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This article is about culture leadership from the point of view of organisational culture. It concentrates primarily on the example of Middle Eastern countries to underline the importance of the socio-cultural environment in corporate culture.
The concept of the organisational culture
There are different kinds of organisational cultures. For instance, in some cases, the corporate culture is managed by team or group leaders or directly by managers. Therefore, an individual might be responsible for taking robust and consequential action to be perceived as a leader. Nevertheless, in other cultures, it might be preferable to consult and have a populist approach.
The organisational structure is highly influenced by the social procedures and etiquette set in a given country. This said the organisational habits become apparent with an analysis of how a company deals with everyday issues. Therefore, the most important factor is internal to the organisation. Of course, a company’s decisions and general considerations build up its organisational culture, but also behavioural ethics has its part in it.
The company’s culture is based on its performance in the market and its employees’ behaviour. Consequently, the norm that ethical behaviour is the foundation for the company culture is correct as long as the corporate expression bases itself on the company’s representation. Since employees’ behaviour depends on the ethical norms of the company, the workers, therefore, reflect the mission, vision and aims of the company in which they work. In other words, how others view the company is based on the conduct of its employees.
However, this concept does not have to be brought to the extreme since a company’s organisational culture does not rely only on employees’ commitment and talent. For instance, an organisation that ignores how its workers behave or fail to analyse their commitment level cannot be considered in this case. Only confident organisations are promoting the ideas of reaching challenging goals and empowering forward-looking perspectives merit recognition.
Leaders
The way the leaders run the organisation is reflected in the company’s culture. Otherwise, the organisational culture influences the managers’ leadership style. That said, it is possible to affect an organisation’s culture by improving the leaders’ performance. To ensure that each worker has bestowed the company’s invention, culture, and change – company leaders should motivate their workers to stay committed from an imaginative and personal perspective.
The environment, staff training, and behaviour – factors influenced by the company’s concerns and interests – are the main factors influencing new and innovative theories in a corporation. In fact, in this case, collaboration plays an important role. If one combines collaboration of the company’s ideals with the approaches of staff coaching, the organisational culture will have great success.
That said, the organisational culture is more effective when it is based on a combination of important factors to the company and the will of its employees to make the firm thrive. An organisational culture based on the togetherness of the principles combined makes the changes in an organisation more accessible and quicker.
Cultural environment
Nevertheless, this kind of approach is not always easy to do, especially in countries with profoundly different cultural and social settings. For instance, when it comes to businesses located in Arabic countries, gender usually plays a different role from European states or the US. Therefore, it is less possible for women to be or become leaders in this kind of corporate climate. The discourse then is led to the fact that the organisational culture depends on the surrounding culture on the anthropological level.
For instance, in the Middle East, the banking organisation is based on principles from Al Quran. Given this peculiar setting, the employee’s behaviour is also strongly influenced by their socio-cultural environment. Besides, this sector has its own rules in the Islamic countries that the Western countries often do not consider when it comes to banking.
Firstly, drawing any possible profit from financial operations is not allowed for the companies and their workers. This explains why the Islam banks cannot benefit from interests which is the primary income for the banks in the United States of America and Europe. Secondly, the Banks follow a principle of prohibition in the Arab countries. It is forbidden to establish contracts and consensus, providing too risky conditions with a vague and uncertain outcome.
Therefore, it is forbidden to stipulate agreements concerning random events as their participants have to master all aspects of the contract. Moreover, the parties must ensure that they have done everything possible to achieve the contract’s effective outcome. The organisations dealing with investment procedures invest only in the legitimate sectors to link all financing to tangible assets.
There are many practical solutions for Middle Eastern banks. But, the overall solution is integration and a cultural change to improve the overall situation. There should be the integration of the benefits and the actions. Thus, some hours should be directed towards training or leadership enhancement while meetings are committed to increasing the market share and considering how to do it appropriately.
For instance, ASOMI College of Sciences is concerned with business management and organisational culture in businesses. The college offers several business-related courses and initiatives.
In other words
Conclusively, behavioural ethics plays a crucial role in organising the corporation culture in the first place. But organisational culture has a lot of factors it depends on; the most important one is leadership. But the socio-cultural environment should not be left aside, especially in areas such as the Middle East.
