10 Jul What do you hope to accomplish with your e-portfolio (Experience in Organizational Leadership)? Why and how? Share a brief presentation (PowerPoint – 10 slides) of what you ha

What do you hope to accomplish with your e-portfolio (Experience in Organizational Leadership)? Why and how? Share a brief presentation (PowerPoint) of what you have included and intend to include in your e-portfolio.  The presentation should include: (1) a personal profile including career theme (Organizational Leadership), (2) career goal(s) 1. Short-term goal, finish Masters Degree (2) Long-term goal, Supervisor position in federal government and (3) at least three examples of artifacts that will support your e-portfolio (does not need to be an entire document- include snapshot).

Artifact 1. First Artifact: Leadership and the Role of Organizational Culture

Artifact 2. Second Artifact: Organizational Development Research Paper

Artifact 3. Third Artifact: Creation and Implementation of an Effective Recruiting and Retention Program

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1

First Artifact: Leadership and the Role of Organizational Culture

Name

American Public University

MGMT696: Capstone Portfolio

Instructor

Date

Leadership and the Role of Organizational Culture

The leadership of an organization plays an integral role in the establishment of an environment that promotes a strong organizational culture. The goals and ambitions of any organization are shaped and achieved through the collective actions of its leaders, who set expectations for their team members and help to create an atmosphere of collaboration and accountability. Organizational culture is defined as a set of shared beliefs, values, symbols, and behaviors that are accepted, maintained, and reinforced by the organization’s members and leaders. These beliefs and values form a cohesive system of norms and rules that guide how members of the organization will act and interact with one another.

The typical notion of leadership within an organization is that of authority and control. However, when looking to build a culture, this approach needs to be balanced with the goal of engaging the members of the organization, who are key influencers in setting the overall direction of the organization (Engida et al., 2022). Thus, the leadership should promote a culture of openness and partnership, encouraging staff to take ownership of their roles and strive to best serve the organization. In other words, the role of organizational culture is to facilitate a shared understanding of how members should act and interact with one another, creating a foundation for successful collaboration.

Organizational leaders are important to the creation and nurture of an effective organizational culture. They provide context for team members, clarify the mission and vision of the organization, and set expectations of behavior. In addition to facilitating collaboration within the organization, leaders also need to ensure that the culture is one that reinforces the values of the organization. This includes providing effective feedback and recognition, so that employees understand the organization’s mission and how they can contribute to it.

Leaders also play a role in addressing the challenges of an organization. A well-crafted and enforced organizational culture, along with effective communication, allows leaders to recognize and direct discussions about any changes needed to ensure both efficiency and efficacy (Al-Swidi wt al., 2021). Leaders should ensure that these discussions are conducted in such a way that creates an open and productive environment.

As an organization changes both internally and externally, the leadership must also adapt their own behavior and actions to ensure that the mission and values of the organization remain intact. Leadership must communicate the importance of being flexible and adapting to change, but always in line with the mission and goals of the organization.

In conclusion, the role of leadership in organizational culture is to set expectations, provide context, and facilitate collaboration. Leaders must also create an environment that encourages conversation and encourages members to grow and develop. Ultimately, a successful organizational culture comes down to strong leadership that encourages the members of the organization to work toward a common goal, while still allowing room for growth and development.

The interests on the Topic

I am fascinated by the role of organizational culture and leadership. As someone who has held a leadership position in the past and been a part of a differentiated and successful team, I believe that successful organizational cultures are built on the foundations of strong, collaborative leaders. Leadership should be about setting example and creating an environment of trust, acceptance and success where diverse opinions are valued and ambitions are reached.

Organizational structure, policies, and procedures can be essential to the healthy functioning of any organization, but all of these initiatives must be led by the vision and purpose of crafted by the leadership team. The leadership of an organization determines the culture of the entire organization; they should strive to promote a culture that embodies the mission and values and the organization’s shared purpose (Lasrado & Kassem, 2021). They must act as team leaders, facilitators and mediators, creating an environment of transparency, collaboration and inclusivity.

Leadership also plays an important role in fostering productivity and unity, helping employees to find purpose in their work and feel engaged in their roles. It must also be creative and adaptive to the ever-changing external factors; this means that an organization must be willing to embrace and welcome change (Meng & Berger, 2019). Leaders should be encouraging and inspiring, giving employees the opportunity to develop both professionally and personally.

