Essay - Organizational Leadership Organizational Culture and Leadership Objective the Objective of...


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Organizational Leadership

Organizational Culture and *****

Objective

The objective of this work is to research organizational culture and leadership ***** the impact for consulting firms in relation to focus outsourc*****g, global work-sharing and global competition.

*****

Cultural elements exist that actually threaten the very survival of a group. These elements require adaptation in***** the culture and it is ***** leader ***** the group that is looked to by ***** group for creation, development or ***** has the power of vision to discover that solution. The role of leadership within cultural settings must give consideration to not only external ***** ***** conditions but to the internal f*****ming of relationships that negotiate well with the *****'s well-being in focus.

***** to Schein (2000) "Culture is a phenomenon that surrounds us all." This is clearly seen in the neighborhoods, communities, churches and civic organizations ********** the community as well as the sub-culture ***** exists from one racial and ethnic group to a*****her within ***** *****. ***** is deeply embedded ***** the framework of society and it is indeed culture that gives definition to ***** leadership within that culture. Culture is easily defined as the morals ***** c*****toms within a group ********** in order to understand the culture the observation ***** the language, behavior, customs and traditions is vital. Also crucial for *****ing is ***** of the groups values ***** principles in liv*****g and the interaction of the members of the group. ***** ***** defined ***** Schein (2000) ***** being "A pattern of share basic assumptions that the ***** learned as it solved *****s problems of ***** ***** ***** internal integration, that ***** worked well enough to be considered valid and, therefore, to be taught to new members as the correct way you perceive, think, and feel in relation ***** those problems." Evolution takes place with***** a group through finding solutions, hypothesis ***** proven to be reality ***** in learning something new which critically needs repeat disco*****.

*****: Schein (*****)

Stated by Schein (2000) is one very critical point: "A cultural mismatch in an acquisition or merger is as great a risk as a fin*****cial, product, ***** market *****." Differentiation exists among groups in the conceptual dimension as related to time, boundaries, morality and even that which is the agreed upon reality. For ********** what ***** accepted in ***** group as ***** is considered to be fantastic or phenomenal ***** other groups. The autonomous nature of human *****ings strives toward the evolution ***** change ***** that is even true in the realm of leadership ***** as ***** methodological changes. Seni***** ***** feels that younger and fresher ideas of management and methods are both abrasive elements while perpetual change drives the organization and ***** group in an inherent manner. Schein (2000)

External Elements Propelling Change

External elements also propel change *****in the cultural grouping. For instance in the familial group*****g the marriage of a family member means ***** integration ***** an 'outsider' into the group. In the institutional or organizational setting the hiring, firing, and

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