2.

Shaping of organizational culture by leaders and managers

The leadership in an organization is considered one of the greatest fundamentals that constitute
the organizational culture. The leadership present within the organization has the potential to
influence and authorize the prevailing organizational culture at the workplace. Leaders can even
implement their own rules within the organization considering that the leadership is an autocratic
one. However either the influence of such leadership can be positive or negative which is totally
based on the execution strategy (Barnett et al., 2021, p.567). It is also considered that both
effective and ineffective leadership can alter the organization culture within their respective
company. In this case, the managers present within the organization also possess the power to
suggest changes in the managerial policies by putting up an application to the senior
management of the respective company. However, some of the managers are also unable to
identify the required changes to be made and thus failing to influence the organizational culture
at the workplace.

Influence must be present within the organization, as it would help in enhancing the performance
efficiency by influencing the existing employee of the organization by providing a suitable level
of motivation. The various aspects of the organization are determined by the leader of the
organization along with the help of the senior management team (Battilana, 2018, p.1278). The
leaders can certainly be able to influence the organizational culture within their respective means
by just following some significant rules. One of excellent ways for a leader to influence the
entire organizational culture is formulation of a strategy that can be utilized for multiple
purposes. Apart from that, the leader can also influence the organizational culture by
transforming himself or herself into a role model. The leader must gain trust of the employees
and preach to them about the organization's values (Pacchi, 2017, p.73). In this case, the
employees will tend to follow the leader in a timely manner and thus ensure the change in
organizational culture.

By establishing a friendly relationship with the employees, the leader can help change the
organizational culture by introducing new policies allowing the employees to contribute to every
existing business process within the organization. The leaders can influence the organizational
culture by asking the managers to establish a communication platform where the leader will be
able to communicate with each employee present within the company (Gore et al., 2020, p.291).
However, in this case the managers also have the unique role of exiting the process of
establishing an effective communication platform for the leader and thus contributing to the
change in the organizational culture. In this way, the leader can be able to impart knowledge
regarding their organizational values to the employees using the communication platform. The
leader also possesses the benefit of participating in Q&A sessions where the leader is responsible
for answering the questions of the employees and helping them to grow and develop within the
respective organization.

The leader also has the opportunity to use the platform to reinforce the organizational goals and
objectives by diverting the employees’ focus on it through the communication platform. The
managers present within the organization have also the opportunity to influence the
organizational culture by setting up a feedback system within the company. This feedback
system will be incorporated in the company’s portal with the help of the technical department. In
this way, the leader is able to respond to critical feedback and try to change the organizational
atmosphere per the requirement (Vickers et al., 2017, p.1755). The managers in this case are
responsible for collecting the feedback forms on a weekly basis and project them in a systematic
way to the leader of the organization. This could be also used by incorporating an effective
performance appraisal system within the organization. The leader also possesses the power of
empowering the employees by boosting their morale within the workplace and creating a culture
of autonomy.

This will allow the employee to work within the organization more efficiently and solve many
more problems at a time by involving a high level of innovation. Apart from this, the leader can
also use the diagnostic system to determine the condition of the organization. This will help in
the formulation of the strategies that can be implemented within the organization to change the
organizational culture. The execution of such strategies the following actions plans is going to
help with the transition stage along with the management of all the available human resources
within the organization (Galushko and Djordjevic, 2018, p.206). The leader can also be able to
influence the organizational culture by initiating management within the organization. Such
initiative is going to bring changes in the managerial policies and thus ensure the changes in the
organization culture as well as the organizational values.
3. Hybrid working policies and stakeholder perspectives

In recent times, hybrid policies are considered revolutionary policies that tend to change the jobs
of millions of people drastically. Hybrid work is also considered flexible and tends to provide
freedom to the existing employees present within the organization. The policy is applicable to
employees present within the organization and those who are working from home. The main aim
of hybrid policy is to change the working atmosphere and achieve the requirements of the
employees for them to work more efficiently (Clifton‐Brown et al., 2017, p.6). The rules and
regulations incorporated by the hybrid working policies ensure the increase in the overall
organizational productivity. The hybrid policies have been sharpening the existing skills of the
employees by allowing them to work freely. The implementation of such policy has also helped
in enabling the creativity level of the employees. High-level expertise has been invested in every
available business process due to the importation of such policy.

This policy has also helped in imparting knowledge regarding the organizational values and
eradicating barriers present within the diverse workforce. 83% of the employers based in the UK
are willing to use hybrid-working policy as they have acknowledged the benefits that can be
gained through this policy along the impact of such working policy on the tactical skills of the
existing employees within the organization. One of the finest examples of a company who is
using the hybrid-working model is Apple. Apple is considered a remote company with almost no
physical offices excluding the headquarters of Apple located in the US (Powell and Mustafee,
2017, p.1211). This company gave ben bale to set up a hybrid-working model within the
organization, which has enhanced the working efficiency of the employees by providing a
positive impact on their tactical skills (Wu et al., 2019, p.1241). It has also helped with
organizational learning through the implementation of the hybrid-working model.

The hybrid-working model tends to enhance the working environment and improve the
organization's potential to respond to any kind of changes in its respective working environments
by detecting errors in digital systems or relating them with the organizational rules and
regulations. This is also known as the single loop learning system, which is being enabled
through the implementation of the hybrid working policies. Work configurations have also been
changed where the physical offices have been closed and the employees started to work at
remote locations around the world (Crawford et al., 2018, p.1273). The senior executive team in
Apple have also been able to overcome the challenges faced regarding the decision making
process by the use of the hybrid working model. However, in this case many leaders have faced
the issues of low performance efficiency along with low level of productivity. After those leaders
have acknowledged the benefits that can be gained through hybrid working models, they have an
advantage against the other competitors in the marketplace.

