Leadership Syles And Organizational Culture

LEADERSHIP STYLES AND ORGANIZATIONAL CULTURE

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Leadership is a skill that is practiced and entails a person being able to give directions to

an organization, group of individuals or a department. It involves the ability to define a vision,

sharing the defined vision with others, giving additional information so that the others can realize

the vision and coordinating the group to minimize any conflicts of interests that may arise. It also

involves getting creative solutions for any problem that a group may face. Leadership is mostly

confused with management. While management is taught, leadership is learned and enhanced

through coaching and mentoring. Leadership style is the means to which a leader achieves the set

goals (Casal 2002 p22)

. It entails how a leader can motivate a team towards the realization of

certain set objectives. Different leadership styles are adapted to different situations. The

leadership styles include authoritarian and relational leadership styles. An ideal leadership style

is important for any organization. The paper focusses on various leadership styles and how they

can be used to effect an excellent organizational culture for a business through internal

communication.

Authoritarian leadership style

Authoritarian leadership styles is a method employed by leaders when implementing

policies. A leader who uses this leadership style solely decides the policies that are to be applied

and directs on the goals of the organization (Chiang 2013 p30).

. The subordinates are left to take

and act on what the leader prescribes and have little or no role in decision making. The leader

has total control over the group, and the subjects have a little freedom. Autocratic leaders employ

the leadership style. Authoritarian leaders have to direct on the vision and ways in which the

organization can achieve the mission effectively. Authoritarian leaders also enforce strictness by

ensuring that there are set rules to be followed. Under this leadership style, there is a huge gap

between the leader and the followers. It was invented in the early days when the world was

divided into tribes and empires. During this times, the emperor or the tribal head had total control

Casal, Teresa. 2002. Authoritarian Leadership Style And Intrinsic Motivation. 1st ed. [Union,

NJ]: Kean University.

Chiang, J. T.-J. 2013. "Being Authoritarian Down The Road: Authoritarian Decision-Making

And Implementation". Academy Of Management Proceedings 2013 (1): 14824-14824.

doi:10.5465/ambpp.2013.14824abstract.

of his or her subjects. The leader directed his subjects solely and had no room for the subjects to

participate (Casal 2002 p44).

The leadership style is employed today in industries that require minimal errors (Chiang

2013 p44).

Such industries include the construction sector, the healthcare industry, and some

manufacturing industries. When all the power rests with the leaders, the followers have no room

for making errors. The leaders who employ this style makes independent decisions. The rest of

the group plays no role in the decision-making (Chiang 2013 p45).

There is little creativity in

the decisions made because the decisions solely rely on the leader alone. The style can be easily

abused by leaders since they can adopt dictatorial tendencies. The style is, however, effective

since it reduced the time spent making decisions. Instead of the decisions being discussed the

method proposes that the leader imposes decisions based on his or her judgment. It reduces

bureaucracy and enhances fast decision making.

Authoritarian leaders subscribe to the view that followers have to be supervised at all

times. It hence aligns with Theory X leadership theory. The style suggests that people must be

intimidated and forced to work at all times. The method employs downward communication

pattern where the leader communicates one way to the subordinates. The manager controls the

Casal, Teresa. 2002. Authoritarian Leadership Style And Intrinsic Motivation. 1st ed. [Union,

NJ]: Kean University.

Chiang, J. T.-J. 2013. "Being Authoritarian Down The Road: Authoritarian Decision-Making

And Implementation". Academy Of Management Proceedings 2013 (1): 14824-14824.

doi:10.5465/ambpp.2013.14824abstract.

Chiang, J. T.-J. 2013. "Being Authoritarian Down The Road: Authoritarian Decision-Making

And Implementation". Academy Of Management Proceedings 2013 (1): 14824-14824.

doi:10.5465/ambpp.2013.14824abstract.

subordinates and dominates any discussions held. He or she sets policies independently and

directs on how each task should be completed (Chiang 2013 p56)

Authoritarian leadership styles can enhance organizational culture at an organization by

enhancing downward communication. The leader has to explain rules to subordinates to ensure

that they complete the tasks given effectively (Henry and Wolfgramm 2015 p21)

. The manager

also needs to be very consistent so that the subordinates will take tasks given seriously.

Consistency will also ensure that employees at an organization trust their leaders. The belief

transforms the organizational culture in the port by ensuring that employees attend to their tasks.

