How Leadership Styles Are Interconnected With Cultural And Tradition Of An Organization

Organizational culture is the summation of the underlying organizational values manifesting as collective assumptions, attitudes, beliefs, expectations and norms.  Grounded in the customs and

Anca Li Mr. Babcock Intro to Lit. 13 April 2024. Words: The Spark of Life Words possess the ability to take over the entirety of one’s life–they can make one feel joy or send someone deep into despair. The novel The Hate U Give, by Angie Thomas, demonstrates the staggering effects of how language can impact an individual.

Organizational culture according to Knicki, is a “set of common beliefs by which determines how individuals in that organization react to” (Pg. 227). Organizational culture is what gives individuals in an organization a sense of direction in what to follow. It is not rules but rather it is already in their mind right from wrong. I am currently an employee of Walgreens. Walgreens is based on a market culture.

Organizational culture refers to the interpreted meanings found in everyday interactions within an organization. There is significant difference between the cultures found in NFP and FP organizations. In NFPs, the servant leadership model is more prevalent, where FPs tend more towards a heroic leadership model.

Leadership style is the driving force behind an organizations effectiveness and overall success. Leaders control the heart of an organization; they control the direction, values, and employee’s level of commitment to the organization. Consistency and reliability are key traits that followers look for in a leader. Team members need to understand and know that the actions of their leaders will be within the expected realm of who they are and how they have presented themselves. A leader’s inconsistency could be viewed by followers as unreliable, unpredictable, and hard to follow. So how does a leader navigate an organizations multi-faceted culture while cultivating success and effectiveness?

“Organizational culture is the informal values, norms, and beliefs that control how individuals and groups in an organization interact with each other and with people outside the organization” (George et al, 2002).

Organizational culture has an effect on the effectiveness of leadership. If the organizational culture is strong, it could influence the way leadership is created. If it is weak, the leadership models will also be imagined and implemented in different ways. Therefore, we will be able to find which key factors will positively or negatively influence the leadership effectiveness.

ORGANIZATIONAL CULTURE, or CORPORATE CULTURE, comprises the attitudes, experiences, beliefs and values of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization.

A strong organizational culture provides both the company and its employees with direction and stability. The culture within an organization can be powerful enough to effect employee attitude and behavior as well as performance and turnover ratio. According to many scientific studies, there are seven primary characteristics used to define the culture of an organization: innovation and risk taking, outcome orientation, people orientation, team orientation, aggressiveness and stability.

The definition of organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs. Google’s organizational culture is made up of innovation, aggressiveness, outcome oriented, stable, people oriented, team oriented, and detail oriented people.

The Organizational culture is the main source of the organization’s identity. Organizational culture is the culture that not only resides within us as individuals, but it is also the hidden force that drives most of our behavior both inside and outside organizations.

To begin with the cultural context, it states the concepts of culture and how its collective frameworks influence a specific individual member of a group or society and how that member illustrates and understood communal affairs and behaviors. Such collective framework tends to rise up with diverse traditions, heritages, religions and rituals.

Organizational culture is" The collection of traditional, value, policies, beliefs and attitudes that constitute a pervasive context for everything we do and thin in an organization".

The term of organizational culture is defined as the whole of ideas, company mission, values, expectations, goals and behavioral theories or spiritual parameters shared by a group of people or members of the organization.

An organisation culture is developed when the members of an institution shared a set of common values, traits and symbols (Helms, 2001). This culture represents an identical trend in patterning and integration (Schein, 2004), in which the ways of thinking and believe are similar in the members of the unit (Marquis & Huston, 2009). However, an organisation culture does not just form by itself. According to Schein (2004), culture and leadership are fundamentally interlaced and are able to influence each other. On one hand, Schein described leaders as the architect who formed the culture, but he also stated that culture can also influenced and shaped the type of leader. In this article, the influence of culture in determining the type of