BEING NEWTON

A document
On
Leadership style
Organizational culture and
Climate

Design variables chosen for the organizational study:

Freedom

Managerial
encouragem
ent

Autonomy

Sensitivity to
power

Challenging
work

Work group
supports

Organization
al
encouragem
ent

Lack of
organization
al
impediments

Sufficient
resources

Realistic
workload
pressure

Leadership style:
Different types of leadership styles exist in work environments. Advantages and disadvantages exist
within each leadership style. The culture and goals of an organization determine which leadership style
fits the firm best. Some companies offer several leadership styles within the organization, dependent upon
the necessary tasks to complete and departmental needs. Let us look at five well documented and
analyzed styles:

1. Laissez-Faire
A laissez-faire leader lacks direct supervision of employees and fails to provide regular feedback to those
under his supervision. Highly experienced and trained employees requiring little supervision fall under
the laissez-faire leadership style. However, not all employees possess those characteristics. This
leadership style hinders the production of employees needing supervision. The laissez-faire style produces
no leadership or supervision efforts from managers, which can lead to poor production, lack of control
and increasing costs.

2. Autocratic
The autocratic leadership style allows managers to make decisions alone without the input of others.
Managers possess total authority and impose their will on employees. No one challenges the decisions of
autocratic leaders. Countries such as Cuba and North Korea operate under the autocratic leadership style.
This leadership style benefits employees who require close supervision. Creative employees who thrive in
group functions detest this leadership style.

3. Participative
Often called the democratic leadership style, participative leadership values the input of team members
and peers, but the responsibility of making the final decision rests with the participative leader.
Participative leadership boosts employee morale because employees make contributions to the decisionmaking process. It causes them to feel as if their opinions matter. When a company needs to make
changes within the organization, the participative leadership style helps employees accept changes easily
because they play a role in the process. This style meets challenges when companies need to make a
decision in a short period.

4. Transactional
Managers using the transactional leadership style receive certain tasks to perform and provide rewards or
punishments to team members based on performance results. Managers and team members set
predetermined goals together, and employees agree to follow the direction and leadership of the manager
to accomplish those goals. The manager possesses power to review results and train or correct employees
when team members fail to meet goals. Employees receive rewards, such as bonuses, when they
accomplish goals.

5. Transformational
The transformational leadership style depends on high levels of communication from management to
meet goals. Leaders motivate employees and enhance productivity and efficiency through communication
and high visibility. This style of leadership requires the involvement of management to meet goals.
Leaders focus on the big picture within an organization and delegate smaller tasks to the team to
accomplish goals.
Being Newton has its belief set in the firm idea of participative leadership. Every member of the
organization is given opportunities to take up responsibilities and lead from the front.

Organizational Climate
Range of organizational climate definitions is wide enough, but in general it is defined as
individual perception of organizations policies, practices and procedure. Climate is a situational
attribute. It is characterized by subjectivity and is associated with people perceptions: their
thoughts, feelings and behaviour. It is more sensitive to power easily manipulated and
influenced.
Approaches

There are two difficulties in defining organization climate: how to define climate, and how to
measure it effectively on different levels of analysis. Furthermore, there are several approaches
to the concept of climate. Two in particular have received substantial patronage: the cognitive
schema approach and the shared perception approach.

Cognitive schema approach

Cognitive representations of social objects are referred to as schemas. These schemas are a
mental structure that represents some aspect of the world. They are organized in memory in an
associative network. In these associative networks, similar schemas are clustered together. When
a particular schema is activated related schemas may be activated as well. Schema activation
may also increase the accessibility of related schemas in the associative network. When a schema
is more accessible this means it can more quickly be activated and used in a particular situation.
When related schemas are activated, inferences beyond the information given in a particular
social situation may influence thinking and social behavior, regardless of whether those
inferences are accurate or not. Lastly, when a schema is activated a person may or may not be
aware of it.
Two processes that increase the accessibility of schemas are salience and priming. Salience is the
degree to which a particular social object stands out relative to other social objects in a situation.
The higher the salience of an object the more likely that schemas for that object will be made
accessible. For example, if there is one female in a group of seven males, female gender schemas
may be more accessible and influence the groups thinking and behavior toward the female group
member. Priming refers to any experiences immediately prior to a situation that caused a schema
to be more accessible.
Shared perception approach
Some researchers have pursued the shared perception model of organizational climate. Their
model identifies the variables which moderate an organizations ability to mobilize its workforce
in order to achieve business goals and maximize performance.
Being Newton holds faith in the shared perception approach.

Organizational culture:

Analysing organizational culture, E. Wallach (1983) identifies three cultural dimensions:

Bureaucratic culture;

Innovative culture;

Supportive culture.
Comparison between organizational culture typology theories by E. Wallach

Organizational culture
dimensions by E.
Wallach
Bureaucratic
Innovative
Supportive

Core values of the organizational culture

Stability, efficiency, formalized and structured work place,
predictability, power, vertical communication/results orientation
organization, competition (internal and external), successes,
reputation.
Personal creative freedom, orientation towards change, innovation,
risk
Loyalty or traditions, unity (we consciousness), teamwork,
participation, consensus, mutual respect, trust, friendly place to
work, individual development, high motivation, morale

Being newton was born out of innovative organization culture. It is a culmination of the ideas of
distinct individuals which different innovative thoughts who pooled together their resources and
went ahead and innovated.