Leaders must also go beyond the traditional model of “command and control” and form relationships with the larger organization. A leader should not only ensure that their immediate team is successful, but also ensure that the organization is functioning optimally as a whole, embracing innovation and working towards success.

Organizational culture and leadership are intrinsically intertwined; successful organizational cultures have a strong and unified leadership structure that is able to create, promulgate and reinforce a culture of integrity and personal growth (Lam et al., 2021). This is what interests me the most, being able to nurture a healthy, sustainable and flourishing organizational culture requires good leadership and effective strategies.

Leadership has a tremendous influence on organizational culture, and it is important to me to build a culture that embodies confidence, unity, diversity, and growth. I strive to be a leader that encourages collaboration, values the perspectives of others, and fosters an environment of transparency and trust. As a leader, I want to enable my team to flourish and thrive, enabling them to reach their full potential and work to achieve the organization's mission. With my personal skills, knowledge, and experience, I am determined to build a culture that supports, motivates and rewards individual and collective achievement.

Major findings from the scholarly sources

Organizational culture is one of the most important factors influencing the leadership style of a leader and the success of an organization. This paper will discuss the major findings from seven scholarly sources exploring the role of organizational culture, leadership styles and other factors in the workplace. The sources discussed include Aydin (2018), Engida, Alemu and Mulugeta (2022), Meng and Berger (2019), Lasrado and Kassem (2021), Lam, Nguyen, Le and Tran (2021), Shao (2019) and Al-Swidi, Gelaidan and Saleh (2021). The findings of these sources will be used to gain an understanding of how organizational culture and leadership styles can impact employee commitment, job satisfaction, trust and environmental performance.

According to the research, a leader's choice of leadership style is heavily influenced by the culture of the firm. The first article, by Aydin (2018), explores the impact of organizational culture on leadership styles and the various ways in which a leader's approach can be influenced by the culture of the organization. While Engida, Alemu, and Mulugeta's (2022) second article demonstrated a favorable correlation between organizational culture and employee commitment, they also discovered that shifts in leadership style had no effect on workers' openness to new ideas and practices. The final article, written by Meng and Berger (2019), investigates the connection between organizational culture and leadership performance, specifically how they affect PR professionals' levels of job satisfaction. According to the fourth article, written by Lasrado and Kassem (2021), an organization's success may be attributed to the dedication and enthusiasm of its workers when that company fosters a culture of involvement.

Knowledge management was discovered to have a direct correlation with innovation capabilities, and a favorable association was also seen between organizational culture and knowledge management, according to the fifth paper by Lam, Nguyen, Le, and Tran (2021). In his sixth work, Shao (2019) observed that strategic alignment is driven by inspiring motivation and idealized impact leadership behaviors, and that the relationship between these two factors is moderated by an organization's focus on adaptability.

Al-Swidi, Gelaidan, and Saleh's (2021) seventh article discovered that a green corporate culture mediates the connection between environmental issues, green leadership behavior, and employee behavior. They also discovered that there was a positive relationship between green human resources, environmental concern, and green leadership behavior and environmental performance.

According to all seven research sources, organizational culture is a crucial component in shaping leadership styles, with various aspects of culture having an effect on the leader's approach to management. Employee commitment, work satisfaction, and trust were observed to increase when the leader exhibited a change leadership style or was otherwise exceptional (Shao, 2019). Moreover, green staff practices, strategic alignment, and the potential to innovate were all found to be inextricably linked to effective knowledge management. Environmental concerns, green leadership actions, and staff actions were found to all have varying degrees of influence when a green corporate culture was present.

The application of the research on the academic and career goals

My research on leadership and the role of organizational culture will have great application to both my academic and career goals. As a part of my academic pursuits, I am studying management and with a concentration on organizational leadership, which requires a deep understanding of the intricacies of organizational culture and the power of leadership. Thus, through my research, I will be better prepared to understand the nuances of organizational culture, its connection to leadership, and the impact that these two elements have on the success of a given organization.

