week 3 discussion

Student 1

Power and Culture

Power in the context of leadership is and how it relates to bullying within organizations.

Power is regarded to be incorporated in leadership for the management of employees and other related tasks. Therefore, there is the reward power which is usually demonstrated through rewarding the individuals towards their compliance to the wishes of the individuals (Wong, 2020). Therefore, the leaders can do this through the rewarding of the individuals by giving them bonuses and even extra time off from their normal duties. This usually has a high likelihood of impacting productivity through the provision of motivation.

Organizational culture and how it impacts work productivity.

Organizational culture incorporates the collection of values and also expectations meant for offering guidance and informing the actions to the rest of the team members. Organizational culture is integrated to impact all the aspects of business especially the moment it has been aligned with the employees (Mahdiyeh, 2016). Organizational culture is also tied to the success of the innovation implementation because there is the aspect of trust. This is usually meant for the allowance for the members to express themselves and also ensuring reliance to the other members to back them up.

How culture impacts leadership and whether it is a constraint on leadership

Culture impacts leadership through the absorption of the cultural norms that are meant to result into either good or bad consequences. The negative behaviors that are usually escalated and also spread to the rest of the members are likely to impact leadership. The employees’ expectations and also their performance is considered to be different across different cultures. Therefore, having a common language to use will ensure that there is inclusion of the accepted norms of the organization. Culture can be considered to be a constraint of leadership because of the values, beliefs and norms that are usually embedded into the culture.

References

Mahdiyeh, M. (2016). Impact of Organizational Culture on Productivity. International Journal of Humanities and Cultural Studies (IJHCS)​ , 23.

Wong, K. (2020, May 2020). Organizational Culture: Definition, Importance, and Development. Retrieved from achievers.com: https://www.achievers.com/blog/organizational-culture-definition/#:

Student 2

Power is the ability that an individual has to act in a certain way. In leadership, it is crucial that leaders have power. This power is necessary to influence the direction of the organization by influencing the team members and developing them as a leader (Lunenburg,2012). There are various forms of power in leadership and depending on the leader, it can either be used for a good course or to their advantage. Some leaders tend to misuse their power by commanding their subordinates to perform activities that are not within their job description and sometimes the leaders threaten to fire the employees if they do not cooperate. This type of activity is bullying. When the employees are facing such issues at their workplace, the environment is no longer conducive for working, and hence this significantly lowers the productivity of individuals within the organization.

Organizational culture is a defined as process of how the organization has been conducting its activities over some time. These impacts work productivity as it helps to shape the mindset of the employees. Collaborative and engagement culture enhances productivity. However, a competitive culture limits the level of productivity. Organizational culture also plays a major role in the success of innovation implementation. An organization that has a culture of being flexible, means that it can adapt to changes and hence this will drive the organization into implementing innovations that will help in its development.

The culture of an organization impacts greatly the leadership of the organization. In that, the leader will have to be in line with the organizational cultures. Therefore, this will define their behavior, goals, and plans for the organization (Schein,2010). Culture can be seen as a constraint in leadership. In as much as it defines the scope of the leader, it also limits the leader to what they can do. The culture bounds the leader to perform actions that are following the organizational culture.

References

Lunenburg, F. C. (2012). Power and leadership: An influence process. International journal of management, business, and administration, 15(1), 1-9.

Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.