The leader also needs to respect his or her subordinates. The respect provides that the

subordinates get recognized for tasks they accomplish efficiently (Henry and Wolfgramm 2015

p27)

. The assistants also need to be effectively educated. The education ensures that they are no

surprises which may be an obstacle to communication. The leader needs also to hear the

contribution of his or her subordinates even if he or she does not necessarily use them in the

decision-making process. Listening to the subordinates eliminates the feeling of dictatorship and

ensures that the subordinates are motivated. Active application of authoritarian Leadership style

will ensure that the organization is transformed through an increase in productivity and fast

decision making since it is a large organization (Henry and Wolfgramm 2015 p29)

Chiang, J. T.-J. 2013. "Being Authoritarian Down The Road: Authoritarian Decision-Making

And Implementation". Academy Of Management Proceedings 2013 (1): 14824-14824.

doi:10.5465/ambpp.2013.14824abstract.

Henry, E. and R. Wolfgramm. 2015. "Relational Leadership - An Indigenous Maori

Perspective". Leadership. doi:10.1177/1742715015616282.

Henry, E. and R. Wolfgramm. 2015. "Relational Leadership - An Indigenous Maori

Perspective". Leadership. doi:10.1177/1742715015616282.

Henry, E. and R. Wolfgramm. 2015. "Relational Leadership - An Indigenous Maori

Perspective". Leadership. doi:10.1177/1742715015616282.

Relational leadership style

Relational leadership style is the style that aims at building relationship among team

members. A leader who employs this technique aims at motivating and satisfying team members

with the aim of achieving the set goals as a team. The leadership style aims at making the best of

teamwork within an organization. The welfare of individual members is prioritized by the leader

of the team. The leader hence makes decisions weighing on everyone’s opinion in the team. The

style also entails giving of incentives to the subordinates. The manager also provides mediation

in case of work-related conflicts and creates a conducive environment for every worker. He or

she encourages the workers to learn from each other’s strengths and weaknesses. The leader

helps the workers to perform the given duties diligently (Jyoti and Bhau 2015 p45).

Relational leadership aims at building a strong relationship between the leader and the

subordinates. Relationship-oriented leaders aim at less supervision of the team members and

encourage team members to be self-driven. They hence aim at reducing conflicts and creating a

positive environment where workers feel comfortable (Karavelioğlu 2014 p56).

Giving

autonomy to the subordinates ensures that creative solutions are derived in the decision-making

process. The leadership style can be used to transform a firm’s organizational culture by

encouraging communication. The method encourages both upward and downward

communication techniques. Subordinates can communicate to the team leaders, and team leaders

can communicate to the subordinates. It also supports communication among employees by

encouraging teamwork. Teamwork results in a better organizational culture and transforms

Jyoti, J. and S. Bhau. 2015. "Impact Of Transformational Leadership On Job Performance:

Mediating Role Of Leader-Member Exchange And Relational Identification". SAGE Open 5

(4). doi:10.1177/2158244015612518.

Karavelioğlu, Ahmet Melih. 2014. "Analysis Of Leadership Styles In Banking Sector In North

Cyprus: Testing Factors Effecting Authoritarian Style And A Model For Banking Sector In

A Small Island Economy". International Journal Of Regional Development 1 (1): 38.

doi:10.5296/ijrd.v1i1.6513.

productivity. The leadership style is employee oriented and hence encourages employees to be

more productive. By focusing on employees the style creates a better organizational culture.

Internal communication and organizational culture

Internal communication in an organization refers to the effective communication among

the members of an individual group. It involves the communication between employees

themselves and also the communication between employees and the management (Sass 2000

p195).

The main aim of internal communications is promoting the unity of purpose in an

organization. It forms a backbone of any organization and ensures that all employees work

towards a particular goal. Unity of purpose leads to the increase in productivity and profitability

of a firm.

An organizational culture defines the values and beliefs that govern how people behave

in an organization (Sass 2000 p200).

The values dictate behaviors such as the dress code, the

ethics while in the workplace and how effective one performs a task assigned to him or her. An

effective organizational culture distinguishes an organization from other organizations.

Corporate culture is influenced by the management style, effectiveness of internal

communication, assumption and beliefs of a given group. An organization hence needs to adopt

an active internal communication system to guarantee a better organizational culture.

A good corporate culture guarantees better results from the employees. Poor internal

communications leads to the adoption of a bad corporate culture which affects the firm

negatively. When the employees do not get sufficient information, they tend to make many errors

which in turn results in wrong decisions. A weak internal communication system leads to the

Sass, James S. 2000. "Characterizing Organizational Spirituality: An Organizational

Communication Culture Approach". Communication Studies 51 (3): 195-217.

doi:10.1080/10510970009388520.

