The paper "Leadership and Organizational Culture" is an outstanding example of management coursework. Organizations should develop strong service ethos and ensure that the employees do feel cared and they will indeed be able to care for the customers. Leadership is a necessary and important part of delivering to the customer. The leaders are the ones responsible for setting the tone in the organization since they are the role models, they undermine or support the employees and they make it clear whenever the customer is the priority (MacGregorv 2010, pp. 18).
They also send out the powerful signals for example in the cases where they share out decision making on sparingly release or the customer issues. The leader can be able to provide the energy that is required to drive the organization. This paper looks into how good leadership and organizational culture are essential in shaping the direction of the organization. The organization’ s culture is the way we do things with a substantial impact on the effectiveness and the quality of the relationship with the customer. Culture is best demonstrated through the way the people behave towards each other and towards the customer (Brown, Mehta & Armenaks 2011, pp 313).
In the way they deal with the organization, the customers are able to see all kinds of visible symbols of the kind of culture they expect. The culture can be friendly to the customer or unfriendly to the customer and it can be fast and furious or slow and bureaucratic. The leaders, therefore, need to set an example in creating a positive environment through which collaboration is strongly encouraged and the act of working alongside the customer is deliberately designed to facilitate a flow of understanding to that customer.
Organizations, therefore, need to manage this chain of the processes from the start to the finish instead of simply taking good care of the final stage of the customer contact. Organizational leadership requires that the leaders possess the ability and the discretion of setting up strategic direction and course that can be able to influence the outcome of the organization. For example, the CEO is the ones responsible for the setting of corporate agendas, allocating resources and making decisions that are required for managing the diversity (MacGregorv 2010, pp.
19). The CEOs which is a representation of leaders also sometimes takes personal stands on the need for the change and acts as the role model for the behaviors that are required for the change. They are also involved in assisting the work of moving the organization or the firm in the right direction. This type of commitment by the top management and its diversity is the basic thing that makes the junior officers follow a specific culture.
Moreover, diversity management often requires efforts that are long term. Other elements of diversity may not be realized immediately. As a result, the CEO should commit to keeping both financial and mental support on the diversity of the management for a period of many years to cultivate a progressive culture in the organization. It is this kind of leadership that shapes members of the organization have the right attitude and be able to maintain good behavior even in the absence of tangible rewards and reinforcements. It is also the key ingredient in the achievement of difficult goals when they encounter challenging goals.
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