Throughout an organization, many different cultures among departments, divisions, branches, and work units can exist. Differences in organizational culture are typically a result of leadership style: The more control the leader exerts over the organizational unit, the more his or her style will impact the culture within the unit. This insight is a product of the seminal research conducted by Bass (1985), which was later developed in more detail by Schein (1990). Schein explained that the fundamental role of a leader is to shape organizational culture in order to promote change. How innovation and change are led directly reflects on a leader's success and organizational effectiveness.

For this Discussion, review, "Culture in Action," in Bolman and Deal (2017). The chapter provides various short scenarios and examples of management styles and culture. Examine two different scenarios from the chapter, and consider how the leader's management styles impacts the organizational culture.

• First, analyze how each of the two management styles you selected distinctively creates organizational cultures. (Provide the page number of each scenario in the text to help your colleagues find and refer to it.) In discussing organizational culture, explain how culture is different from climate.
• Next, analyze the strengths and weaknesses of the two styles.
• Then, evaluate how these differences could align or be dissonant with the organization's culture and the advantages or disadvantages of that dynamic.
• Finally, identify the type of organizational culture you think would be the best for the business used in the scenario. Provide a rationale for your choice.

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Analyzing Leadership Styles and Organizational Culture in Culture in Action Lets delve into two scenarios from Bolman and Deals Culture in Action 2017 ... View the full answer