Organizational leadership has many different functions and often has a direct impact on the success of failure of an organization. Two key areas that will be discussed are the areas of understanding and influencing organizational culture and the role of establishing and implementing organizational goals. Leadership at all levels must be familiar with these two areas in order to be effective or they just may be destined to become an ordinary manager. Organizational culture is a set of common shared values that guide employees towards acceptable and desired behavior (Practical-Management.com, 2016). Organizational culture is primarily seen at two distinct levels that are visible and hidden (Practical-Management.com, 2016). The visible aspect
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Artifacts in organizational culture are the visible components of culture, are formulated easily, typically have some form of physical shape and generally perception may vary among individuals (Practical-Management.com, 2016). Artifacts typically may exist in rituals and ceremonies, symbols and slogans, and stories (Practical-Management.com, 2016). Examples of rituals and ceremonies where artifacts may be present are new hire trainings, lunches, corporate conferences, awards and meetings. Hence, when leadership is trying to change or establish a new organizational culture rituals and ceremonies may need to be examined for artifacts that may undermine cultural change. Symbols and slogans are considered high level abstractions of culture. Symbols and slogans often reflect an organizations intrinsic behavior (Practical-Management.com, 2016). Hence, examples of symbols may be an employee of the month program and slogans exist as linguistic phrases that emphasize and or reinforce a desired behavior (Practical-Management.com, 2016). Lastly, stories exist as narratives that are often loosely based on true events. These stories are often passed on from old to new employees and may be based upon, organizational heroes, employee experiences, or challenges of doing business. These stories describe what happened in the past and may have a legacy or lasting …show more content…
stands for how does it apply to a goal or objective. For example my clinic needs to see more patients every day. That is rather vague so let’s make it specific. My military health care clinic needs to see ten more patients a day. Now let’s make it measurable, achievable and time-oriented. By the end of the year 2017, my military health clinic, through proper scheduling and template management, will increase patient encounters by an average of ten patients per day. The goal is rather specific, by using schedule and template management, it is measurable ten patients per day, achievable the clinic has capacity, it is relevant to the clinics mission and time oriented of one year to make the transition or meet the goal / objective. Leaders at all levels have many responsibilities and have the ability to directly influence organizational culture, objectives and goals. Hence, a great leader understands the organizational culture and is able to appropriately maintain a positive culture. Additionally, a great leader is one who has the ability to envision the future and is able to develop goals and objectives using the S.M.A.R.T. philosophy in order to achieve successes in all areas of an
Artifacts in organizational culture are the visible components of culture, are formulated easily, typically have some form of physical shape and generally perception may vary among individuals (Practical-Management.com, 2016). Artifacts typically may exist in rituals and ceremonies, symbols and slogans, and stories (Practical-Management.com, 2016). Examples of rituals and ceremonies where artifacts may be present are new hire trainings, lunches, corporate conferences, awards and meetings. Hence, when leadership is trying to change or establish a new organizational culture rituals and ceremonies may need to be examined for artifacts that may undermine cultural change. Symbols and slogans are considered high level abstractions of culture. Symbols and slogans often reflect an organizations intrinsic behavior (Practical-Management.com, 2016). Hence, examples of symbols may be an employee of the month program and slogans exist as linguistic phrases that emphasize and or reinforce a desired behavior (Practical-Management.com, 2016). Lastly, stories exist as narratives that are often loosely based on true events. These stories are often passed on from old to new employees and may be based upon, organizational heroes, employee experiences, or challenges of doing business. These stories describe what happened in the past and may have a legacy or lasting …show more content…
stands for how does it apply to a goal or objective. For example my clinic needs to see more patients every day. That is rather vague so let’s make it specific. My military health care clinic needs to see ten more patients a day. Now let’s make it measurable, achievable and time-oriented. By the end of the year 2017, my military health clinic, through proper scheduling and template management, will increase patient encounters by an average of ten patients per day. The goal is rather specific, by using schedule and template management, it is measurable ten patients per day, achievable the clinic has capacity, it is relevant to the clinics mission and time oriented of one year to make the transition or meet the goal / objective. Leaders at all levels have many responsibilities and have the ability to directly influence organizational culture, objectives and goals. Hence, a great leader understands the organizational culture and is able to appropriately maintain a positive culture. Additionally, a great leader is one who has the ability to envision the future and is able to develop goals and objectives using the S.M.A.R.T. philosophy in order to achieve successes in all areas of an