Additionally, I plan to use this research to further my career goals, specifically in understanding the roles that people play in organizations. My research will help me to understand what qualities make a successful leader and how their presence can shape the broader organization structure and culture. With this knowledge, I will better understand how to identify and implement the necessary steps required bringing out the best qualities of those working within and around the organization. This will ultimately allow me to identify, encourage, and facilitate the developments and changes needed for an organization to reach its highest potential for success.

Overall, my research on leadership and the role of organizational culture will be an asset as I continue to pursue both my academic and career goals. Through this research, I will gain an understanding of the dynamics of an organizational structure, from the smallest unit to the larger, overarching framework. This knowledge will open up immense possibilities for creating stronger leaders within an organization, thereby allowing the associated organization to reach new heights of effectiveness.

Conclusion

Leadership plays a major role in the success of organizations by creating and inspiring organizational culture. Leadership helps to establish a team's expectations, principles, values, mission and vision, resulting in greater engagement and productivity in the workplace. It is essential for any organization to nurture and sustain its culture in order to remain competitive and innovative. Developing leadership skills and ensuring an effective organizational culture can improve relationships, decision-making, and ultimately organizational success.

Summary Section

In summary, this paper examined the role of organizational culture and leadership within an organization. It was found that leaders play an important role in setting expectations, providing context, and supporting collaboration. The overarching goal of leadership should be to ensure an environment of openness and trust, while encouraging members to take ownership of their roles and strive to best serve the organization and reach its goals. Effective leadership should also be creative and adaptive to external changes, while maintaining a commitment to the mission and values of the organization. Organizations benefit from strong, unified leadership that can create, promulgate, and reinforce a culture of integrity and personal growth. Ultimately, a successful organizational culture comes down to having a conducive environment that encourages engagement, facilitates collaboration, and promotes growth.

The importance of providing a positive organizational culture and leadership cannot be overstated. A successful organizational culture creates an environment of trust, respect and open communication that promotes collaboration and leads to better staff engagement, performance and productivity. Leadership should focus on fostering creativity, maintaining strong relationships with employees and offering clear direction and guidance in order to promote growth and success. Organizations must also practice and enforce the values and expectations laid out by the leadership team in order to create an effective culture. As mentioned, it is essential for organizations to be adaptive and open to change, while maintaining the core mission and values of the organization. Only then can they create a collaborative environment that enables employees to reach their full potential.

References

Al-Swidi, A. K., Gelaidan, H. M., & Saleh, R. M. (2021). The joint impact of green human resource management, leadership, and organizational culture on employees’ green behaviour and organisational environmental performance.  Journal of Cleaner Production,  316, 128112. https://www.sciencedirect.com/science/article/pii/S0959652621023301

AYDIN, B. (2018). The role of organizational culture on leadership styles.  MANAS Sosyal Araştır malar Dergisi,  7(1), 267-280. https://dergipark.org.tr/en/pub/mjss/issue/40516/485849

Engida, Z. M., Alemu, A. E., & Mulugeta, M. A. (2022). The effect of change leadership on employees’ readiness to change: the mediating role of organizational culture.  Future Business Journal,  8(1), 1-13. https://fbj.springeropen.com/articles/10.1186/s43093-022-00148-2

Meng, J., & Berger, B. K. (2019). The impact of organizational culture and leadership performance on PR professionals’ job satisfaction: Testing the joint mediating effects of engagement and trust.  Public Relations Review,  45(1), 64-75. https://www.sciencedirect.com/science/article/pii/S0363811118303801

Lasrado, F., & Kassem, R. (2021). Let's get everyone involved! The effects of transformational leadership and organizational culture on organizational excellence.  International Journal of Quality & Reliability Management,  38(1), 169-194. https://www.emerald.com/insight/content/doi/10.1108/IJQRM-11-2019-0349/full/html

Lam, L., Nguyen, P., Le, N., & Tran, K. (2021). The relation among organizational culture, knowledge management, and innovation capability: Its implication for open innovation.  Journal of Open Innovation: Technology, Market, and Complexity,  7(1), 66. https://www.sciencedirect.com/science/article/pii/S2199853122008356

Shao, Z. (2019). Interaction effect of strategic leadership behaviors and organizational culture on IS-Business strategic alignment and Enterprise Systems assimilation.  International journal of information management,  44, 96-108. https://www.sciencedirect.com/science/article/pii/S0268401218305747