Sass, James S. 2000. "Characterizing Organizational Spirituality: An Organizational

Communication Culture Approach". Communication Studies 51 (3): 195-217.

doi:10.1080/10510970009388520.

adoption of divisions within the workplace. The separate units cause lack of trust between the

employees themselves or between employees and the management. The lack of trust leads to

conflicts and dissatisfaction among employees. Weak internal communication can hence destroy

the brand of a company (Staadt 2015 p198).

An effective internal communication fosters the relationship between employees, the

management and the desired results (Staadt 2015 p210).

. The employees can communicate

effectively and undertake their tasks efficiently. Through communication, employees take

responsibility in the success of the organization. They can share common values and adopt a

work related philosophy to attain this values. They adopt a shared cooperate culture, and this

drives them in their daily undertaking of tasks. The philosophy hence leads to the adoption of a

healthy organizational culture. When the employees communicate effectively, they build trust

among themselves. The organization therefore adopts transparency as its corporate culture. The

managers are also encouraged to communicate effectively with the employees leading to a better

decision-making process.

A strong internal communication leads to the adoption of a clear goal-oriented process.

Goals in an organization have to be achieved through a process. Internal communication designs

a framework for the achievement of the vision of an organization. Since organizational culture

entails values that are shared in a group, a clear internal communication influences values such

as hard work. An organization that has an effective internal communication system encourages

employees to work hard to realize their goals (Staadt 2015 p215).

With a clear work layout,

Staadt, J. 2015. "The Cultural Analysis Of Soft Systems Methodology And The Configuration

Model Of Organizational Culture". SAGE Open 5 (2). doi:10.1177/2158244015589787.

Staadt, J. 2015. "The Cultural Analysis Of Soft Systems Methodology And The Configuration

Model Of Organizational Culture". SAGE Open 5 (2). doi:10.1177/2158244015589787.

Staadt, J. 2015. "The Cultural Analysis Of Soft Systems Methodology And The Configuration

Model Of Organizational Culture". SAGE Open 5 (2). doi:10.1177/2158244015589787.

people are more focused and more productive. It also enables employees to know where they fit

in the production process. Awareness leads to employees being proud of their achievements and

this impacts on the organizational culture. It enhances accountability and staff feel more

responsible for the success of the firm. A culture where there is both upward and downward

communication ensures that employees feel more involved in decision-making process. They

hence work as a team towards the realization of the set goals .Teamwork is one of the important

values in the organizational culture It encourages cooperation among employees as they work

together in solving problems. It also promotes greater cohesiveness and transforms performance

positively (Sass 2000 p217).

An organization that has an efficient internal communication system in place realizes

many benefits. The organizational culture significantly improves, and the performance of the

company improves. Internal communication dictates how employees behave under certain

conditions. It ensures that subcultures in an organization are merged into one productive and

positive culture.The effect of internal communication on cooperate culture will be analyzed and

discussed in the next chapter. Budapest Port will be taken as a case study. The study will focuses

on how internal communication can transform the organizational culture at Budapest Port.

Sass, James S. 2000. "Characterizing Organizational Spirituality: An Organizational

Communication Culture Approach". Communication Studies 51 (3): 195-217.

doi:10.1080/10510970009388520.

Bibliography

Casal, Teresa. 2002. Authoritarian Leadership Style And Intrinsic Motivation. 1st ed. [Union,

NJ]: Kean University.

Chiang, J. T.-J. 2013. "Being Authoritarian Down The Road: Authoritarian Decision-Making

And Implementation". Academy Of Management Proceedings 2013 (1): 14824-14824.

doi:10.5465/ambpp.2013.14824abstract.

Henry, E. and R. Wolfgramm. 2015. "Relational Leadership - An Indigenous Maori

Perspective". Leadership. doi:10.1177/1742715015616282.

Jyoti, J. and S. Bhau. 2015. "Impact Of Transformational Leadership On Job Performance:

Mediating Role Of Leader-Member Exchange And Relational Identification". SAGE Open 5

(4). doi:10.1177/2158244015612518.

Karavelioğlu, Ahmet Melih. 2014. "Analysis Of Leadership Styles In Banking Sector In North

Cyprus: Testing Factors Effecting Authoritarian Style And A Model For Banking Sector In

A Small Island Economy". International Journal Of Regional Development 1 (1): 38.

doi:10.5296/ijrd.v1i1.6513.

Sass, James S. 2000. "Characterizing Organizational Spirituality: An Organizational

Communication Culture Approach". Communication Studies 51 (3): 195-217.

doi:10.1080/10510970009388520.

Staadt, J. 2015. "The Cultural Analysis Of Soft Systems Methodology And The Configuration

Model Of Organizational Culture". SAGE Open 5 (2). doi:10.1177/2158244015589787.

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