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1.2 Assess the influence of an organization’s culture on its leadership style and management practices.

1.2 Assess the influence of an organization’s culture on its leadership style and management practices. (400 wordshort essay)

What is culture? Culture is socially learned and transmitted by members; it provides the rules for behaviour within organizations. The definition of organizational culture is of the belief that can guide staff in knowing what to do and what not to do, including practices, values, and assumptions about their work. The core values of an organization begin with its leadership, which will then evolve to a leadership style. Subordinates will be led by these values and the behaviour of leaders, such that the behaviour of both parties should become increasingly in line. When strong unified behaviour, values and beliefs have been developed, a strong organizational culture emerges. Leaders have to appreciate their function in maintaining an organization`s culture. This would in return ensure consistent behaviour between members of the organization, reducing conflicts and creating a healthy working environment for employees.

Would an authoritative/autocratic, commanding and coercive leader fit in to an organisation where employee engagement was a priority, where employees were empowered to make quick decisions (wide span of control) and have a strong voice, up/down communication was a key value, charisma and emotional intelligence were qualities this organisation expected from leaders. Or would it best suit a coaching/transformational/charismatic leader? Discuss.

1.3 Assess the influence of an organisation’s structure on it’s leadership styles and management practices.

Question: Do leaders shape organisations or do organisations shape leaders? Compare at least two organisational structures/design with at least two management styles and compare and assess the influence/impact they have on leadership styles and management practices. Discuss which organizational structure is best suited and why, how do they impact on policies and procedures. (400 word short essay)

And this


Identify the extent to which equality, diversity and inclusion strategies, policies and practices are fit for purpose



Identify strengths and weaknesses by benchmarking organisational equality, diversity and inclusion policies and practices internally and externally



Identify a range of areas for improvement in human resource practices, organisational systems, procedures and/or processes



Appraise the basis for setting criteria to evaluate the effectiveness of equality, diversity and inclusion strategies, policies and practices


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