In this paper, we present the impact of leadership and change\r\nmanagement strategy on organizational culture. At first, we present the\r\nnotion of culture. There are many attempts to describe ââ?¬Å?organizational\r\ncultureââ?¬Â, many of which are presented in this paper. After an assessment of\r\norganizational culture, the role of leader is pinpointed. We favor the view\r\nthat strategic leadership needs to be transformational if it is to serve the\r\norganization. Afterwards, the notion of change is focused on. Changing a\r\nculture is a large-scale undertaking and all of the organizational tools for\r\nchanging minds will need to be put in play. To change or to manage\r\ncorporate culture one has to be able to define and therefore pinpoint exactly\r\nwhat it is one is trying to change. The evidence in this study suggests that\r\nleadership is associated with organizational culture, primarily through the\r\nprocesses of articulating a vision and to a lesser extent through the setting of\r\nexpectations. The nature of this paper is explorative and theoretical, aiming\r\nat providing a bibliographical tool for further research. Thus, aim of this\r\npaper is a critical bibliographical review of important terms in the field, as\r\nwell as showing the interdependencies of these terms. Finally, with that\r\npaper, we offer managers and researchers a model on emphasizing the\r\nimportance of Management Strategy.
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