Positively impacting society on a global scale through culture awareness, education and action. Rarely do we have a chance to pull back the covers and see a culture with some serious dysfunction from an organization that still accomplishes amazing work on a global scale in spite of it all.
Research shows that leaders of high performing organizations strive to shape and maintain an optimally balanced culture. This task is easier said than done, because most leaders have a tendency to shape the culture toward one or two patterns at the expense of others — adding to the unbalanced organizational culture.
This pattern emphasizes the importance of treating people as individuals who desire meaning in their jobs and in their lives.
Positive elements include job challenge, engagement, recognition, career planning, and training and development which enhance worker motivation and inspiration. This pattern places importance on the need to achieve excellent organizational performance and includes positive elements of discovery, innovation, competition, being the best, and striving for excellence.
This pattern emphasizes the need for discipline throughout the organization in order to obtain consistent results. The positive elements include order, rules, standardization, planning, follow-through, and measurement.
Each culture pattern is valuable, and brings its own merits to the organization, but overusing one at the expense of the others can inhibit growth for the organization.
For example, a leadership team with a strong ST preference might unknowingly develop an unbalanced Consistent Pattern, utilizing a top-down management approach which emphasizes rules, regulations, autocratic decision making, and tight controls.
While some team members will identify strongly with this leadership style, overuse can result in decreased team work, worker engagement, and innovation.
Once this is accomplished, leaders are coached on how to become more adaptive by incorporating the positive elements of their less preferred cultural patterns.
In addition, leaders are coached to implement organizational mechanisms such as policies and practices that can further shape an optimally balanced culture. The Importance of Balance Here are some high-performing companies which I have identified through my research: Although these companies come from different industries, I have found that they have one important thing in common — they possess the desire and drive to continually improve their organizational culture.
Executives who lead these high performing companies know and understand the importance of the yin and yang and are willing to adopt seemingly opposing values that in actuality complement one another.
Furthermore, they believe these opposing values are bound together as parts of the mutual whole — for example, superior quality and lower costs are both equally important, and one is not sacrificed at the expense of the other.
Organizational Culture and Performance Questions continue to emerge about the effect of organizational culture on performance. For example, does organizational culture shape quality management practices? And how are both of these then related to manufacturing performance?
A comprehensive study was conducted by researchers from George Mason University and the University of Minnesota on this subject. In short, the impact of organizational culture on performance was mediated by infrastructure quality but not core quality practices.
Moreover, these results were essentially the same when comparing data from Eastern and Western countries in the sample. About the Author Stanley D. He has also conducted research and written extensively on leadership topics.Southwest's organizational culture was shaped by Kelleher's leadership.
Kelleher's personality had a strong influence on the culture of Southwest, which epitomized his spontaneity, energy and . SWA Organizational Behavior Culture Southwest Airlines’ Success through Organization Culture Kristin Philip Abstract This paper, "Southwest Airlines’ Success through Organization Culture" gives an account of the development of the organizational culture of Southwest Airlines.
More: Employees Southwest Airlines Company Culture Learn More About Artificial Intelligence With This Exclusive Research Report Discover The Future Of Fintech With This Exclusive Slide Deck. Southwest Airlines Organizational Behavior Culture Words | 9 Pages SWA Organizational Behavior Culture Southwest Airlines’ Success through Organization Culture Kristin Philip Abstract This paper, "Southwest Airlines’ Success through Organization Culture" gives an account of the development of the organizational culture of Southwest Airlines.
The case Southwest Airlines Organizational Culture gives an account of the development of the organizational culture of Southwest Airlines. The case starts with the background of Southwest and its development over the years. The case explains the unique culture of Southwest, and how it has helped Southwest to face challenges.
The case also describes how Southwest responded to the situation. As the author of Leadership in High-Performance Organizational Cultures, 2 nd Edition, , here is the third entry in my series of blog posts for CPP’s ICON Success..
Research shows that leaders of high performing organizations strive to shape and maintain an optimally balanced culture. This task is easier said than done, because most leaders have a tendency to shape the culture toward one.