In the modern world where companies are striving to make an impact and the competition is on soaring heights, it is important to realize that which factors impact the level of your organizational performance. In the current scenario where every single aspect and every minute detail is being considered to be perfectly taken care of, it is important that we understand the value of an effective and efficient labor force. Actually this is a major component that determines the success and survival of your organization in this fast paced world. As global trade has been made easy and all the trade barriers have been removed it is essential to make sure that your employees and managers are working at their maximum capacity in terms of performance and productivity. It is important to maintain good work place relationships, a strong culture and harmony among your employees.
Motivation is another factor that needs to be provoked in your employees time and again. This is because it has been found out that motivation levels determine the performance of your employees. Organizations tend to look for hard working and dedicated staff all the time but to really point out the best among the lots you need some luck and a good validation test sort of a thing (Schein, 2004). The scholars who have researched on the factors that bring out the best from your work force emphasize on the fact that effective and proper leadership can bridge the gap and can lead your work force to do wonders. In the following paper we would examine two qualities of effective managers or leaders as u can call them that can lead to a strong organizational culture.
The importance of effective leadership leading to a strong and positive organizational culture has been recognized by most of the modern day organizations. Though this has been an old concept but the level of importance it has achieved in recent times is surprising and is quite justifiable. The organization needs to determine organizational leaders that set standards and benchmarks for the followers. They need to lead the pack and give directions. Apart from the leading role they also play the role of a friend and a guide. For leaders it is important first to create a good relationship with the subjects, the leader needs to understand the people around him in a depth that he knows how they will react to certain situations. If the leader has worked on his or her strategy positively and comprehensively there is no doubt that he or she can help build a strong organizational culture (Driskill & Brenton, 2005). In fact many scholars agree that strong and effective leaders are the sole source of a successful organization, the meaning here is that effective and strong leadership tends to give the organization a sense of direction and protection. This results in the development of a strong organizational culture, which determines how the company will perform or initiate its long term strategy and how the external environment will affect it. Basically a leader tends to maintain a sense of direction in the employees he or she teaches the employees how to manage their time schedule their tasks and work in teams. It’s the leader’s job to motivate the employees in any form that he or she thinks is most appropriate. As this process is continuously repeated for all the new employees, these practices become habits and are passed on to new employees from the older ones. Once these practices embed themselves in the organization’s roots they are known as a term Organizational Culture. An important way to maintain a good strong organizational culture is to make sure the rules and policies of the organizational are followed properly. Once these are performed regularly people tend to forget that these are the company policies rather they become the daily practices. Another factor that affects the organizational culture and is an important aspect of building up a strong culture is the motivation level of the employees (Sergiovanni & Corbally, 1986). There are several ways to maintain a high level of motivation among your employees, it’s now your task to identify which one is the best and implement it effectively. This system should be embedded in your organizational culture but it is necessary that it should be checked and controlled for innovation and changes as time moves on.
To conclude this paper I would like to mention that all the organizations currently in strong positions have had a strong organizational culture. The fact is that you do need changes along your way to a strong position and it is essential to make the changes at the right time. The so called ‘right time’ has to be determined by your leaders and managers. It is essential to note that companies like Dell, Microsoft and Proctor and Gamble have made long term strategic plans and look for characteristics of leadership while searching for their employees. The need to bring about a change in your organization is necessary as the same system does not take you any where. Flexibility for the dependent variable time is very necessary, and the most important part is planning and implementing the change.
Driskill, G.W. & Brenton, A.L. (2005). Organizational Culture in Action: A Cultural Analysis Workbook. Sage Publications, Inc.
Sergiovanni, T, Corbally, J.E. (1986). Leadership and Organizational Culture: New Perspectives on Administrative Theory and Practice. University of Illinois Press
Schein, E.H. (2004). Organizational Culture and Leadership. Jossey-Bass.