Organizational Culture and Leadership

The culture becomes and asset when the staff respond and are aligned to organizational values. Such environments, promote strong cultures that helps firms operate like well-oiled machines, resulting in outstanding execution with minor adjustments of existing procedures.


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.

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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.


Our biology hasn’t changed in fifty thousand years, but our environment certainly has. Today’s workplaces tend to be full of cynicism, paranoia and self-interest. But the best organizations foster trust and cooperation  –Great leaders sacrifice their own comfort—even their own survival—for the good of those in their care.

 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

This is a “fit” thing your best fit counts in the workplace.
Let your loyalty grow with the greater implementation of your organizational values. When you do this it rewards the organization and reinforces the values committing the organization to greater effort. 

Check your personal values against the values of your organization to see if it is the source of happiness or disconnection. If the values align and make you happy, you will understand what you need to do to build on that happiness.

If you are disconnected, you can attempt to change the values of your organization or find a place that values what you value. 

Build strategies that include your values and find a way to celebrate.     Find hero’s of your values and  be creative and remember that people like to be personally valued in different ways.

 Know what you value you need to determine what you really stand for. The quick approach is to find organizations that do this well and learn from them. Too often we look at resumes and make determinations

 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… 

is organizational culture and leadership, and the impact they have on the performance and effectiveness of organizations.
Organizational culture is the behavior of humans within an organization and the meaning that people attach to those behaviors -management and administration act within a culture.” how an organization responds to an internal or external stimulus. Organizational ethics is interdependent with the organizational culture.

(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

Oscar de la Renta  2014 | The House of Beccaria#

Roadmap – Organizational Values and Leadership Modeling
As human resource consultants we spend most of our working hours listening to people discuss their work successes and/or challenges. Additionally, as we watch the work places with the most successful reputations, financial growth and stability you start to see patterns …

 Be team players 
without placing that quality first in the hiring process. Get enough of these folks focused on performance at any cost and you get a very different feel to an organization.   Another example is in the way any organization communicates with its people about its business.

Everyone likes it when we recommend solutions and, just to spice it up a little, lets look at it from two directions: the organization and what they can do now and in the future and from the individual perspective. So let’s get to solutions

Contrasting Styles: An organization who values team work will hire for team players and build a team environment. This team environment will embrace people committed to the success of each player on the team who will make sure that all the people have an optimum opportunity to be successful. This is an ongoing commitment to educate, explore with people, live the values. That’s how we do it in our lives at home.

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.  

Organizational Culture and Leadership

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