Leadership And Management Styles: Its Impact On Organisational Culture

Project and Seminar Material for Business Administration and Management BAM

Leadership And Management Styles: Its Impact On Organisational Culture


Chapter One


Introduction

Background Of The Study

The manner in which managers exert their authority in the workplace and guarantee that their objectives are met is referred to as management or leadership style. It focuses on how managers plan and organize work in their areas of responsibility, as well as how they interact with and manage their coworkers and team members. Attitudes and behaviors, such as what a manager says, how they say it, the example they set, their body language, and their general conduct and demeanor, are significant components of management and leadership style. student groups have attempted to describe what happens in the organization during the last 15 years, the concept of organizational culture has broadened. Organizations are political structures that offer prospects for advancement in one’s profession. Every company has a distinct culture. Customs and rituals, values, cultural networks, and heroes are all cultural elements of the business environment. Employees who know exactly what is required of them are idle in a weak culture. The organization’s mission and goals, work environment, management style, organizational procedures and policies, recruitment and career development, benefits and rights are the primary components of a good corporate culture. Many researchers believe that a leader’s style can have an impact on organizational culture.

They claim that the leader is the architect of the company’s culture, which reflects his or her personal values and ideas (Bass, 1998; Schein, 2010). According to Bass (1998), culture has an impact on leadership just as much as leadership has an impact on culture. If the organization’s culture has expanded autonomy at the lower levels, the leader will have to relinquish personal influence. Leaders have the ability to transform and modify the culture (Lewis, 1996). “The only thing of genuine consequence that leaders do is develop and manage culture,” according to Schein (1985). According to the majority of studies, transformational leadership has a favorable impact on organizational culture (Lewis, 1996; Kramer, 1990; McClure et al., 1983; Deluga, 1988). Transactional leadership works within the existing culture, but transformational leadership strives to alter it (Bass, 1998). Furthermore, it provides a larger viewpoint and considers the culture’s complexity (Mullins, 2007). Culture creation, change, and shaping are all duties of good leaders, according to Deal and Peterson (1993). According to Schein (2010), when aspects of the culture become out of sync with their surroundings and dysfunctional, the leader can make changes.

The traits of a successful leader were determined by Bennis and Nanus (1985). According to them, a transformational leader is one who establishes and conveys a vision in order to build a successful organizational culture that encourages innovation, trust, two-way communication, joint decision-making, and personnel development.


Statement Of Problem

There is a rising recognition of the need for a greater knowledge of how leadership is exercised in different cultures. Having a strong leader and culture is one of the most important factors in any company’s ability to run sustainably and successfully. To motivate its employees and thrive in performance, an organization requires tactical and strategic thinking and development, as well as ‘culture building’ by its leaders. Culture can affect leadership just as much as leadership affects culture. Leaders are responsible for creating systems that develop organizational culture and reinforce workplace norms. Cultural norms in the workplace are adopted from the actions of the leader: where their attention is focused, how they react to crises and the behaviors they model. Abusive leadership can produce negative outcomes on both the individual and team level.


Objectives Of The Study

The following are the objective of this study;

  1. To investigate the primary component of a good organizational culture.
  2. To examine how leadership styles modify organizational culture.
  3. To examine if management styles have an impact in a working environment of an organization.

Research Questions

  1. What is the primary component of a good organizational culture?
  2. How does leadership style modify organizational culture?
  3. Do management styles have an impact in a working environment of an organization?

Significance Of The Study

This research will be of significant organization’s top management as it will serve as a guide to ensure that efforts are made to identify the critical leadership and management styles impacting organizational culture


Scope Of The Study

The aim of this research is to assess leadership and management styles: its impact on organizational culture. Gibadi company is the respondent of this study.


Limitation Of The Study

Finance, time constraint and lack of research materials were the major challenges faced by the researcher during the course of this study.


Definition Of Terms

Management Style:

A management style is the particular way managers go about accomplishing these objectives. It encompasses the way they make decisions, how they plan and organize work, and how they exercise authority.

Leadership Style:

A leadership style is a leader’s method of providing direction, implementing plans, and motivating people


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Leadership And Management Styles: Its Impact On Organisational Culture

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