes to successful leadership. Therefore, leaders are encouraged to work together as a team rather than independently to arrive at better decisions that benefit the organization.The collaborative approach is essential for better overall performance and beneficial relationships between leaders and followers, which contributes to improved organizational management (Daft, 2010, p.243). Collaboration allows for effective decision-making and faster conclusions compared to working independently. The participative theory involves involving others in the decision-making process to achieve common goals. Conversely, situational theory suggests that leaders should consider situational variables and choose the best course of action accordingly. This theory emphasizes the dependence of different factors on a leader's actions in a specific environment. An excellent leader considers various factors such as motivation, capability, and the leader-follower relationship when making decisions in different environments. Situational variables like stress and organizational culture can hinder a leader's ability to achieve goals. Understanding the culture of an environment is crucial for successful leadership as it impacts organizational performance. Leaders must take into account the variations in organizational culture across environments to succeed.The management theory, or transactional leadership theory, emphasizes supervision, organizational performance, and teamwork. This theory is commonly used in businesses and involves rewarding and punishing employees based on their success. However, there are consequences for individuals

who fail to perform. In this theory, leaders operate within a chain of command, establishing clear structures and strategies that must be followed in an organization. They assign tasks to subordinates and authorize them with responsibilities. Transactional leaders use management through exemption to reward exceeding expectations but take corrective actions if performance falls below expectations (Bush & Bush 2003, p.112).

On the other hand, the transformation theory, also known as relationship-leadership theory, focuses on the connections formed between leaders and followers. Transformational leaders motivate individuals by helping them recognize the importance of improving their performance. These leaders put significant effort into enabling team members to perform at their best and inspire each member of the group to diligently fulfill their duties. The transformational leader strives for extraordinary achievements by developing a vision and mission for the organization. Trustworthiness and high integrity play crucial roles in these leaders' ability to achieve their objectivesTransformational leaders actively seek followership and utilize vision and strategies to achieve organizational goals. These leaders prioritize results and have confidence in their abilities. In Hong Kong, ethical theory is important for business organizations as it fosters trust and confidence in leadership management, leading to employee satisfaction and improved business performance. Business ethics involve applying moral principles to both individual behavior and the overall organization. Many businesses in Hong Kong adhere to ethical theory, establishing ethics codes to ensure successful transactions and regulate behavior beyond legal requirements. Ethical considerations include respecting human rights and maintaining responsibilities towards employees, suppliers, and clients. This theory allows organizational leaders to enhance their performance by developing trust with followers and establishing strong relationships for collaborative goal achievement.Implementing codes of

ethics or ethical principles in the accounting sector is crucial for effective handling of business transactions, leading to successful business performance and economic growth (Gargouri & Jaziri 2010, p.79). Effective communication is another essential concept in business organizations in Hong Kong, as leaders must communicate effectively to gain organizational confidence and assurance. Communication is flexible and facilitates efficient business operations (Jusko 2010). The theory of social responsibility plays a vital role in the communication process, motivating, mobilizing, and educating employees within an organization. Applying social responsibility theory allows leaders to motivate workers to contribute more towards improved organizational performance. These concepts hold significant importance in various ways - ethics foster trust and confidence between corporations in business transactions, while ethical theory promotes trust among employees and their leaders to achieve organizational goals. Effective communication within an organization is vital for success in performance; leaders who communicate efficiently have higher chances of success as it fosters mutual understanding and motivates workers to achieve common objectives (Jones 2010, p.34).Effective communication is crucial for employees to understand the organization's needs, business strategy, and their contribution to its major objectives. It also plays a significant role in comprehending the culture of an organization, which is essential for economic growth and development (Schermerhorn, Osborn & Hunt 2000, P. 211). Additionally, effective leadership is important for successful performance within the organization. Leadership encompasses various traits that enable individuals to lead effectively. Communication supports effective leadership as poor communication can hinder organizational performance. There are several leadership theories including transactional, trait, behavioral, situational, participative, transformational, contingency and great man theories that explain how leadership is achieved. Some theories suggest that superior leaders

are developed rather than naturally born. Leadership models such as the grid framework and four approach framework help leaders understand how to achieve success. In Hong Kong's business organizations, communication and ethical theory concepts are vital as they enhance organizational performance and promote growth.