HOW LEADERS IMPROVE WORKPLACE CULTURE 1

HOW LEADERS IMPROVE WORKPLACE CULTURE

Course name

Professor’s name

Institution

Date
HOW LEADERS IMPROVE WORKPLACE CULTURE 2

Workplace culture is the environment that an organization creates for its employees.

Workplace culture differs depending on the type of the organization and the industry to which it

operates. According to Haneberg(2009), that similarity does not contradict the main objective of

an organizational workplace culture's powerful role in determining workplace satisfaction,

progression, and relationships. Workplace culture is the mixture of an organization's leadership

values, traditions, interactions, beliefs, behaviors, and attitudes contributing towards a rational

and emotional environment of the workplace. These unwritten factors, therefore, help form

bonds between colleagues in a workplace in an organization.

Workplace culture is essential in all places of work. It determines how vibrant, pleasant, or even

toxic a firm's working environment is. Because it shapes the environment that employees operate

in, workplace culture directly influences how employees fit into the organization's ability to

attract, retain, or even in the hiring of new employees. (Denison ,1990) suggests that when a firm

hires a new employee, he/she will spend the first few weeks analyzing its organizational culture

and gauging whether he/she can fit into it. If he finds it pleasant, he can make an immediate

impact by acting as a bridge between the leadership and the workplace environment. A good

employee promotes the values, beliefs, and mission of the organization, therefore, improving the

workplace environment.

A multitude of factors impacts workplace culture. Leaders have devised various ways of

ensuring that the workplace culture is improved. First, leadership plays a huge role in the

development of workplace culture. The way the leaders communicate, associate, and interact

with employees to determine the workplace culture. Changing nature of work organizations have

recently emphasized on getting results through the control of the workplace with a view of
HOW LEADERS IMPROVE WORKPLACE CULTURE 3

aiming to achieve teamwork, support, empowerment, and coaching. The approaches that are

assumed by an organization improves the company’s workplace culture.

The traits approach instance is used by some organizations to bring a vibrant workplace culture.

This approach assumes that characteristics produce patterns of behavior among employees that

are consistent across various situations. The underlying assumption of this approach is that

employees can flexibly adapt to the changing nature of leadership, especially in the 21st century

Shann(2014). The leader’s flexibility, intelligence, integrity, and sociability is essential in

developing and improving a positive working environment. Therefore, the positive workplace

culture created through this approach will ensure that the organization’s policies are planned and

implemented smoothly.

Another crucial approach leaders use to improve the workplace culture is the skills

approach. This approach is based on the assumption that a leader possesses certain skills and

abilities to serve as a leader. This theory evaluates a leader’s success with what he/she can be

able to accomplish. Having technical, human, and conceptual skills is essential in leadership. A

leader’s technical skills like his/her ability to perform certain company technicalities like IT,

mechanics, and engineering Cameron(2011) states that it is crucial in the implementation of an

organization's change and thus improves a firm's work culture. As a team leader in the

workplace, having technical skills boosts the leader's confidence. Therefore, the rest of the team

leaders follow suit leading to the establishment of perfect work culture.

Leadership style used in an organization determines its workplace culture. Democratic

leadership style is the most preferred by leaders in ensuring the creation of a positive culture in

the place of work. The democratic style of leadership gives the employees the authority to make

their own decisions and implement them where possible. Also, what promotes a vibrant work
HOW LEADERS IMPROVE WORKPLACE CULTURE 4

culture with this leadership style is the freedom given to the employees to give their opinions,

thoughts, and interests during decision-making and planning. Once the employees know that

their interests and opinions are taken into consideration by the management, they will be

encouraged to promote competency and transparency in their place of work; therefore, creating a

vibrant working environment.

The second factor that improves workplace culture is management. Manley (2011) argues that

good management of an organization's systems, structure, procedures, hierarchy, and goals will

ultimately empower the employees, thus improves the workplace culture. Similarly, a high

degree of employee empowerment by the managers in decision-making, supporting, and

interacting with the employees and maintaining consistency in management ensures that a

vibrant working culture is developed and maintained.

Management strategies employed by a firm determine the working culture of the organization.

The adoption of a humanistic approach to change, Linnenluecke (2010) emphasizes the need for

deep engagement to understand the whole person and his/her individuality. It also emphasizes

allowing someone to get in touch with their real selves. Allowing the employees to make

decisions on their own, allowing space for discussion, and implementing the firm's policies and a

democratic style of management will ultimately bring a vibrant workplace culture. This will

enhance the planning and a positive evaluation of change in an organization.

Management of the organizational change will, in no doubt, improve the workplace

culture. The process of changing the organization's process, strategies, technologies, and culture

affects individuals, groups, and management behaviors Ostroff(2012). For instance, the adoption

of Kotter’s eight-step change model is essential in the management and improvement of work

culture. The model emphasizes the creation of a climate for change, which entails creating
HOW LEADERS IMPROVE WORKPLACE CULTURE 5

urgency, forming a powerful coalition, and creating a vision for change. When adopted in the

leadership of an organization, these elements build teamwork, create positive communication

channels important in improving the culture of the workplace.

Kotter’s model also advocates for engaging and enabling the organization to achieve its

objectives. Leadership management that uses this approach has the advantage of ensuring that

the company’s vision is communicated to the employees, action empowerment, and creation of

quick wins are achieved. These factors not only enable the employees to achieve their objectives

but also promote the firm's values and beliefs Aarons(2011). These values are essential in

encouraging teamwork, engagement, and cooperation among employees and thus develop a

vibrant workplace culture.

