Organizational Culture and Leadership
Individualism vs. collectivism is the extent to which people are expected to stand up for themselves, or act predominantly as a member of the group or organization.
Power distance is when a society expects there to be differences in the levels of power. suggesting that there is an expectation that some individuals will have higher amounts of power than others. Culture is a powerful element that shapes your work enjoyment, your work relationships, and your work processes.
Conversely, the organizational culture becomes an liability if it is weak and where there is little alignment with organizational values and control must be exercised through extensive procedures and bureaucracy. Culture within the company, simply because the interactions formed between participants over the years develop out of a need for supporting the existing needs of the companies’ mission statement.
It is important to note that culture is something that you cannot actually see, except through its physical manifestations in your work place. So it will take time to evaluate the benefits of the culture which is made up of the values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people.
To know if the culture is an asset or not is dependent on defining what the strategic direction is for the organization’s main goal of accomplishing its vision. If it is determined that the current culture is a liability it is because the culture corporate needs to change to include the overall mission, vision and values of the environment for people at work.
Deeply loyal colleagues who will stop at nothing to advance their leader’s vision and their organization’s interests. It’s amazing how well it works.
it’s biology. Our brains and bodies need to help us find food, shelter, mates and especially safety. We’ve always lived in a dangerous world, facing predators and enemies at every turn. We thrived only when we felt safe among our group.
Today, in many successful organizations, great leaders are creating environments in which people naturally work together to do remarkable things.
Many teams were able to trust each other so deeply that they would literally put their lives on the line for each other. Other teams, no matter what incentives were offered, were doomed to infighting, fragmentation and failure.
Imagine a world where almost everyone wakes up inspired to go to work, feels trusted and valued during the day, then returns home feeling fulfilled. Why do only a few people get to say “I love my job”? It seems unfair that finding fulfillment at work is like winning a lottery; that only a few lucky ones get to feel valued by their organizations, to feel like they belong.
Organizational Culture and Leadership
If you are disconnected, you can attempt to change the values of your organization or find a place that values what you value.
based on what the track record of the person was based on their disclosure to you., publish it, display it, and place it in every room of your organization. you get to build on the values you create and hire to those values…
(resistance to change in human organizational behavior)
At home we try to raise our children with a sense of values like caring for people, integrity in our deeds and words, contribution to our community, individual safety/security and patience
In this environment, if people fall behind, the team will show its commitment and help the individual to catch up and learn from the event.