Literature Review

RUNNING HEAD: SYNOPSIS

SYNOPSIS

Synopsis

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In the research, the authors investigate whether differences and similarities in organizational culture and leadership have a direct effect on a firm's performance. They focus on two meta themes: task and relationship (Hartnell & Kinicki , 2016). The authors argue that leadership and organizational culture act as sources of behaviors and values accepted in an organization. According to the authors, task-oriented leaders facilitate increased organizational productivity by stating roles clearly and emphasizing on performance expectations (Hartnell & Kinicki , 2016). On the other hand, relationship-oriented leaders focus on coordination and teamwork to deliver and accomplish tasks. The two meta themes determine whether the differences and similarities between organizational culture and leadership will have a substantial impact on corporate culture (Hartnell & Kinicki , 2016).

In the research, the authors develop four hypotheses. The first hypothesis is that similarities between organizational culture and leadership have a positive impact on a firm's performance. The second hypothesis is that differences between organizational culture and leadership have a negative impact on a firm's performance. The authors look at the relationship between leadership and culture from a similarity perspective to develop the first two hypotheses (Hartnell & Kinicki , 2016). The third hypothesis states that differences between organizational culture and leadership have a positive impact on organizational performance. The fourth hypothesis states that similarities between organizational culture and leadership have a negative impact on organizational performance. The authors focus on the relationship between culture and leadership from a dissimilarity perspective to develop the last two hypotheses (Hartnell & Kinicki , 2016).

The sample population used in the study comprised 125 Chief Executive Officers and 338 Top Management Members drawn from different organizations. To minimize bias in the study, the sample population comprised 18% females and 82% males. According to the research results, the relationship between task leadership and task culture was negative (P<0.001) (Hartnell & Kinicki , 2016). The relationship between relational leadership and relational leadership was also negative (P<0.001) (Hartnell & Kinicki , 2016). The two results confirm two hypotheses out of the four hypotheses. The first result confirms that similarities in task culture and task leadership result in low productivity among employees. The second result confirms that differences in relational leadership and culture result in low productivity among employees (Hartnell & Kinicki , 2016).

The two meta themes task and relationship serve as a perfect determinant on the effect on organizational culture and leadership on organizational performance. Therefore, leadership and corporate culture depend on each other in influencing organizational performance (Hartnell & Kinicki , 2016). However, leadership and organizational culture have to exist in the required thresholds in relation to the two meta themes, task and relationship for exemplary organizational performance (Hartnell & Kinicki , 2016).

References

Hartnell, C. A., & Kinicki , A. J. (2016). Do Similarities or Differences Between CEO Leadership and Organizational Culture Have a More Positive Effect on Firm Performance? A Test of Competing Predictions. Journal of Applied Pyscology, 101(6), 846-861.