BUSN20016 Research: Impact of Leadership on Organizational Culture

This research report delves into the impact of leadership on organizational culture, utilizing secondary data and analysis methods. It examines different leadership styles, including authoritarian, democratic, and laissez-faire, and their effects on employee performance and organizational goals. The report references various studies that highlight the importance of leadership in setting organizational values, resolving conflicts, and motivating employees. It also discusses the potential negative impacts of dominating leadership styles and the importance of fostering a positive organizational environment. The study draws upon existing journals, theses, and organizational websites to provide a comprehensive overview of the relationship between leadership and organizational culture. Desklib provides access to similar past papers and solved assignments for students.

Running head: RESEARCH IN BUSINESS
Impact of Leadership in Organizational Culture
Name of the University:
Name of the Student:
Author Note:

1RESEARCH IN BUSINESS
Secondary data and data analysis methods
The study, as mentioned earlier, will mainly focus on the secondary information and
data collected from various sources and articles. In specific terms, the organizational
demographic characteristics, leadership culture, occupational health, safety data and others
are collected from the secondary sources like existing journals, theses and Turing
Organization’s website. According to Felício, Gonçalves & da Conceição Gonçalves (2013),
organizational leadership is considered to be an important function in every organization, be
it small or large. Management and leadership are completely two different concepts of
business. Organizational leaders establish clear vision and goals of the organization, by
setting the tone and resolving conflicts between the employees, responsible to work for the
company’s vision.
García-Morales, Jiménez-Barrionuevo & Gutiérrez-Gutiérrez (2012) examined that
organizational leaders have a serious impact over the employees’ performances. Business
owners usually set a leadership tone for their enterprises. They accomplish this by setting up
a tone or organizational values, through which they can operate the company. This helps in
creating the company guidelines and policies from company’s values or mission. The
guidelines and policies also enable the business owners to terminate under-performing
employees from their companies. Grant (2012) stated about three types of organizational
leadership styles, commonly seen in the businesses. These three types of leadership styles are
laissez-faire, democratic and authoritarian.
Manzoor (2012) discussed about these leadership styles in a detailed manner, to give
an overview of the leadership styles impacting the organizational performance. The
authoritarian leadership sets clear expectation from the employees and commands them on
what they are expected to do and how they can achieve their goals. The democratic leadership

2RESEARCH IN BUSINESS
motivates and encourages feedback as well as input from the employees or managers
regarding the organizational performance. Lastly, laissez-faire leadership is kind of a hands-
off approach, in which the employees as well as managers work in accordance with their own
schedule and preferences. However, this sort of leadership style leads to poor work practices
and motivation.
As per Noruzy et al. (2013), organizational performances completely rely on proper
behavior from the employees as well as their leaders. The leadership can be considered as an
evolutionary procedure in the organizations. However, Ullah (2013) examined that the
business owners who are able to provide sound leadership in their organizations can help the
employees to a huge extent. It can motivate and encourage them to work and perform their
level best. The leadership skills also help the employees to change their mentality by
instilling ownership mindset in them. The organizational employees, who feel special and
believe that they have a direct owner style relationship or bonding within the organization,
will find innovative ways for improving their attitudes, behaviors and productivity towards
the organizational leaders.
The leadership styles in an organization will help the business in maintaining and
focusing on their operations and goals. However, in this context, Vaccaro et al. (2012) argued
that larger companies may suffer if too many individuals attempt to make the business plans
or decisions. The business leaders can use their leadership skills to get the organizational
employees and managers on the same page and also convince them to refocus on the original
organizational goals or objectives. In addition to this, the leadership skills will also help in
making right business practices and moreover, internal conflicts among the employees and
managers can also be resolved.

3RESEARCH IN BUSINESS
Similarly, Von Krogh, Nonaka & Rechsteiner (2012) also mentioned that leadership
can affect the organizational values, if not taken in a positive manner. It can have a severe
impact on the employee and spread negativity within the organizational setting. The
organizational leaders who are extremely dominating in nature and become obsessed with
achieving goals can however, overlook the business details in an organization. Employees
and managers may feel less valued in such organizational settings and thus, they will not give
their best to the organization. Moreover, the dominating leadership styles create difficult
relationships in terms of business. Often, business owners and companies tend to avoid
dominant leaders within their organizational settings, as they consistently request for
financial benefits.
According to Yang, Huang & Hsu (2014), leadership is a specific act of making
things happen, instead of letting things happen. Yeh & Hong (2012) defined leadership as a
special act of motivating or encouraging the individuals to perform the given task, in order to
achieve the organizational target. Therefore, it can be said that leadership is defined by
various authors in different styles. Some of them have even interpreted the term as influencer
that is the art of influencing people of an organization, so that they can strive enthusiastically
and willingly towards the achievement of the group goals.

4RESEARCH IN BUSINESS
References
Felício, J. A., Gonçalves, H. M., & da Conceição Gonçalves, V. (2013). Social value and
organizational performance in non-profit social organizations: Social
entrepreneurship, leadership, and socioeconomic context effects. Journal of Business
Research, 66(10), 2139-2146.
García-Morales, V. J., Jiménez-Barrionuevo, M. M., & Gutiérrez-Gutiérrez, L. (2012).
Transformational leadership influence on organizational performance through
organizational learning and innovation. Journal of business research, 65(7), 1040-
1050.
Grant, A. M. (2012). Leading with meaning: Beneficiary contact, prosocial impact, and the
performance effects of transformational leadership. Academy of Management
Journal, 55(2), 458-476.
Manzoor, Q. A. (2012). Impact of employees motivation on organizational
effectiveness. Business management and strategy, 3(1), 1.
Noruzy, A., Dalfard, V. M., Azhdari, B., Nazari-Shirkouhi, S., & Rezazadeh, A. (2013).
Relations between transformational leadership, organizational learning, knowledge
management, organizational innovation, and organizational performance: an empirical
investigation of manufacturing firms. The International Journal of Advanced
Manufacturing Technology, 64(5-8), 1073-1085.
Ullah, A. (2013). Impact of leadership on organizational performance.

5RESEARCH IN BUSINESS
Vaccaro, I. G., Jansen, J. J., Van Den Bosch, F. A., & Volberda, H. W. (2012). Management
innovation and leadership: The moderating role of organizational size. Journal of
Management Studies, 49(1), 28-51.
Von Krogh, G., Nonaka, I., & Rechsteiner, L. (2012). Leadership in organizational
knowledge creation: A review and framework. Journal of Management Studies, 49(1),
240-277.
Yang, L. R., Huang, C. F., & Hsu, T. J. (2014). Knowledge leadership to improve project and
organizational performance. International Journal of Project Management, 32(1), 40-
53.
Yeh, H., & Hong, D. (2012). The mediating effect of organizational commitment on
leadership type and job performance. The Journal of Human Resource and Adult
Learning, 8(2), 50.