Organizational Leadership: Organizational Leadership and Culture as Mediators

In modern conditions, the main task of managers is to unite the staff around the main goals and objectives of the organization. The corporate culture is the tool that directs employees to common goals, which subsequently contributes to the company’s successful development. Corporate culture is a kind of ground for the development of leadership skills (Goetsch & Davis, 2020). Certain norms and values in the team allow the manager to create a unified trajectory of the organization and its employees. At the same time, adequately implemented corporate culture contributes to team building and total quality management.

A leader has a direct influence on the formation and development of corporate culture. As a rule, it is shown in traditions and norms of personal interaction in the work process (Abbas & Cross, 2019). The leader’s influence manifests itself in the order of reporting, paperwork, urgency of work. However, the leader in an organization with already established laws and norms to a lesser extent can influence the formation of the corporate culture. Nevertheless, he or she has an opportunity to have a direct impact and partially or entirely change the standards of interaction in the team; in this case, his or her personal qualities are decisive. Thus, a manager should have unique leadership qualities or a set of professionally essential attributes that ensure the success of the administrative activity.

Many valuable lessons about leadership applicable to today’s organizations can be drawn from the lives of famous leaders. For example, Abraham Lincoln’s life story suggests that leadership is fraught with disappointment and failure but that true leaders never give up. It is normal to lament losses, but one has to start over from scratch. Another example is Harry Truman, the thirty-third president of the United States. There is a lesson from his life that leaders are not afraid of change and are always open to new reforms for the good of the organization. Finally, the chronicle of one of the most famous figures in American politics, Winston Churchill, can share the lesson that a leader must always be calm and focused on the goal. Taking minor distractions into account should not affect the poise and resilience of a successful leader.

Not only does an organization need the leadership skills of its leader to be effective, but it also needs high-quality training for employees. For example, in such training, they can learn four strategies for improving listening skills of the trainees. In my organization, these strategies will be used primarily for practical work. For example, they will be used during negotiations or meetings. At the end of the meeting, each employee will have to tell which of these listening improvement techniques he or she has applied. Improving listening skills is directly related to improving comprehension skills, so my company will actively develop both. I firmly believe that personnel training fully pays off over the long run. Indeed, initially, a large amount of money spent on staff development may seem unreasonable. Having advanced skills, they will always be aware of innovations in the company’s work (Etse et al., 2021). In this way, the leader will gain employees who are ready to function according to the latest standards in due time. This, in turn, will improve the efficiency of the company, which will lead to an increase in profits, and, consequently, to the payback of training.

For such a scheme to work, one needs to make sure that staff training is successful. Training can be a failure for several reasons. The first is the low interest of staff in improving their skills. Sometimes the team consists of experienced professionals who do not want to impose new knowledge on an already formed base. Because of this, attempts to teach them something new may not be effective. The second reason for the failure of training in the company is the low interest of the leader. If the leader does not see the goal in education, he will not be able to convey it to the subordinates. Thus, even if the sessions take place, their results will be exceptionally insignificant.

Recently, I had to experience what it means to lose due to a leader’s disinterest. At the company where I interned, the decision was made to expand the clientele. The company was a magazine publisher and wanted to launch a line of teen literature. This required the development of an appropriate marketing strategy. The executive appointed to implement the new line was transferred to this position from the position of editor of one of the magazines. He liked his position and did not want to develop materials for teenagers. Due to this fact, he took almost no part in the work and left essential decisions to his subordinates. Owing to the lack of clear leadership, each deputy manager began to implement their own changes, contradicting each other. As a result, the marketing department received different technical tasks each time, making work difficult. As a result, the new line of magazines was never implemented because the idea had become irrelevant by the time the material was ready. Thus, the leader’s participation is the key to the success of the project, and the lack of his enthusiasm can severely damage the implementation.

To summarize, effective leadership in a company creates the right corporate culture and promotes quality management. A good leader does not give up in the face of setbacks and is not distracted by petty irritants. He also understands the importance of quality and timely training for staff. Having all of these qualities, a leader will be able to bring his or her organization to success.


Abbas, U. I., & Cross, O. D. (2019). Impact of leadership on organizational performance. ​International Journal of Business, Management and Social Research, 6(2), 367-374. Web.

Etse, D., McMurray, A. & Muenjohn, N. (2021). The effect of regulation on sustainable procurement: Organizational leadership and culture as mediators. Journal of Business Ethics, 12(2), 48-57. Web.

Goetsch, D. L., & Davis, S. (2020). Quality management for organizational excellence (9th Ed.). Pearson education. Web.

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