Organizational Culture - Essay Example

Organizational Culture Describe what kind of organizational culture you will create when you are in a leadership position. Connect the process by which you will institute your brand of organizational culture to your readings on organizational culture. Organizational or corporate culture has been defined as “shared values, beliefs and habits within an organization that interacts with the formal structure to produce behavioral norms” (Organizational Culture 2). In addressing the essay requirement, it presumes that a corporate culture has not been established or could be changed when one is in a leadership position.

As such, to establish an organizational culture that embodies the goals of the firm, one would first ensure that there is an effectively designed mission and vision statement, as well as corporate values that would provide the theoretical framework for the kind of organizational culture that one envisions to create. If an organization is to pull together toward common goals, the members must trust one another and work in unison as a cohesive and collaborative group. Openness of information about what is happening to the company and within the company is essential.

The lack of information about what is happening demoralizes people. The organizational culture should inspire cooperation and teamwork, from top to bottom, within the work setting. To shape such values, the leader has first to find those values within himself. He must supply the moral leadership in the company, preferably utilizing transformational leadership style and strategies to bring about the kind of organizational culture where people identify their interests with that of the corporation, to find dignity and satisfaction in their work, and with consequent effects on increased productivity, morale and pride in being part of the company.

Given this premise, when one is in a leadership position, the kind of organizational culture that one will create would contain the necessary ingredients for manifesting a strong corporate culture, such as: (1) a widely shared philosophy; (2) a concern for individuals; (3) a recognition of heroes; (4) a belief in ritual and ceremony; (5) a well understood sense of the informal rules and expectations; and (6) a belief that what employees do is important to others (Deal and Kennedy 3-85). This information is likely consistent with those elements provided in the course notes that emphasize strong cultures where “organization’s core values are both intensely held and widely shared” (Organizational Culture 3).

As such, the organizational culture that one envisions to emanate would parallel those of Danny Meyer of Union Square for encouraging a conducive work atmosphere through the creation of warmth and fuzzy energy (Spreading His Gospel of Warm and Fuzzy); the culture of great enthusiasm and genuine drive at Wal-Mart Stores (Organizational Culture at Wal-Mart); and Tony Heish’s culture at Zappos where he promoted “world-beating customer service” (Zappos.com Delivers the Wow). These organizations have exuded exemplary service through the establishment of unique and distinct organizational cultures that takes the best interests of their stakeholders at heart.

Through identifying the organization’s mission, vision, values, and goals, as a leader, one would design strategies that would promote camaraderie, motivation, high achievement drives and focus on excellent customer service that is sure to contribute to the overall success of all stakeholders involved.Works CitedDeal, Terrence E. and Allen A. Kennedy. Corporate Cultures: The Rights and Rituals of Corporte Life. Reading, Mass.: Addison-Wesley, 1985."Organizational Culture." Course Module Notes. 2012."Organizational Culture at Wal-Mart." n.d.

"Spreading His Gospel of Warm and Fuzzy." n.d."Zappos.com Delivers the Wow." n.d.