Leadership and its Influence on Organisational Culture
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Added on  2023/01/11
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This report discusses stakeholders, leadership approaches, and communication strategies in the context of organisational culture and the proposed expansion of Captify.
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Table of Contents INTRODUCTION...........................................................................................................................3 MAIN BODY..................................................................................................................................3 Stakeholders and their influence within organisation..................................................................3 Changing Leadership Approaches...............................................................................................4 Influence of leadership on organisational culture........................................................................5 Communication strategies...........................................................................................................5 CONCLUSION................................................................................................................................6 REFERENCES................................................................................................................................7
INTRODUCTION Leadership can be defined as a process through which individual can influence thoughts and actionsof those who are working for them.In organisationalcontextthisinvolves influencingemployeesoftheorganisation.Thisreportwilldiscussaboutstakeholders, leadership and its approaches and communication strategies that organisation can use for delivery of proposed expansion in Captify. MAIN BODY Stakeholders and their influence within organisation This is an important factor affecting organisation and to analyse the influence of stakeholders in Captify which is related with power and interest of stakeholders. This can be analysed through Power Interest Matrix of Stakeholders. Matrix is as follows- Figure1Power Interest Matrix of Stakeholders High power and low interest- This is government and government agencies who has high power to influence Captify but their interest is low. They have influence in the Captify and it has to run according to them. Though they cannot affect the planned change is they are kept satisfied in terms of following rules. High Power and High Interest-Board, CEO and founders ofCaptify are stakeholders under this category because their power and interest both are high in Captify. These stakeholders can completely influence the planned change because they are the one who has planned the change.
They can influence this negatively if all these stakeholders do not agree to each other. They can also affect it positively by keeping the change as it has been planned. They has the power to do. High interest and low power- These are the stakeholders who can influence the planned change. This category involves employees and they can significantly affect the change because they are important part of implementing change in Captify. Hence they are required to keep inform at every stage of planned change. Low interest and low power-Stakeholders in this category cannot affect the planned change because they lack both their power and interest in Captify. Changing Leadership Approaches Leadership approaches are required to be changed as the organisation goes further in its cycle. The leadership gets changed according to situation situational approaches of leadership can be considered here. Competence of members was low when Captify started and hence at that time they were required to be leaded according to Coaching Approach in this all the decisions regarding what to and how to do that are required to be taken by the leader. Captify also followed this when it started and as the company gets growing approaches of leadership keep changing. Later leadership approach at Captify was supporting because members at the company started developing and enhancing their competency and leaders were required to support them and motivate them. This was followed by changing the approach of leadership to directive because competency of individuals increased but their motivation gets reduced by time and they were required to be directed about what they are required to do and in this they were given options on the basis of which they can select their task. Delegating was approach of leadership in which Captify leaded its organisation and members when they become competent and were ready to take responsibility. This keeps changing according to development of members and growth of Captify which was contributed by its members. Leadership also evolves as lifecycle of organisation changes and Captify is presently at growth stage of its lifecycle.
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Figure2Changing Leadership Approaches Influence of leadership on organisational culture Leadership has a significant influence on the culture of organisation and Captify also has that impact on its culture through its leaders. Approach of leadership involves various elements which are follower, situation and environment of organisation etc. leadership approach involves focus of leaders whether it is one task only or leader considers its employees as well. Leadership approach in which leaders put special focus on task completion then culture of the organisation also will develop accordingly. This will create organisation culture where people will have relationship which is based on task and position in the organisation. This type of culture has limited scope for informal relationships. In a culture where people are given more importance then task in such case organisation has a friendly environment and this contributes to informal relationships in the organisation. People oriented leadership approach is more successful and people perform better because they are well taken care by the leader and this also contribute in a better relationship of leader and members. Communication strategies Changes in organisation can be effectively managed is the strategies for communication are properly adopted by the organisation. Captify can use different type of communication strategies in order to ensure effective support delivery of proposed expansion. Captify can use strategies such as; Effective communication content-The content being used for communication should be effective. Effective so that it can influence employees to accept the proposed changes and they
understand every aspect of proposed expansion and how it will affect existing employees of the organisation. The content of the communication should be such that focuses on listeners. Listening-Listening can play effective role in support delivery of proposed expansion. This will help in understanding the problem of members of the organisation and effective and careful listening will help in giving right and required answer to the questions of the members. Figure3Communication Strategies Be Empathetic- Captify needs to be empathetic for the members so that it can understand the queries and doubts which members are feeling difficult to express. This also facilitate for member to speak and open up about their problems. Being empathetic members can also understand effectively what they have been told about. Other than these avoiding assumptions, stereotyping and focusing on self interest are some of the strategies regarding communication which can contribute to effective delivery of support of the proposed expansion. CONCLUSION On the basis of above discussion it can be concluded that stakeholder analysis on the basis of their power and interest can ensure about their impact in change and later this briefing note involved leadership approaches and communication strategies regarding changes and expansion of Captify.
REFERENCES Books and Journals Cuppen, E., 2016. 15 Stakeholder Analysis.Foresight in Organizations: Methods and Tools, p.208. Karanika-Murray, M., Ipsen, C. and Hasson, H., 2019. Interventions leadership is a dynamic role that evolves with the intervention process: Five arguments for a fresh approach. InInternational Conference on Wellbeing at Work. Shannon,C.W.,2018.EffectiveManagementCommunicationStrategieswithinan Organization(Doctoral dissertation, Walden University). Slabá, M., 2016. Stakeholder profile and stakeholder mapping of SMEs.Littera Scripta.9(1). pp.123-139. Visvanathan, P., Muthuveloo, R. and Ping, T.A., 2018. The impact of leadership styles and organizational culture on job satisfaction of employees in Malaysian manufacturing industry.Global Business and Management Research.10(1). pp.247-265.