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1

Second Artifact: Organizational Development Research Paper

Name

American Public University

MGMT696: Capstone Portfolio

Instructor

Date

Organizational Development

Introduction

Organizational culture has gained attention in the past years due to its ability to foster a productive and successful organization. Organizational Culture describes a company's workers’ shared values, beliefs, and assumptions surrounding how things should be done in the workplace. (Lubis & Hanum, 2020). It is a significant factor in determining how invested workers are, how productive they are, and how happy they are at work. Therefore, businesses must recognize and value cultivating a robust and constructive culture. In this article, we will examine how Walmart Inc.'s corporate Culture affects its productivity and how it may enhance its cultural norms to boost its efficiency and effectiveness. Walmart is the highest-grossing publicly-traded company in the world. Walmart’s chain stores are known for low prices and wide selections. As such, the company's culture has a wide-reaching influence on its workers, customers, and the communities in which it works.

II. The Organization

Walmart Inc. maintains a network of inexpensive department shops and warehouse stores, making it the most prominent public company in the world in terms of sales. Walmart, which has been in business since 1962, is the biggest private employer in the world thanks to its presence in 28 countries and workforce of more than 2.2 million people (Neebe, 2020). One of Walmart's primary missions is to help consumers get by on less money via the store's cheap pricing and excellent customer service. Walmart has a long history of success, partially ascribed to its strong corporate culture.

Organizational culture refers to a company's workers' shared values, beliefs, and assumptions about how things should be done in the workplace (Lubis & Hanum, 2020). Walmart's corporate Culture's fundamental principles are respect, service, excellence, and innovation. The foundation of the company's Culture is its dedication to delivering exceptional customer service and building lasting partnerships with its clientele. In addition, Walmart stresses the value of honesty, tolerance, and teamwork among its employees. At Walmart, employees are encouraged to think outside the box and work together to solve problems.

Walmart uses several different organizational development tactics to establish a robust company culture. Job design, training, and performance management are all examples of formal techniques, whereas team-building exercises and internal communications are examples of informal approaches (Haveman & Wetts, 2019). In addition, Walmart employs SWOT analysis, a method for analyzing a company's positive attributes and its potential drawbacks, weaknesses, opportunities, and threats (David et al., 2019). By doing such an analysis, Walmart can better pinpoint problem areas and devise solutions.

The success and efficiency of Walmart may be directly attributed to the company's culture. Walmart has maintained its competitiveness and profitability due to its emphasis on a culture of respect, service, quality, and innovation. Also, Walmart has improved by addressing problems head-on thanks to its organizational development efforts. Finally, Walmart's Culture has boosted morale and productivity by encouraging workers to take pride in their work.

III. Literature Review

A. Theoretical Foundations of Organizational Culture

i. History

In today's competitive business world, it is more crucial than ever for firms to foster a positive and productive culture in the workplace. The ideas, beliefs, and assumptions that workers of a firm have in common concerning how things should be done at work make up the organization's Culture (Lubis & Hanum, 2020). It is a significant factor in determining how invested workers are, how productive they are, and how happy they are at work. As a result, businesses need to realize and value the significance of cultivating a robust and optimistic culture.

Since the early 20th century, people have been curious about how cultures within organizations evolve through time. One of the first thinkers to examine the notion of organizational culture was Max Weber, who contended that organizations were composed of cultures and that the organization's structure and experiences were founded on the beliefs and values of its members (Haveman & Wetts, 2019). Weber argues that ideas, aims, and experiences form its Culture, an unseen force that influences the behavior and actions of the company's employees.

ii. Components

Values, beliefs, conventions, symbols, and artifacts are part of an organization's Culture. Beliefs are the assumed facts or foundations upon which an organization is built, while values are the guiding concepts and principles by which its members act (Haveman & Wetts, 2019). The term "organizational norms" describes an organization's generally accepted patterns of conduct. Artifacts are tangible manifestations of a company's culture, such as a mission statement, logo, or uniform. In contrast, symbols are items, phrases, or gestures that embody the values and beliefs of the organization.

