Corporate Culture Study

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Autocratic leadership refers to the type of leadership style in which the employees and sub
employees carry out every activity by a sequence of hierarchy level. The leaders have
significant control over the staff and rarely undertakes suggestion of any of the employees
or workers(Bird et al., 2016). Such leadership works well where responsibilities lie to a
great extent within the organization. In a management company where people have worked
for some time of more than five years, it is very complicated to change the organisational
structure, but if the future operations and the majority of the employees demand so, then it
is needed to be (Burke et al., 2017). Improvement needs the introduction of scope.
Conclusion
CORPORATE CULTURE STUDYLogo
The current corporate culture allowed me
to understand the importance of the
Autocratic form of leadership style. It
laid the facts that how the decisions of a
manager or any senior authority enable
the entire group to follow the leader, the
leader is a body of vision, a leader
understands the present market scenario
and act accordingly (Cronemyr et al.,
2014). I learned how my decisions were
paving the way for the employees,
although they have their ideas and
visions, they do not open up as a fact of
hierarchy. They blindly rely upon the
manager or leader to lead them. Such a
situation need a change by the
introduction of change in leadership.
However, I learned a lot of thing from
my leadership act. Planning which is a
principal criterion for any operating firm.
I got exposure by working with the
employee how the planning action stage
yield a qualitative result shortly (Weiss et
al., 2014). Hence, I also understood there
is a need for change to undertake in the
organisation.
The key component people, finances,
policies, corporate support can be
represented by the following graph
Introduction
Logo
Discussion
In accordance to the current culture of the organization, it is observed that the efficiency
level is not up to the mark for which there is a change that needs to be implemented
(Nanjundeswaraswamy et al., 2014). After a survey was conducted within the company it
was found that most of the employee fails to contribute maximum towards the activity, the
reason being that they don’t find the guidelines of their managers and superiors useful to a
huge extent (Fuchs et al., 2014). To move from beginner level to a mediocre level and then
finally to proficiency levels requires proper planning and judgement. The leadership style
should comprise of uncertainty avoidance, vision towards the future, concern towards
employee vision.
Figure 1: current organizational structure of
the organization
(Source: created by the researcher)
Senior
authority
order
Employee
effort
Employee
partiipation
After analysis, it was obtained that the major
proportion of the employees is not able to
contribute much of their potential because
the barrier lies in fact, that when superiors
guide them, they fail to exercise their vision
and method in the practical field. Hence,
there is an urgent need for the organisation
to shift to a new leadership pattern (Khuong
et al., 2015). It has been a long time at least
for five years that the firm has been
operating on the Autocratic form of
leadership style. The employees of the
company have been addicted to such form,
and the number of business activities has
been taken place from such leadership style.
Hence, it is very hard for any corporate to
indulge in a new corporate pattern, but it is
not impossible. Moreover, the participation of
the managers and higher authorities also
cease to get hampered, as they have a
perception that their decisions will be the
final decisions and it will be accepted by the
company.
Organization
Leadership
style-
Autocratic
Allign in
term of
authority
Assigned
authority
Figure 2: Barriers in the organisation
Source: Created by the researcher
People Finances Policies Corporate
supportFigure 3: Key components
Source: created by the researcher
According to the present data of the company, the number of people who left
their job is 35%, the number of people who took part as shareholders decreased
to a great extent such that the percentage of total share now outstands to 60%, the
number of people who are against the company policy is found to be around
20%. Hence, the number of people who are in against corporate support is 75%.
There is a very strict need to bring about a change in the leadership style as the
present leadership style fails to operate efficiently and effectively. Taking into
consideration, the above fact we need to head for Democratic leadership as per
vision and statistical data obtained. . It is concluded that democratic leadership
will bring about a change in the organization, it is a kind of leadership in which
the end decisions of the company requires a suggestion of each employee of the
company, by applying this leadership style the participation of employees will
increase which will, in turn, increase the employee satisfaction level (Slack et al.,
2015). However, the senior authority does not put any kind of pressure on the sub
employees regarding the decisions. Because the group members, employees are
encouraged towards sharing Individual thoughts, the kind of democratic
leadership will lead to better solutions, ideas and more creative towards the
problem. The Group members of the company also feel more dedicated, involve
and committed towards the different project. Thus, making them more often to
have a concern about the results. Various research on leadership style has also
evolved to prove that the democratic kind of leadership results in higher
productivity in terms of performance among group members and peers. The
changes that are needed to be undertaken is to deal with the problem of
leadership style and to offer each of the employees to participate in the
decision of the firm. A democratic leadership style is a suitable form of
leadership style for such organization as most of the employees working
pattern that does not match the previous leadership style which was
Autocratic leadership style (Hendriks et al., 2014). The absence of
hierarchy will give a favourable situation for the firm to operate
conveniently. Moreover, when the employees get a chance to open up
and speak some contributions will be made by the employee. According to
the voting, a session conducted it was observed that the number of
employees prefers Democratic kind of leadership style. Moreover, their
interest to work in the organisation also arises when they address the
changes in the leadership style of the business firm operating there in
(Okoji et al., 2014). The number of shareholders tends to increase due to
a change in the leadership pattern, thus bringing in more business
prospects. The policies of the firm are required to strengthen that the
senior, as well as the junior works in hand in hand and one, should be
liable for the cause of another persona. Employee participation should be
appreciated.
People Finance
Policy Corporate support
Figure 4: Graphical demonstration of change in corporate
culture
Source: created by the researcher
Therefore, there is a very proper need to have concern towards it. The change
in terms of innovation also gets depleted as the suggestion or idea of any
employees is ignore due to the hierarchy of authority (Jia et al., 2014).
Sometimes, the senior authority undertakes any subordinate or employees
suggestions as an insult towards their reputation, there exist a mental barrier
that any junior cannot guide or supervise any senior. At present, the corporate
culture is a mixture of following criteria, namely they are
From the above figure, it is seen that the number of employees that aim now to
work as of leadership change is estimated at 60%, there is an increase in
employee retention. The number of shareholders also tend to increase as the
number has shown a huge change as of now the shareholder undertakes 60%
of the finance. Speaking about the policy of the organisation, the policy has
been improved and brought about a change of 60 % in terms of work structure
and undertakings. However, corporate support has also increased over the time
previously there was a lack in corporate support of the firm which has changed
by undertaking new leadership style and is now claimed that the corporate
support is about 98 % which is a positive indication for implementing new
leadership style.
Lastly, it is concluded that the firm needs to bring about a change in the leadership style. Thus, the need to shift
towards the Democratic kind of leadership style from an Autocratic kind of leadership style. The employees of
the organisation demand a Democratic kind of leadership. They require the need for participation in the decision
making activity. The employees desire to acclimate to the new leadership pattern. The change in the working
pattern is similar to some extent only the manner of leadership style changes. Implementing Autocratic kind of
leadership style was good for only a certain point of time whereas, after some point of time there has been a
change in the organization for which the leadership pattern needs to be changed. However, the change is
undertaken taking into consideration the major proportion of the employees who demand change in leadership
style.
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