Transitional Leadership Essay Example for Free

Transitional Leadership Essay Organizational Culture is defined as â€Å"a common perception held by the organization’s members; a system of shared meaning† (Robbins, 2004). It is the name given to the idea that an organization holds a set of values, beliefs and practices that are common to all the members of that organization. It is the idea that an organization cannot exist on its own without a dominant culture practiced within the boundaries of the organization. Due to the growing workplace diversity, it has become impossible for every member of a different culture to practice their own beliefs and values. Thus, organizational culture provides the framework and the behavioral guidelines on how to behave within an organization. The characteristics of organizational culture are: Innovation and risk taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness Stability (Robbins, 2004) There can be different types of organizational cultures depending on the hierarchy, the business it is in and the scope of the organization, It is not necessary that two identical organizations will have the same organizational culture. It all depends on the workforce and the mission and vision of the organization that determines the organizational culture. My organization has a customer-responsive culture. This means that the culture in my organization has a set of practices that are customer-centric. The characteristics of such a culture are very much different from any other traditional customer-focused organization. Since culture is the summation of values, beliefs, attitudes and practices, The customer-responsive culture is one where there is employee empowerment, involvement and continuous learning. Information sharing is an integral part of daily communication and the customer is the center of attention in all considerations. Religious practices and occasions are part of the organizational culture and employees are kept autonomous and happy to the maximum possible extent so that this results in a well-served customer. I believe that my organization’s culture is well-suited for future development and success. This is because of the fact that businesses all around the globe have become highly customer focused. Organizations are beginning to learn that the customer is the most important person and no amount of wooing will ensure a prolonged loyalty from the customer. They are now designing products and services keeping in view the demands of the customer. There has been a shift from the sales paradigm to the customer needs paradigm where organizations are constantly worried about what the customer wants and strive to meet those requirements. Future success depends on the ability to understand and meet customers’ requirements. Since the organizational culture is customer-centric, I am sure there are no problems posed to the organization in meeting them. In fact, the customer-focused organizational culture will also mean that the employees in the organization will be highly motivated towards achieving the goals assigned targets since the organizational culture ensures autonomy, employee empowerment and flexibility. These traits ensure that the employees feel part of the organization and take more pride and enthusiasm in working towards achieving its goals. In conclusion, I would like to state that an organizational culture which is customer-centric is bound to be successful in the future due to the fact that the global industry is moving towards understanding the needs of the customer and delivering products and services fulfilling those needs. Bibliography Robbins, S. P. (2004). Organizational Behavior. New York: Pearsons.