Organizational Culture

Organizational culture can be delineated as the set of standards and rules that act as a guiding principle to the employees particularly on their interpersonal conduct. Generally, organizational culture can be divided into three major levels which include organizational facilities, values, and presumptions. Precisely, organizational facilities include furnishings and offices whereas values include vision, mission, philosophy, strategies and goals. According to Reiman and Oedwald (2002), organizational culture cannot be solely used to measure the performance of an organization citing from the fact that it is not the only variable in the organization that affect performance.

Leadership 

Leadership as defined by different authors involves predicting future changes and motivating the followers towards the change in order to achieve a certain specified goal within the specific time frame. Therefore, the leader shares the vision of the organization with the followers and fosters them towards achieving the vision in future. Typically, most leaders tend to change the culture of the organization in order to align it with the vision set. This means that one can predict the effectiveness of a leader through the successfulness of the organization. According to Kouzes and Posner (2007), effective leaders implement the process, develop a vision, execute a strategy, motivate the followers and foster followers to act. 

Leadership and Organizational Culture

It is factual that leadership is more essential than the organizational culture. However, it is noteworthy that leadership is a component of culture in an organization as it is ideal in shaping the values that translate to strong organizational culture. Precisely, leadership focuses on the basic components that determine the culture of an organization. For instance, advancing the values and motivating the followers to adhere to those values develops the culture of the organization. Thus, leadership connects to organizational culture which connects to the organizational performance. This means that leadership failure reflects a failing organizational culture.  

Reference

Reiman, T. & Oedewald, P. (2002). The assessment of organizational culture: A methodological study, Espoo 2002. VTT Tiedotteita – Research Notes 2140.

Kouzes, J.M., and Posner, B.Z., (2007). Leadership practices inventing (4th ed). San Fancisco: Jossey.