The hybrid-working model has also brought “Ad hoc” learning within the organization. This
system has enabled the leader of the organization to include employees belonging from various
backgrounds. By doing so, the leader has been able to establish a diverse workforce within the
organization. Such diverse workforce has been able perform exceptionally within the
organization and contribute to the existing business processes. On the other hand, the employee
turnover rate has also increased by a significant level due to the incorporation of the hybrid-
working model within the organization. This policy has also been able to maintain a stable
employee base. Such organization structure of the respective organization has been possible due
to the hybrid policies. However, the incorporation of hybrid working policy is going to need to
change management. In this case, the leader should be responsible for initiating a change in
management within the organization and incorporate the hybrid working policy in the list of its
managerial policies.

A fine example of a UK based company using the hybrid-working model is “Goldman Sachs”.
The implementation of hybrid policy has made the company more stable than before including
each and every business processes. The policy has also ensured organizational maturity and the
establishment of an effective organizational culture. Operational tactics in Goldman Sachs have
also been enhanced by using the hybrid-working model (Bozóki and Hegedűs, 2018 p.1173). The
leadership prevailing in Goldman Sachs have been able to influence the working style of other
employees including managers by adopting the hybrid working policy. This policy has enabled
leaders to empower local leaders including managers so that they are able to guide the
subordinate employees towards the organizational goal.

4. Impact of hybrid working policy on organizational design

The hybrid working policy has been proven an effective policy using the pandemic period as it
has created opportunities for employees for geographical mobility. Such policy has also avoided
conflicts within the workplace as it tackled regional inequalities by making them work at remote
locations. There are many UK companies, which have adapted hybrid-working policy on remote
locations along with work from home facilities. However, in this case the hybrid organization
has been classified into groups including the “hypertext organization, internal hybrids and the
external hybrids”. In this case, the hypertext organization included several hierarchical chains
along with incorporating several management solutions. Such organizations tend to have a task-
based approach within the respective economy (Powell et al., 2019, p.159). Such organization
also aims to create knowledge spontaneously to bring innovation to every available business
processes. On the other hand, there are the internal hybrids using elements of market exchange.
Such organizations tend to lead semi-autonomous project teams within the organization and in
the field.

Such organizations also possess the capacity to explore the creativity level among the employees
by allowing them to think creatively. This has been proven for the companies based in the UK
where employees use their creative thinking skill to bring out new advanced solutions to solve
the problems prevailing within the organization. It has the potential to explore new innovative
technical solutions in the information technology companies. The last type of hybrid
organization is external hybrids. This type of organization uses several hierarchical controls to
outsource its business in the international market. The organization design in such organizations
has been enhanced through the implementation of advanced technology (Wei et al., 2017, p.680).
In such organizations, exploration activity tends to take place from time to time. Moreover, the
hybrid working policy tends to bring rapid changes within the organizational design and ensure
the increase in competition in the marketplace. By doing so, it also ensures the growth and
development of the organization in the marketplace.

Adoption and innovation have become the two primary business strategies of the respective
organization after the implementations of such policy within the organization. The new working
policy has also affected the boundaries of the organization. In other words, the policy has helped
the business organization to expand its respective business. In some, the non-essential business
functions are being outsourced like “Toyota”. The hybrid working policy has also enabled many
business organizations to establish partnerships across competitive lines. Some of the renowned
companies, which have executed such functions, are “Starbucks and PepsiCo”. Both the
companies have been able to expand their business using the hybrid working policy within their
organization. There are also some digital organizations that have been able to employ their
employees beyond the boundaries by using outsourcing (Manganelli and Moulaert, 2018, p.830).
However, some of the digital companies paying their employers across countries are “Nike,
Puma and Dell”. This has been possible by the respective organization by incorporating the
hybrid working policy in the list of their policies.

5. Examples of corporations using the hybrid working policy

Hybrid working policy is an effective policy that has been used by many organizations across the
business world to enhance their existing business processes. One of the finest examples of
corporations, which have adopted the hybrid working policy, is “Goldman Sachs”. The
organization is a major investment banking company who has taken different approaches in the
business world across many countries such as the UK. There were reductions in the number of
staff in the physical offices due to the sudden emergence of Covid 19. It has also seen that less
than 25% people have been working in physical offices while the other have been trying to
protect themselves from the deadly virus (Caldwell et al., 2017, p.906). At this point of time, the
senior management team have decided to incorporate the hybrid working policy within the
organization. The company has taken help from some of the largest tech companies in the UK to
enable flexible working hours using an after the pandemic period.

In this way, the organization has been able to increase the employee engagement within the
organization as they have allowed the employees to work from home during the pandemic
situation. Instead of working in physical offices (Jensen and Agger, 2021, p.1). The management
have also acknowledged the various benefits gained due to the implementation of hybrid
working including the change in organizational design along with the help gained through
training of the new employees. The organization has also announced a “flexible working policy”
for around 22,000 employees in the UK (Theguardian.com, 2022). The organizations have also
allowed the employees to split the week into two halves, one of which half they have to spend in
the office while the other at home. On the other hand, “Unilever” have also adopted such policy
during the pandemic period. The CEO of Unilever has stated in a press conference that a five
days a week office routine is an “old fashioned way” of conducting business.
The Chief executive officer has also stated that the hybrid working policy has helped them to get
ahead in the marketplace by making changes in the organization design. Other than that the
technological companies including Google and Apple have already announced a hybrid policy
back during the pandemic period where the staff only had to spend their days at the office while
the rest at home (Tayebi and Chamkha, 2017, p.1159). Amazon, which is an online delivery
company, has adopted the same approaches within their organization. This has been possible due
to the incorporation of the hybrid working policy within the respective organization. It has so far
enhanced the organizational design structure of the respective business organizations.
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