Organizational Behaviour Reflective Journal: Leadership & Culture

This reflective journal explores two key aspects of organizational behaviour: organizational culture and leadership in the 21st century. The journal begins with a discussion on organizational culture, emphasizing its impact on employee behaviour, motivation, and overall business performance. It highlights the importance of maintaining a positive, employee-oriented culture to enhance productivity and mitigate potential issues arising from diverse cultural backgrounds within multinational companies. The journal then transitions to a reflection on leadership, particularly the role of leaders in influencing employees, achieving goals, and creating a positive work environment. It examines various leadership theories, the importance of adapting leadership styles to different situations, and the challenges leaders face in today's complex business environment. The author stresses the significance of aligning individual employee goals with organizational objectives to boost employee engagement and drive business success. The journal concludes by underscoring the importance of leadership in fostering a work environment where employees feel valued, motivated, and aligned with the organization's goals.

RUNNING HEAD: Organizational Behaviour 1
Name of the student-
Topic- Organizational Behaviour
University name

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Table of Contents
Introduction...........................................................................................................................................3
Reflective journal on organizational culture..........................................................................................3
Reflective journal on leadership in 21st centurial...................................................................................4
References.............................................................................................................................................6
.

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Introduction
In this reflective journal, two topics named “organizational culture and Leadership in
the 21st Century” have been taken into consideration. I have selected these two topics given
in my organizational behaviour subject with a view to increase my understanding on how
company maintain effective business functioning.
Reflective journal on organizational culture
The study on the Organizational culture has reflected three levels of culture and role
played by it in an organization. Organizational culture is based on the value, belief and
assumption of employees including key managerial persons. The study on organizational
culture put emphasis upon the relation between organizational culture and performance of
company. It curbs the misbehaviour of employees by implementing standards organizational
culture. After, reading all the key points of this given journal, I have observed that
organizational culture is based on the physical structure, employees’ value, belief, perception
and assumption. It is evaluated that if company could maintain employee’s oriented
organizational culture then it could easily motivate employees to increase the productivity of
organization. I have analysed that employees are tend to deliver more results from their
functioning if they are left free to work as per their needs in business process. Nonetheless,
maintaining standard business culture is the key point of business success in multinational
company. It is found that in many multinational companies, employees are working in the
one roof irrespective of their different culture. Therefore, multinational companies, by using
standard organizational culture maintain positive working environment and increase the
overall effectiveness of the business. It is observed that employees working in team may also
face these organizational culture issues (Strom, Sears and Kelly, 2014). However, company

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customized organizational culture to mitigate these issues in determined approach. There are
several benefits which an organization could have by having strong organizational culture
such as social control, increased business output and reducing the business complexity. The
management of organizational culture is key point for the business success. The effectiveness
of the organizational culture is dependent upon the organizational policies and business
frameworks which company formulate. I have found that employees are the key pillar for the
organization. They are tending to make positive efforts if they are allowed to work as per
their values, belief and needs. Nonetheless, employees may find problems and issues if they
work in team due to their different culture and belief. Now in the end, I infer that
organizational culture is the main important factors which company customized as per the
employee’s needs, belief and assumptions. This organizational culture is the basic factors for
achieving organizational goals and objective in effective manner. If organizational culture is
employees oriented then it will also motivate employees to perform better.
Reflective journal on leadership in 21st centurial
With the ramified economic changes and complex business structure, leadership style
of leader plays an important role in the business success. The leaders in organizations are the
key persons who perform their work way beyond the management such as influencing
employees to accomplish set targets, creating positive working environment and
implementing policies and framework in organization. It is observed that leaders influence
the employees to achieve set objectives by strengthen the interpersonal process, social
context and set criteria for their goal achievement in effective manner (John, 2017). I have
learned so many things by evaluating this leadership articles such as focusing on certain
determined goals and navigating employees to achieve their goals. Nonetheless, I have found
that if we can establish proper nexus between organizational goals and objective with the

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employee’s goal then it will surely increase the overall return on capital employed. This is the
most important motivational factor for the employees. There are several theories of
leadership such as trait theory, transactional theory and transmission theory. Leaders could
follow these theories and implement by focusing on the employee’s value, belief and
assumption. I have found that leadership style of the leader should be contingency which
changes as per the situations and circumstance (Zhang, et al. 2015). In an organization, there
are two types of groups formed by leaders such as “in-group and out- group”. However, In-
groups followers are mostly accustomed to act as per the directions and instructions of the
leaders. I have also observed that leaders in organization will have to face following issues
such as emotional problems, intellectual problems, divergent thinking problems and
relevancy with the time. Nonetheless, in multinational organizations, leaders need to follow
strategic business program to motivate employees. Leaders are more inclined towards
adopting modern leadership style in place of traditional style. In today’s world, the main
focus of leaders is to follow self- direct leadership program to increase the overall outcomes
of organization. Leaders need to evaluate all the associated factors which may influence the
employees in their working. After evaluating all the data and given information in this journal
article, it is considered that leadership is expressing management in a way that employees
would find working process more acceptable and therefore work harder. Leadership is more
influencing style than intent for the leaders. If leaders could identify proper influential factors
of followers then they could easily motivate them to work harder and provide more positive
outcomes for the organization. This has shown that if leaders could establish positive nexus
between employees growth with the organizational development then it will surely help in
achievement of business gaols in determined approach.

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References
John, M.C., 2017, May. Leadership style, school climate, and the institutional commitment
of teachers. In International Forum Journal (Vol. 1, No. 2).
Strom, D.L., Sears, K.L. and Kelly, K.M., 2014. Work engagement: The roles of
organizational justice and leadership style in predicting engagement among
employees. Journal of Leadership & Organizational Studies, 21(1), pp.71-82.
Zhang, J., Ahammad, M.F., Tarba, S., Cooper, C.L., Glaister, K.W. and Wang, J., 2015. The
effect of leadership style on talent retention during merger and acquisition integration:
Evidence from China. The International Journal of Human Resource Management, 26(7),
pp.1021-1050.