Vadovo vaidmuo formuojant organizacinę kultūrą

LTStraipsnyje apžvelgta vadovo svarba organizcinės kultūros formavimui transformacijų metu. Lyderiavimas priklauso nuo daugelio veiksnių, tai nuo pavaldinių lūkesčių, pačio vadovo asmeninių savybių, aplinkos, kuri veikia organizaciją ir vadovą, užduoties pobūdžio. Lyderiavimas dinamiškas procesas. Nėra vieno „geriausio būdo“ kaip valdyti, todėl vadovai turi atsižvelgti į vaidmens efektyvumą iš daugelio pozicijų, ypatingai akcentuojant darbuotojų ir pačio vadovo elgsena. [Iš leidinio]Reikšminiai žodžiai: Lyderiavimas; Organizacija; Organizacinė kultūra; Leadership; Organization; Organizational culture.

ENThe author of the article analyses the importance of leadership and influences on forming organizational culture. Investigations of different authors in this sphere are reviewed. Bennis, Nanus distilled four themes or necessary areas of competence, which they call strategies and which can be summarized as: vision, Communication, trust and self- knowledge. These strategies do not presume to tell you how to achieve a perfect fit in any particular situation. They are best regarded as the necessary conditions for any freedom of action. Leadership is a dynamic process, influenced by the changing requirements of the task, the group itself and the individual members. The implication of is that there is no "one best way" of leading, and leaders need to be able to exercise a range of behavior to maintain their role effectively. Research studies conducted over the last thirty years have suggested that there are at least four key variables which are crucial in any analysis of leadership. These are: the attributes (knowledge, skill, attitudes) of the leader: the nature of the task or goal; the nature of group or team; the organizational culture. The most recent researches suggest that a contingency approach to leadership is likely to achieve the most productive balance between the needs of the team, the requirements of the task, the nature of the organization culture and the pressures exerted by the situation or context. Handy develops the idea of the environmental element in leadership.He sees six key aspects in this: the power position of the leader; the relationship between the leader and the group; organizational norms (or organizational culture); structure and technology of the organization; the variety of tasks; the variety of subordinates. Leadership is basically a question of achieving the best fit between the leader's personal attributes, the expectations and needs of the subordinates, the needs of the task, and the environment in which the events take place. [Text from author]