Due to the different varieties of leadership models, which can be applied in organizations today, it is important for leaders to select leadership models, which would be effective in shaping their organizational culture (Daniels, 2015). Organizational cultures have continued to change due to globalization increasing their diversity. Leadership is important in an organization and has an influence on organizational culture by shaping organizational behavior and ethics (Daniels, 2015). Leaders can use ethical leadership models as tools for shaping organizational culture while honoring the diversity of the social cultures represented by employees. Diversity has become an important aspect in organizations today, which makes in necessary for leaders and managers to consider this aspect in the decision-making process (Daniels, 2015).
Analysis of How Cultural Style Dictates the Perception of What Is Ethical In A Leader’s Use of Power, Influence, and Authority
There are different ways in how cultural style dictates the perception of what is ethical in a leader’s use of power, influence, and authority. Cultural style involves the leadership approaches used by leaders to achieve success by managing diversity in an organization (Alvesson, 2013). Cultural styles differ in different organizations around the world and determine how a leader might use power, influence, and authority based on the set ethical standards. An example of an organizational culture would be a company, which believes in the provision of equal opportunities to will bring fairness in the organization (Alvesson, 2013). Effective leaders must assess how their cultural backgrounds influence their subordinates. This may be evaluated by using a value-based assessment, which analyses the behavior of the employees based on the leader’s power, influence, and authority (Alvesson, 2013).
Leaders should not only assess the cultural needs of the other members of an organization rather determine the most effective leadership approach to apply (Alvesson, 2013). An example would involve an organization, which believes that their leaders should serve other members of the organization. In this cultural style, it will be expected that a leader remains humble and serves other members of the organization, as a failure to do this will lead to the members of the organization viewing the leader as an ineffective leader (Alvesson, 2013). In this organizational setting, the leader can apply servant leadership, which has been indicated to be effective in such a setting. These ethical considerations should be taken into account in directing a leader on his/her perception of using his/her power, influence, and authority (Alvesson, 2013).
Which Leadership Models, Styles, and Traits Are Most Commonly Accepted As Ethical Across the Greatest Array of Social Cultures?
There are different leadership models, styles, and traits, which leaders can apply in different organizations, based on their social cultures to guarantee success in organizations. One of the leadership models, which is most commonly accepted as ethical across different social cultures, is servant leadership (Senn ; Hart, 2013). Servant leadership is a leadership approach where the leader serves other members of an organization unlike the normal power hierarchy where other members of an organization serve leaders (Senn ; Hart, 2013). Majority of social cultures believe that leaders are given those positions in order to serve other members in the community. Servant leadership also empowers other members of the organization as well as the community, which builds trust between leaders and their subordinates (Senn ; Hart, 2013).
These traits of servant leadership model indicate that a leader has a high level of integrity and empathy, which are common principles of ethics in most of the social cultures across the world (Senn ; Hart, 2013). Democratic leadership approach also known as participative leadership is a leadership approach, which is most commonly accepted as ethical across the greatest array of social cultures (Senn ; Hart, 2013). Democratic leadership is a leadership approach, which involves other members of the organization in the decision-making process. This is important as it gives everyone an opportunity to participate in the management of an organization, which gives the members a sense of control and authority (Senn ; Hart, 2013). This leadership style has been indicated to bring a positive change in an organization and job satisfaction, which enables the leadership approach to be accepted as ethical across the greatest array of social cultures (Senn ; Hart, 2013).
A Selection of a Particular Leadership Model as a Tool for Shaping Organizational Culture and a Rationale For Selecting That Model
One of the leadership models, which can be used as a tool for shaping organizational culture, is transformational leadership. Transformational leadership is a leadership style, which aims on changing individuals from different cultural backgrounds to focus on the same goals (Henson, 2016). This is applied by comparing the different cultural differences and developing a similar culture, which is able to accommodate the different cultures. Since an organization is composed of different members from different ethnic backgrounds, this leadership model is aimed at effectively managing these differences in a cross-cultural setting (Henson, 2016). Transformational leadership uses the aspect of trust and improving employee satisfaction to create good working relationships between the different members of an organization. With this approach, leaders are able to change the behaviors of employees and enhance their commitment in achieving the organizational goals (Henson, 2016).
When leaders improve trust with their employees, the leaders are able to understand their different perspectives and involve them in the decision-making process. This will also increase employee loyalty to the leader who aims at bringing together the different ethnic backgrounds in the organization (Henson, 2016). Leaders can use transformational leadership to influence the members of the organization towards a common vision by changing their beliefs, thoughts, and attitudes. The leader is also able to address the needs of the different members since they are able to share their problems to the leader due to the trust, which has been created between the employees and the leaders (Henson, 2016).
Leaders have a challenge in addressing cross-cultural differences, which have been brought about by globalization, which has increased diversification of the social cultures in organizations today (Daniels, 2015). It is important for leaders to determine which leadership styles and approaches will be effective in addressing cross-cultural differences. This can be applied by the way that they use their power, influence, and authority, which gives them a high status level over other employees in the organization (Daniels, 2015). Transformational and servant leadership approaches have been indicated as the most effective in addressing cross-cultural differences in an organization and leaders should be well trained on how to apply these leadership approaches to shape an organizational culture (Daniels, 2015).
Alvesson, M. (2013). Understanding organizational culture. Los Angeles: SAGE.
Daniels, D. (2015). Leadership Briefs: Shaping Organizational Culture to Stretch Leadership Capacity. New Jersey: Book Baby.
Henson, R. M. (2016). Successful global leadership: Frameworks for cross-cultural managers and organizations. New York: Palgrave Macmillan.
Senn, L., ; Hart, J. (2013). Winning Teams, Winning Cultures. Cork: Book Baby.