Action and reaction?

It looks like not an easy way for leaders or CEOs to balance their concerns of task and people, and create a good relationship of organizational culture in their businesses,  In the issues of the joint effect of CEO leadership and organizational culture on employees, Song, Tsui, and Law (2009) examine and claim, there are two schools of thought on the relationship between CEO leadership and organizational culture, for examples, for functionalists, “CEOs have a significant impact on the emergence of culture, and they could develop and maintain organizational culture… Yet culture scholars with an anthropological view regard leaders as part of the culture… In this school, the leader may not be the agent who can change the culture but may be the recipient influenced by the culture” (p.1). It is a very interest argument. The same as Northouse (2007) examines and claims style approach is a useful way to understand the behaviors of leaders, and it “reminds leaders that their impact on others occurs through the tasks they perform as well as in the relationships they create” (p.78). Overall, I consider everything is action and reaction, and we all impact by one and others, especially under the same condition or environment.

Franki

References

Song, L., Tsui, A., & Law, K. (2009, Fall). Unpacking employee responses to


        organizational exchange mechanisms: The role of social and economic


        exchange perceptions. Journal of management, 35 (1), 56-93. Retrieved

         May 9, 2009, from First Search database.

     

Northouse, P. G. (2007). Leadership (4th ed.). Thousand Oaks, CA: Sage.