In this essay first we will review our class materials and after that we will consider our real case study according to our knowledge .
As leader if we want to be successful in our organization we have to know our corporate culture . we have to know our leadership style and after that we should consider that our style can meet our corporate culture .
Edgar Schein believes that : “We tend to think we can separate strategy from culture, but we fail to notice that in most organizations strategic thinking is deeply coloured by tacit assumptions about who they are and what their mission is.”
“The only thing of real importance that leaders do is to create and manage culture. If you do not manage culture, it manages you, and you may not even be aware of the extent to which this is happening.”
But who is leader? Prof. Adizes believes that in essence there is no different between administrator , manager and leader how ever we need someone to do and achieve our goals But Prof. Huete adds that leader has long term attitude in contrast manager has short term attitude .also leader is for changing .
“The purpose of management, leadership, parenting, or governing – any form of organizational leadership – is to solve today’s problems and get ready to deal with tomorrow’s problems. And that means managing change.”
― Ichak Kalderon Adizes, The Ideal Executive
“The typical mistake of those who believe that management is necessarily elitist is that they assume that “management” as a group of people and “management” as a process are necessarily one and the same. But management is elitist only if a group of people monopolizes the managerial process—that is, the determination of what environmental threats and opportunities exist and how to react to them.”
― Ichak Kalderon Adizes, How to Solve the Mismanagement Crisis
If we want to ponder about corporate culture , First of all we prefer to have definition of Corporate culture , corporate culture refers to the beliefs and behaviors that determine how a company’s employees and management interact and handle outside business transactions. Often, corporate culture is implied, not expressly defined, and develops organically over time from the cumulative traits of the people the company hires. A company’s culture will be reflected in its dress code, business hours, office setup, employee benefits, turnover, hiring decisions, treatment of clients, client satisfaction and every other aspect of operations.
Characteristics of Successful Corporate Cultures
Corporate cultures, whether shaped intentionally or grown organically, reach to the core of a company’s ideology and practice, as well as affect every aspect of business from each employee to customer to public image. The current awareness of corporate culture is more acute than ever. The Harvard Business Review identifies six important characteristics of successful corporate cultures in 2015. First and foremost is “vision”: from a simple mission statement to a corporate manifesto, a company’s vision is a powerful tool. For example, Google’s modern and infamous slogan: “Don’t Be Evil” is a compelling corporate vision. Secondly, “values,” while a broad concept, embody the mentalities and perspectives necessary to achieve a company’s vision.
Similarly, “practices” are the tangible methods, guided by ethics, through which a company implements its values. For example, Netflix emphasizes the importance of knowledge-based, high-achieving employees and, as such, Netflix pays its employees at the top of their market salary range, rather than an earn-your-way-to-the-top philosophy. “People” come next, with companies employing and recruiting in a way that reflects and enhances their overall culture. Lastly, “narrative” and “place” are perhaps the most modern characteristics of corporate culture. Having a powerful narrative or origin story, such as that of Steve Jobs and Apple, is important for growth and public image. The “place” of business, such as the city of choice and also office design and architecture, is also one of the most cutting-edge advents in contemporary corporate culture.
If we want to consider and evaluate any corporate culture we need to assess three B :
Belong Believe Behavior
Every culture has specific traits and characters but prof.Huete believes that for changing and prospering , we need synergy and symbiosis . Also this is best formula to know about future of our corporate culture :
For 4 reasons , our start up company will face failing :
- Need of cash
- Feeding no useful services and goods
- Owner trap , owners neglect their disabilities .
- Tension between partners
All these 4 reasons will increase internal disintegration and this factor will lead our company toward failing . more internal disintegration will hinder us from prosper and thrive .
One of the most important of advance culture is , they know how to integrate their polarities . that s why they attempt to decrease internal disintegration.
Also we should keep in our mind :
“A person weighs losing something twice as much as he weighs gaining .”
According to Prof. Huete , there are 4 colors for individual and company characters , we have to know our personal and company characters are in which zone , we have 4 colors and it is so important to know about our employee and company colors .
After we evaluate and assess our company , now we can follow our improvement with the following chart to understand which step can help us to step corrective action .
First of all if we want to be good leader , we have to improve our abilities , Stress and knowledge . if we do not observe our right place , we will make bad decision . we want to draw your kind attention to the following chart .
Abraham Maslow Opinion about Human needs :
Human needs according to Anthony Robins :
- Significance :
Everyone wants to show himself as important person and significant in his environment and society .
Manager should cover this need with praising .
- Connection :
We need to belong to our group and society .
- Certainty :
We need clarity and transparency for our present and future situation .
- Variety :
We are looking for new experiences and rotation .
- Growth :
We want to know and to learn more
- Contribution :
We need to have purpose and why , we need to help other humankind , we need to donate and etc .
“The secret of passion is purpose”
“Unconditional love is the most powerful force in the universe .I got unconditional live from my parents …. In I have been blessed in that I live what I am doing so much that I have no desire to get away .”
If we would like to motivate our employees we need to cover their demands and needs at least they have 6 needs . also If we would like to change corporate culture of any company , we have to change content , so we need 6 stages to transform any corporate culture :
- Leadership styles :
For this case we can do with two different method :
- New managers
- Improve our styles and skills
Prof. Adeizes believes that some leaders kill their organization and company when they do not want to leave their seats and they insist to carry on with their leadership styles .
- Strategy priority
- Measure of success
“Consensus must be achieved on what to measure, how to measure it, and what to do when corrections are needed.” Edgar Schein
- Managerial process :
- Information flow in your organization with clarity and transparency
- Meeting with your employee , Jack welch believe that candor is so important for any meeting and even in your organization attitudes and behaviors .
- Values : your employees should see them in your organization . you should reward your employees according to your company values .
- Employee experience :
- Good HR system
- Right hiring
Jack Welch believe in 2 E for hiring employee , energy and energize
So we have made decision to use the following formula to hire new employee and preserve our current employees :
Employee = Talent * Energy
We can teach talent and skills to our employees but at least we need employees with high energy and self-motivation . if our employees do not have high energy and they cannot energize other colleagues , they will poise our healthy culture .
Perfect employees are who have high talent and high energy but it is too difficult to find our all employees with this specification so if we blend our employees with high talent and even less talent but with high energy , it can be so helpful .
Also for hiring employee warrant buffet has very wonderful quote , that we have to keep it in our mind , which is : “Somebody once said that in looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if you don’t have the first, the other two will kill you “