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Salix Software
Leadership is a crucial part of an organization. An organization’s success or failure depends on its leadership(Hogan et al., np). There are result oriented leaders and people-oriented leaders. Good managers care for both results and the well-being of the employees. A leader focused on results is only interested in deadlines, goals, and achievement. Employees might find it challenging to speak up when they have a problem because of fear of being viewed as incompetent. The work environment is crucial for a company’s success, so leaders should strive to ensure the working environment is conducive.
What type of culture does Salix have?
Leadership determines the culture of an organization. Richard Perrin defines organizational culture as the glue that connects employees’ values and views (Weerasinghe np). The kind of culture in an organization guides and determines both employers and employees’ actions and an organization’s success. The type of culture at Salix software is the result-oriented culture. Result-oriented culture only favors the completion of tasks. The relationship between employees is not valued. An excellent example in Salix is seen where the employees are in competition and do not care about each other’s well-being. Result-oriented culture affects a company both internally and externally.
What does leadership need to do to remedy the issues described?
The leadership at Salix software needs to integrate both results and people-oriented cultures. The people-oriented culture encourages employees to support, respect, and encourage each other. An employer who is appreciated is likely to work hard to produce better results. Salix management can also establish a teamwork organizational culture. Employees who work together achieve the organization’s goals more effectively (Baird, p 403). A team-oriented culture is just as influential as a result-oriented culture. Examples of companies with excellent working cultures are twitter, Zappos, Costco, and continental. Twitter employees work together and are friendly to each other, and they achieve more.
Works Cited
Baird, Kevin, Sophia Su, and Amy Tung. “Organizational culture and environmental activity management.” Business Strategy and the Environment 27.3 (2018): 403-414.
Hogan, Robert, et al. “Leadership in organizations.” (2018).
Weerasinghe, Gamini. “Organization culture impacts on employee motivation: A case study on an apparel company in Sri Lanka.” (2017).