Lastly, this model emphasizes on implementing and sustaining change. This involves

building on the change and making it stick. Planning of changes harmoniously within an

organization, actively involving all the stakeholders in the planning and implementation of the

change, boost their confidence. That all-out inclusivity in planning, implementing, and

evaluating changes in an organization is what improves the firm's workplace culture.

The changing Ahn(2004) nature of leadership also determines the type of people hired to

take various roles in an organization. For instance, someone's personality, values, beliefs, skills,

and everyday behaviors determine if any particular organization will hire him/her. A non-

principled individual who has no values and beliefs governing his/her engagement with

colleagues or the firm’s management can negatively impact the company’s working

environment. He/she can also make other employees lose focus, confidence, hurt morale, or even

worse, sway them to abandon their values and that of the firm. This can be disastrous in the long-
HOW LEADERS IMPROVE WORKPLACE CULTURE 6

run. Conversely, a person who promotes transparency and competency and has his/her values

and beliefs aligned with those of the organization will ultimately improve the workplace culture.

Leaders also use the company's mission, vision, and values to improve the workplace

culture. Additionally, the work environment in the place of work also impacts the culture of the

workplace. According to Schein (2012), clarity of the organization's mission, vision, and values

and their level of honesty reflects the philosophies and beliefs of the organization. For instance,

the cute inspiring mission will encourage and promote the employee's cause in the organization.

Wide communication and continuous emphasis of the mission motivates the employees. It is also

an incentive for the employees because, during working, what the employee thinks is the

company's mission. For example, a mission that reads'' Do your best'' has an immediate impact

on compelling the employees to work hard in every aspect of the organization.

Secondly, according to Marshall(2004), the company’s work environment influences the

workplace culture. For instance, objects, artifacts, and things that people have on their desks

influence the workplace culture. Motivational quotes hang on the office walls, a large, well-

organized office space, good furniture, and attractive color painted on the office walls promote

hard work and corporation among the employees. It also makes the employees work towards

fulfilling the company's mission, values, and beliefs and in the process, establish a good

workplace culture in the organization.

In managing change, Alvesson(2012) argues that it is essential to know the implications

of the decisions that are made in the organization. This involves including all the shareholders in

planning, implementing, and evaluating the change. Taking concrete steps to address matters

arising from the changes is also essential in the overall performance of the firm. Lastly, as a
HOW LEADERS IMPROVE WORKPLACE CULTURE 7

leader, sticking to those changes and adhering to them will not only encourage the employees to

follow suit but also promote the company's beliefs, values, and mission.

In conclusion, it is evidently clear that the changing nature of leadership, together with

relationships in culture and structure organizations, clearly impacts its workplace culture. In the

21st-century leadership techniques and styles, incorporating various strategies in leadership is

essential in improving a company's working environment. Similarly, various policies and laws

adopted by firms also have an impact on the workmanship of the company. From the analysis

above, it can also be concluded that leaders who adopt positive strategies and incorporate various

approaches like Kotter’s eight-stage model succeed in bringing a harmonious working

environment while promoting the values, interests, and beliefs of the organization. Similarly, the

adoption of a good leadership style also has an impact on the planning and implementation of the

company's operations. Therefore, for a leader, taking the relevant approaches with a view of

bringing out the best from your employees is essential in not only improving the workplace

culture but also the company’s image and reputation.

HOW LEADERS IMPROVE WORKPLACE CULTURE 8

Reference List

Aarons, G.A., and Sawitzky, A.C., 2006. Organizational climate partially mediates the effect of

culture on work attitudes and staff turnover in mental health services. Administration and

policy in mental health and mental health services research, 33(3), p.289.

Ahn, M.J., Adamson, J.S. and Dornbusch, D., 2004. From leaders to leadership: Managing

change. Journal of Leadership & Organizational Studies, 10(4), pp.112-123.

Alvesson, M., 2012. Understanding organizational culture. Sage.

Cameron, K.S. and Quinn, R.E., 2011. Diagnosing and changing organizational culture: Based

on the competing values framework. John Wiley & Sons.

Denison, D.R., 1990. Corporate culture and organizational effectiveness. John Wiley & Sons.

Haneberg, L., 2009. How leaders can optimize organizational culture. Extraído de: http://faculty.

mu. edu. sa/public/uploads/1360858027.6806 organizational, 2.

Linnenluecke, M.K. and Griffiths, A., 2010. Corporate sustainability and organizational

culture. Journal of world business, 45(4), pp.357-366.

Manley, K., Sanders, K., Cardiff, S. and Webster, J., 2011. Effective workplace culture: the

attributes, enabling factors and consequences of a new concept. International Practice

Development Journal, 1(2), pp.1-29.

Marshall, A.L., 2004. Challenges and opportunities for promoting physical activity in the

workplace. Journal of Science and Medicine in Sport, 7(1), pp.60-66.

Ostroff, C., Kinicki, A.J. and Muhammad, R.S., 2012. Organizational culture and

climate. Handbook of Psychology, Second Edition, 12.

Schein, E.H., 2010. Organizational culture and leadership (Vol. 2). John Wiley & Sons.
HOW LEADERS IMPROVE WORKPLACE CULTURE 9

Shann, C., Martin, A. and Chester, A., 2014. Improving workplace mental health: a training

needs analysis to inform beyondblue's online resource for leaders. Asia Pacific Journal of

Human Resources, 52(3), pp.298-315.