2 DB response due 2/3/24 Need 2 references for both reponses.

Zariah Burns

1/31/24

When navigating through changes in organizational culture, good leadership becomes increasingly crucial, especially in a heterogeneous society the idea of a "revanchist leader such as ours. A recent study on the difficulties and solutions related to leadership, organizational culture transformation, and cross-cultural leadership development is discussed by Nelson and Quick (2019). According to Nelson and Quick (2019), executives ought to question organizational culture when it's called for, but they shouldn't destroy it or tarnish its reputation. This kind of action requires a careful balancing act, especially when it comes to implementing changes that are required inside an organization while preserving the essential elements of the current culture.

When exploring the idea of "revanchist leadership," (Hald, Gillespie, & Reader, 2020) offer a crucial point of view by highlighting the possible repercussions of leaders who pursue vengeance or radical change without taking the stability or culture of the organization into account. As a result, when implementing changes, leaders must be smart in the method or strategy they choose to employ. (Hald, Gillespie, & Reader, 2020) examine the role of true leadership in cross-cultural contexts. Honesty, openness, and moral judgment are hallmarks of authentic leadership. From the standpoint of developing cross-cultural leaders, some attributes are crucial for fostering mutual respect and understanding in multicultural teams that are different. The concept of questioning organizational culture while upholding respect for many points of view and methods of decision-making is supported by an authentic leadership style.

By examining the impact of supply chain leadership and followership on organizational performance, Fontoura Nelson and Quick (2019) provide more context. The relationship between leadership and followership dynamics and organizational effectiveness is highlighted by this experimental study. The aforementioned results underscore the significance of cooperation and proficient communication in both leadership and follower capacities. They bolster the notion of spearheading organizational culture transformation via all-encompassing strategies and unanimous backing.

Effective leadership is instrumental in navigating organizational culture change and cross-cultural development. By embracing authentic leadership, understanding the distinctions of revanchist leadership, and recognizing the impact of supply chain leadership and followership, effective leaders can navigate change successfully, challenging the organizational culture when it is necessary while preserving its essence. Insights from  Nelson and Quick (2019) as well as recent research by Nelson and Quick (2019), and (Hald, Gillespie, & Reader, 2020)), provide valuable perspectives to guide leaders in these difficult endeavors. These understandings provide a foundation for developing leadership strategies that are not only effective but also sustainable in the ever-evolving landscape of multicultural organizational dynamics.

Abena Brown posted Jan 30, 2024 8:15 AM

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    Not everyone is suited for leadership. Certain individuals are assigned to positions of leadership while lacking competence or knowledge in their respective roles. Some individuals may not hold formal leadership positions, but they nonetheless guide and direct others to successfully complete a task. The absence of a leadership title does not negate one's ability to be a leader. Followers have just as important roles within leadership in an organization these folks are also known as self-led followers (Nelson & Quick, 2019). From the perspective of certain leaders, the task of leading a change in company culture may appear straightforward. However, doing this task without eradicating that culture is not as straightforward as it may appear.

               Occasionally, an organization may require cultural realignment. The prevailing culture may be shifting in a manner that is detrimental to the company's interests, but some individuals perceive it as a longstanding norm. This mindset requires a shift and must be achieved without compromising the culture and the workforce. This can be accomplished through effective leadership by exerting influence and motivation on others to facilitate the desired change. Several methods to achieve the transformation include identifying the necessary tasks. Leadership should look at aligning the culture with the organization's mission, vision, and values and remember this will not happen overnight (Folz, 2021). Gaining comprehension of these and additional prerequisites will assist leaders in making appropriate decisions.

               An effective approach to achieve this objective is to identify employees who are driven by a desire for power. Instead of granting them complete authority, consider establishing a team dedicated to generating ideas for improving the organizational culture. This team would be responsible for evaluating and implementing suggestions proposed by employees. Finding the one or two employees within your charge who would rather have the power of influence can be more successful in achieving the change needed (Indeed, 2021). Leadership must recognize that transforming an organization's culture necessitates effort and active participation from the people. As a leader, it is essential to walk around and talk to the employees and see what they are thinking and what they need to improve the culture (Katzenbach, Steffen, & Kronley, 2012). Employees will realize they play a big role when this occurs and leadership implements the necessary changes, allowing the culture shift to start without completely ruining it. To ensure the success of a cultural transformation, it is crucial to attentively listen to the team, comprehend the organization's objectives, and identify influential people and their driving factors.