Does Organizational Culture Matter?

Beliefs, attitudes, ways of thinking, and viewpoints are all components of culture. An organization's culture significantly influences its employees, dictating how they behave, how they should dress, and even how they do their work. The leaders of an organization may establish a more effective team and increase the organization's effectiveness by better understanding the organization's culture. Before leading their followers anywhere, leaders must have a firm grasp of whom they are leading. Their ability to influence others who work with them where culture is pervasive highly depends on a leader's capacity to modify how they think and lead.

Although I would generally advocate for a more transformative leadership style, I have recently learned that this approach may not always be the most practical. In this part of the world (the Middle East), my customary charismatic and team-oriented leadership style is not nearly as effective as elsewhere. This is partly due to ethnocentrism, which has created an imbalance between the in-group and perceived out-group that charisma alone cannot solve.?As such, I am getting the intended results and improving my organization's operational effectiveness by adopting a more situational leadership style. Essentially, I want my followers to understand why they are doing the things they are doing rather than simply carrying out my orders because I am their boss. It is necessary, of course, for me to have an understanding of the values held by my followers and the ability to learn how to communicate on a more interpersonal level to successfully convince them to recognize our common goal. Therefore, I proactively remain flexible in my approach to my followers based on my understanding of their varying knowledge, skills, and abilities. From there, I determine if my role needs to be individualized towards directing, coaching, supporting, or delegating to cultivate desired organizational outcomes.

I believe it is really important that we recognize one other's unique qualities. Therefore, to progress toward our common goal, we must commit to building an organizational culture that embraces rather than fights against our shared vision. I do not believe that an organization would ever require its employees to forsake their personal convictions because of the work they do for the organization. Nevertheless, I believe it is necessary to talk about the organization's shared values. Every organization has a reason(s) for its existence, but employees do not often talk about them. The people who work even in my workplace may be biased for various reasons, but we can all agree that the care and safety of our patients are our first concerns. Therefore, there are still opportunities to inspire a new paradigm of tolerance, cooperation, and collaboration in settings where respect for hierarchy is the norm, where interpersonal connections are the key to trust-building, and where tradition might delay development.

Why should we be concerned with the culture of our organization? It is essential to have a solid understanding of how to improve job satisfaction within an organization by increasing the organization's commitment to the employee in a world where everyone is trying to find meaning and purpose in their work. As a consequence of this, the leader of the organization needs to have an all-encompassing impact on the culture of the organization in order to sustain a positive atmosphere at the workplace and motivate employees to do their best job. This is mainly accomplished when leadership is able to impact culture through influencing the commitment of followers and generating positive outcomes for the organization.

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