Leadership and the Role of Organizational Culture


Leadership and the Role of Organizational Culture



Organizational culture is the way an organization’s employees and leaders view themselves, each other and the company. It’s what makes your workplace unique, inspiring and motivating. A positive organizational culture helps employees feel empowered to do their best work while discouraging negative behavior such as bullying or favoritism that could damage productivity or morale.

Leadership and organizational culture are two important components of a healthy business.

Leadership and organizational culture are two important components of a healthy business. The ability to influence others is one of the most important skills we can have as leaders, but it’s also what defines our culture.

In fact, research has shown that when people feel valued by their organization and believe they have an opportunity to contribute their best work every day, they are more likely to stay with the organization long term (1). This means that if you want your employees’ loyalty and commitment–and thus their productivity–you need to create an environment where these things exist within your company or organization.

It’s also worth noting that both leadership styles are related; leadership requires strong communication skills from all levels within an organization as well as some level of authority over those who work for you (2). In turn this creates opportunities for members at each level within an organization because everyone knows how much power each person has over themself!

What are the benefits of a positive organizational culture?

A positive organizational culture can have a significant impact on your organization’s productivity, engagement, retention and innovation.

  • Employee Engagement: A positive organizational culture is one that fosters a strong sense of community within the workplace. This means that employees feel like they are part of something bigger than themselves–and it helps them to be engaged and productive at work.
  • Employee Retention: People who enjoy their jobs are more likely to stay with their company for years than those who don’t care for their position or role in the organization (or even dislike it). If you want employees who are loyal, then having good relationships between management and employees will go far toward ensuring this outcome!
  • Productivity: Having a positive organizational culture allows leaders at all levels to focus on what matters most: customers/clients; job descriptions; results-oriented goals; etcetera…

How can a positive culture affect employees’ productivity?

To begin, a positive organizational culture can help employees feel more engaged and engaged. Engaged employees are more likely to be productive and creative, which leads to higher productivity. This is especially true for work-related rewards such as bonuses or pay increases (especially if these rewards are tied to performance).

In addition to improving employee engagement, a positive organizational culture can also lead to better retention rates–and this applies not only in small businesses but also in large organizations with many different departments and functions. If you want your organization’s employees’ loyalty over the long term, then creating an environment where everyone feels valued will go far toward ensuring that they stay put!

What does a negative organizational culture look like?

In a negative organizational culture, employees do not feel supported by their colleagues or managers. They may experience a lack of trust in the organization and its leaders. And because there’s no incentive for them to work hard, they’ll likely disengage from the organization altogether.

A good way to recognize if your workplace has a toxic organizational culture is by asking yourself these questions:

  • Does my company have an innovative spirit? If not, what can I do to change this?
  • Do we spend time together as a team building our skills and knowledge? Why don’t we do that more often?
  • Do we encourage open communication within the organization so that ideas can be shared freely without fear of retaliation or punishment (including firing)? If so, how often do people actually share ideas at work without fear of retribution from others around them? How often does someone share an idea with another person who isn’t directly involved in making decisions about how those ideas should be implemented into practice here at work…

How do you recognize a negative organizational culture?

  • There is a lack of communication.
  • Employees are afraid to speak up about problems or ask for help, even if they know how to do it themselves.
  • Employees feel that there is no one who will listen and support them when they need assistance with their work, so they don’t feel comfortable asking for feedback on their performance at all.
  • People are afraid to admit mistakes because they think it will negatively impact their career move forward within the organization or create unnecessary stress on everyone else involved in the situation (i.e., co-workers).

A positive organizational culture is one that encourages empowerment, innovation, trust and teamwork.

A positive organizational culture is one that encourages empowerment, innovation and teamwork. It also supports the growth of individuals throughout the organization. A good organizational culture helps employees feel more engaged and productive; it can help them feel more connected to the company; and it can help employees feel more empowered.


Well, it’s good to know that there are benefits of having a positive organizational culture. The key takeaway here is that you need to be strategic about how you create your organization’s culture and what signals will help people understand what is expected of them within that context. It doesn’t mean every employee has to get along perfectly, but if everyone feels like they have ownership over their work then productivity will go up and everyone will appreciate the hard work being done on their behalf!

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