Leadership is an integral part of management and it plays an important role in managerial functions. It is considered as the human characteristics which lifts a man’s vision to higher foresights, raises a man’s performance to higher standards and builds man’s personality beyond normal limitations. Organization culture is the set of assumptions, beliefs, values and norms that are shared by the members of the organization. Most of the business failures have been attributed to ineffective leadership. The main leadership task is to direct and unify the efforts of the people towards the desired organization goals (Mathew, 2003).
Leadership models help us to understand what makes leaders act the way they do. Leadership styles are the pattern of behavior which a leader adopts in influencing the behavior of his subordinated or followers (Mathew, 2003). There are different leadership models on the basis of which a leader can be differentiated. They are: autocratic leaders, democratic leader, bureaucratic leaders and participative leaders. The autocratic leaders keep the decision making authority and control with them and assume full responsibility for all the activities (Mathew, 2003). They believe that leadership is based on the authority conferred upon on the basis of position. In democratic leadership, the subordinates are consulted and their feedback is taken into the account. The behavior of leader in the bureaucratic style is determined by rules, regulations and procedures (Mathew, 2003).Get help with your essay from our expert essay writers...
In the organization, I have a participative style of leadership. I interact with the followers and the subordinates and allow them some influence over the leader’s decision. I involve the ideas and visions of different members in the organization and motivate them to work hard. The employees in the organization are timely rewarded with the monetary as well as with non monetary incentives. I personally believe in joint decisions, like meeting with the followers, discussing the problem and then finally formulate a decision. I usually delegate the authority to an individual or group to make a decision.
I believe that there are various benefits to participative leadership like it increases the quality of a decision, particularly when group have the knowledge which the leader lacks. There are various alternative options which help the leader to make the final decision. The commitment of leader in the organization usually increases with his increased influence. The participative leadership also sharpens the decision making skills of groups and is a useful way to develop future leaders. Additionally, it reduces the conflict and increase team building in the organization.
Organizational culture, being unique and distinctive, prescribes some specific modes of behavior for its members. These modes of behavior, then affects the entire behavioral processes (Prasad, 2008). A sound organizational culture involves active participation and information sharing within the stakeholders of the company. Establishing goals in alienation with the personal and organizational objectives is a very significant issue in building an organizational culture (Mathew, 2001).
It should clearly set the guidelines for the degree of creativity, initiatives and risk taking freedom given to the employees. Different cultures focus on different styles and methods of managing and tackling projects (Mathew, 2001). It is the culture of the company which determines the different methods to reward and recognition of the employee. The values and beliefs forming the part of the culture of the organizations determine its motivational and management styles (Prasad, 2008).
Role of Culture in the participative leadership style
In an organization, a leader is one who creates a working environment, motivates the followers to work hard and makes the better utilization of manpower. The leader’s role in culture change is enormous. An empowering leader is concerned with using power to benefit all the employees (Robbins & Sanghi, 2007). The effective work culture ensures a rise in productivity and a job satisfaction of the employees. The leaders would also allow more active participation in the decision making process. The effective work culture ensures greater sense of self-esteem among the workers and gives importance to suggestions and contributions of employees (
The effective work culture creates loyalty and corporation among the workers, which are essential for the achievement of the organizational goals. Culture moulds people and people are the basic building block of the organization (Robbins & Sanghi, 2007). The organization culture determines the overall behavior of its employees. An employee friendly culture will implement changes in such a manner that it would not affect the status of any its stakeholders, including employees. It the organization is open and production oriented, the implementation of the change would be fast (Robbins & Sanghi, 2007).
Organization change relates to problem in organizations that are already established. The organizations face several simultaneous issues. These organizations must be able to accomplish the task at same time and also build structure that bring order to their key decisional and social processes. In case of EEST, the company is moving in an upward direction; therefore managing the change would be comparatively easier (Mathew, 2003). The only change between the company EEST and Ouest is in the field of philosophy and the internal culture. It is important for the employees of the EEST to quickly adapt the changes. The managers and the employees should cope up with the new rule, value and beliefs of the merged organization. This would not only mark the success of the company but would also give successes to employees.
- Mathew, M.J. (2003). Business Management (3rd Edition). Jaipur: RBSA Publishers.
- Mathew, M.J. (2001). Fundamentals of Organizational Theory and Behavior (1st Edition). Jaipur: RBSA Publishers.
- Prasad, L.M (2007), Organizational Behavior (3rd Revised Edition),New Delhi: Sultan Chand and Sons.
- Robbins, S.P & Sanghi, S. (2007). Organizational Behavior, (11th Edition), New Delhi: Pearson Education Inc.
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