This presentation evaluates Hussein Mohammed's leadership style and how it has impacted the organizational culture of ADIB. It discusses his position in the company, strengths, leadership style, and the effect on performance. The presentation also suggests recommendations for improving the organizational culture.
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Leadership inADIB Company Name Institution
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Introduction The success of every organization depends on its leadership As a company,ADIBhas always had effective leadership. The paper evaluatesHussein Mohammed's leadership style and how it has impacted the organizational culture of Google
Hussein Mohammed's Position in the company:Hussein Mohammed is the branch manager of ADIB Ruwais Mall from 2014 He is among the pioneers of the company Motivation: strategies of leadership from other senior mentors Strengths: Situational attitude Patience to workers Innovation capacity
Leadership Style ADIB is among the performing malls in the United Arab Emirates He is a leader of innovation. His focus: maintaining effective service provision to ensure the companyremains competitive The charismatic trait of Mohammed is making workers over-reliant.
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Organizational Culture ADIB adopts innovation as its organizational culture Others highlighted include; Openness amongst workers in stimulating an innovative attitude. The resultant innovation relates to its methods in competing with other malls For example; It invents its technological resources and services offered to clients in the online promotion industry.
Cont.… Features that designate ADIB company culture are; Innovation hands-on method Openness small-company-family provision brilliance that comes with elegance
Effect of Leadership on Organizational Culture Success comes when: the management value is in connection to the company value Impact; to evade conflict of interest between the company and the management team. Many effective leaders have values similar to that of the organization as their achievement secret.
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Cont. Mohammed’s individual principle was closely linked to the company objectives This has reflected the overwhelming accomplishment that was enumerated at him as a branch manager His principle; transformational leadership skills, and desire for growth of the junior team has seen the company through success(Wells, Peachey, & Walker, 2018).
Impact on Performance This leadership theory further suggests that; Every need that is met becomes the motivator to a person (Wingate, Lee, & Bourdage, 2019). Satisfied need no longer remains a motivator since all humans have an inbuilt desire to have their way up the hierarchy This motivates them to pursue satisfaction by achievement of higher order needs.
Recommendation A likely improvement to the organizational culture is the extra escalation of information sharing. Even though the organization’s cultural features support information sharing and communications, such sharing happens in a controlled way (Stewart, Nodoushani, & Stumpf, 2018). The company should; heighten workers’ rate of independence in this consideration enhance its company culture through extra inventive
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Conclusion An important aspect of any organization whether small or large is to outline; their key value the principles that are most essential to the direction of the company the choice in it should be openly stated for the organization to attain its goal. These aspects have motivated the performance of ADIB under effective leadership of Mohammed
References Stewart, C., Nodoushani, O., & Stumpf, J. (2018). Cultivating Employees Using Maslow’s Hierarchy of Needs.Competition Forum,16(2), 67–75. Wells, J. E., Peachey, J. W., & Walker, N. (2014). The Relationship Between Transformational Leadership, Leader Effectiveness, and Turnover Intentions: Do Subordinate Gender Differences Exist?Journal of Intercollegiate Sport,7(1), 64–79. Wingate, T. G., Lee, C. S., & Bourdage, J. S. (2019). Who helps and why? Contextualizing organizational citizenship behavior.Canadian Journal of Behavioural Science, 6(5), 6–15.