Organizational Culture Case Study - Essay Example

Effective leadership keeps a vigilant eye on the organizational culture and if any of the loopholes surfaces, leaders are the first one to react to it. CASE STUDY: As far as, adopting new organizational culture if the previous one is not workable anymore is concerned, there is no harm in it (Collins and Porras 1994) but it is very important to review each corner and touch every single ground of facts and figures before changing it, though it is undoubtedly a tough job to bring each follower on to a new pattern (Paul F.

Clark, 2009). Similarly, in the case study “Cultural Change at Scientific Research Administration” we have observed that there was an immediate need to change of an organizational culture because the outcomes were not as good as expected. There were certain things that weren’t turning out the way it was foreseen. The most important things which were needed to be rectified were the unsatisfactory response from the customers, ineffective coordination, and budget failure. (Schein 1999) narrates the effective strategies for bringing the cultural change in an organization, which says that unfreezing of old cultures and creating motivation among followers to adopt and bring in positive change to enhance the organizational performance, keep connectivity with the old culture and articulate charismatic leadership with a blend of altruism, analysis of previous and future plans to bring realistic and concrete cultural change.

The most important is assuring psychological safety through formal or informal group training by skilled coaches. CRITICAL REFLECTIONS: It is the process of reexamining and analyzing previous organizational experiences in a broader context. In this case study we can see that the previous values were a weak composition of values to be followed, like: No one owns the problem: This was a serious concern that if no one would own the problem then who would respond to the repercussions or who would be held responsible for an ill outcome.

We react to the customer: In business organization, this is no less than an offence that a person who is paying to get the work done will ultimately get nothing if the work is not done accordingly. All accommodations or fire fighting should be done within and customers should get the work at its best. Here comes altruism that a leader helps an individual to get the work done with an ultimate goal of organizational wellness. Costs are someone else problem: Collaborative and transformational leadership execute that team will enjoy the outcome of a successful project which involves that each follower is responsible for the success and it is because of the team effort then how come cost management could be someone else problem.

Altruistic Leadership Behavior can be defined as executing others selflessly with an ultimate goal of improving followers’ robustness in favor of organizations’ wellbeing. The ideology of being selfless was under debate and different philosophers had different perceptions over. It is being discussed by Clary & Snyder, 1999; that Altruistic is all about self interest embedded in altruism which can be selfish as well at the same time. However, Chinese Thinker and a Philosopher, Confucius believes that it is based on reciprocity which is like doing good to somebody and expects the same from