An organization's culture may have profound effects on its effectiveness and efficiency. Employees who feel valued and appreciated are likely to be committed to the organization which boost the company's performance and output (Najeemdeen, 2018). Organizations that foster an environment conducive to innovation, creativity, and teamwork are better able to encounter market fluctuations and maintain their competitive edge. Customers are more likely to be satisfied and remain loyal to a business if they feel connected to the company and its employees.

B. Organizational Culture in large businesses

i. Types of cultures

Organizations must strive to strengthen their organizational culture by ensuring that their core values, beliefs, and conventions align with the employee goals (Najeemdeen, 2018). A solid culture ensures that all workers adhere to the same core principles. On the other hand, a weak culture is one in which few of employees hold the same values and adhere to the same standards as the majority. Poor organizational culture deters employee motivation, morale, and performance which can harm a business sustainability.

ii. Impact on organizational success

A company's success in reaching its objectives is heavily influenced by its culture. In their study, Najeemdeen (2018) shows how a positive company culture may boost workplace morale, productivity, and efficiency. A solid company culture may inspire workers to go above and beyond, as they feel more connected to the organization's mission and values and also encourage people to work together and think beyond the box.

On the contrary, dysfunctional culture may hinder an organization's progress. An unsupportive culture might cause employees to be uninspired, disheartened, and under-perform while unproductive culture discourages employees from expressing their ideas and opinions with their colleagues. When workers need help to connect with the organization's beliefs and objectives, it may lead to a lack of dedication and devotion. Leaders should appreciate minor accomplishments as they build up into bigger milestones. Building and sustaining a positive company culture effectively motivates workers and boosts morale, productivity, and efficiency.

C. Tools for Assessing and developing organizational Culture

i. Surveys

Organizational culture is essential to a company's success as it affects employee productivity, involvement and morale (Lubis & Hanum, 2020). Walmart Inc’s company's culture revolves around the principles of respect, service, quality, and innovation (Neebe, 2020). Walmart's mission is to provide exceptional customer service, create trust with its clientele, and foster an environment that rewards employee initiative, originality, and cooperation. Walmart uses several different organizational development tactics to establish a robust company culture.

One of the most prevalent methods for gauging and shaping company culture is via surveys which helps the company to assess different aspects including company culture, employee satisfaction, and productivity (David et al., 2019). Similarly, surveys may be used to collect data on the experiences of both individual workers and the company. These data can be used to guide strategic and cultural choices.

ii. Interviews

Interviews are often used to evaluate and improve company culture (Haveman & Wetts, 2019). Conducting interviews is a great way to learn about the culture of a company or group by hearing directly from its members about their personal experiences and the company's history. Employees and customers can be interviewed to learn more about the company's culture and identify development opportunities. Organizational development interviews may also be used to inquire about how a company's culture influences performance and productivity.

Organizational culture may be evaluated and improved using survey data and in-depth interviews. Both approaches may be used to learn more about an organization's culture by exploring its members' attitudes, conventions, and shared experiences. Based on the results, steps may be taken to enhance the company's culture and productivity. These techniques may also measure organizational development tactics, including job design, training and development, and performance management. Thus, surveys and interviews are priceless resources for businesses aiming to improve their efficiency and effectiveness.

VI. References

David, F. R., Creek, S. A., & David, F. R. (2019). What is the key to practical SWOT analysis, including AQCD factors? SAM Advanced Management Journal,  84(1), 25-35. https://search.proquest.com/openview/4c789215c77a8b288b1288e6a92710c5/1?pq-origsite=gscholar&cbl=40946

Haveman, H. A., & Wetts, R. (2019). Organizational theory: From classical sociology to the 1970s.  Sociology Compass,  13(3), e12627. https://onlinelibrary.wiley.com/doi/abs/10.1111/soc4.12627

Lubis, F. R., & Hanum, F. (2020, December). Organizational Culture. In 2nd Yogyakarta International Conference on Educational Management/Administration and Pedagogy (YICEMAP 2019) (pp. 88-91). Atlantis Press. https://www.atlantis-press.com/proceedings/yicemap-19/125949878

Neebe, K. (2020). Sustainability at Walmart: Success over the long haul.  Journal of Applied Corporate Finance,  32(2), 64-71. <a rel='nofollow' target='_blank' href='htt