WU Cultural Factors in Large and Small Companies Organizational Success Discussion
Question Description
PLEASE READ BOTH COLLEAGUES Respond BELOW and in separate post, respond with 100 OR more words to two of your colleagues’ postings in one or more of the following ways:
- Share an insight from having read your colleague’s posting.
- Offer and support an opinion.
- Make a suggestion.
- Expand on your colleague’s posting.
IMPORTANT:
- When giving your opinion and ideas it is mandatory to support your response with ‘fact-finding’ and quote any research studies you have access to – including your text.
ALL claims must be supported by scholarly sources
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ASSIGNMENT:Post a 150 words or more statement that expresses your thoughts on how cultural factors, including values, influence the leadership practice in large companies versus small companies.
FIRST STUDENT RESPOND TO ASSIGNMENT:
Here in the United States, we are surrounded by people from different cultural practices and moral values. A business must be opened to hiring people from different backgrounds. They must not believe in them, but they need to understand that not everyone practices the same cultures or believes in the same values. “Every culture has contradictory values and beliefs, and leaders pick and choose the ones that serve them best (Ciulla, 2003).” In leadership, you will have followers who believe in the same ideals and goals as the leader. “Leadership is a social construction shaped by the moral values and the cultural practices and beliefs of a society (Ciulla, 2003).”
When it comes to culture and moral values, you may see a difference between large companies and smaller companies. You may see a more diverse culture in large companies, more so than smaller companies. Smaller companies tend to hire people with the same backgrounds and values. You will see larger companies more diverse, especially in larger cities. For example, I like in a small town in Texas, but when you visit a larger city for Dallas, this is a melting pot of cultures, and you will see different cultures within the companies. Also, a larger company may have a much larger HR department than a smaller company, which would allow the larger company to hire more people from different backgrounds. Larger companies may also have the technology, such as programs to help find new hires. At the end of the day, you will never find two people who are the same, and you will also notice that job performances differ from person to person (Covey, 2009). A leader must be strong enough to hire people who believe in the company’s mission statement and carry it out with dignity.
Ciulla, J. (2003). The ethics of leadership.
Covey, S. (2009). Principle-centered leadership.
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SECOND STUDENT RESPOND TO ASSIGNMENT:
Cultural factors are well laid off in large companies versus small companies. Small companies cultural factors like values, norms are evolving stage and leadership team has more freedom to set cultures. Leaders have an outstanding impact on organizational culture. Effective leadership can influence the organizational values such as honesty, respect, ethic and tolerance by demonstrating an ideal attitude in the workplace, establishing a vision amongst employees, reinforcing accountability, motivating the employees, making a vision plan for the culture, values and by coaching co-workers (Niaz, A.). Culture and leadership influence how the company will function and what will be achieved. Many of these factors are observed in small businesses, where the work teams tend to be smaller and supervisors have fewer employees under their authority (Sparks, D., 2019).
Every aspect of leadership is affected by culture. Bernard Bass states, “The values, beliefs, norms, and ideals embedded in a culture affect leadership behavior goals, and strategies of organizations.” Culture expresses goals through values, beliefs, and guides activity through shared assumptions and group norms. Overtime and organizations leaders can also shape culture through conscious and unconscious actions. Good leaders are fully aware of the multiple cultures within are embedded and can sense when change is required; as well as, deftly influence the process. Nonetheless, understanding a company’s culture requires determining where it falls along these two dimensions people interactions and response to change (Groysberg, B., Lee,J.,Price, J., & Yo-Jud Cheng, J., 2018).
Groysberg, B., Lee, J., Price, J., & Yo-Jud Cheng, J. (2018). The Leaders Guide to Corporate Culture. Retrieved from https://hbr.org/2018/01/the-culture-factor
Bass, B.M. (2008) The Bass handbook of leadership: Theory, research, and managerial applications (4th ed.). New York
Sparks, D. (2019, September 4). The Definition of Organizational Alignment. Retrieved from bizfluent.com/about-6622494-definition-organizational-alignment.html
Niaz, A. How Leadership Skills Can Influence the Values and Organization. Retrieved from https://hrcsuite.com/influence-values/
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