scholarly journals ‘To what extent does Amazon.com, Inc success be accredited to its organizational culture and ND Jeff Bezos's leadership style? 

2019 ◽  
Vol 7 (11) ◽  
pp. 21-40
Author(s):  
KALPANA SOLANKI
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Leadership Style ◽  
Corporate Culture ◽  
Research Question ◽  
Organisational Culture ◽  
Communication Style ◽  
Dress Code ◽  
Democratic Leadership ◽  
Customer Services

This research aims at finding the answer to the research ‘To what extent does Amazon.com, Inc's success be accredited to its's organizational culture and ND Jeff Bezos's leadership style?  This research question is answered by using the concepts of Business management for identifying the organisational culture of Amazon and leadership style od Jeff Bezzo and later identify the role of the corporate culture and leadersip style in the success of Amazon. The secondary research shows that Amazon has an extremenly positive and welcoming organizational culture along with effective leadership style of Jeff bezzo which has led to the success of the company. Organisational culture motivate the human resources of the company to give their best efforts towards excellent customer services and customer satisfaction. The CEO jeff has inculcated a warn culture by injecting his values and used a mix of Authoratirian and democratic leadership style which has led to the success of the company. Human resources are the most important asset of every organisation and the positive organisational culture has contributed to the optimum utilization of the human resource capabilities in Amazon. The research essay end with the finding that the visonary leadership style of Jeff has inducted the long term values in the employees of Amazon. Amazon’s organisational culture can be depicted in the rituals, stories, behavior, communication, style, workplace practices, celebrations and dress code of the employees and management

İNSAN KAYNAKLARI YÖNETİCİLERİNİN LİDERLİK TARZI, YARATICI PROBLEM ÇÖZME KAPASİTESİ VE KARİYER TATMİNİ ARASINDAKİ İLİŞKİLERİN ARAŞTIRILMASI: AMPİRİK BİR ÇALIŞMA

2016 ◽  
Vol 4 (3) ◽  
Author(s):  
Hüseyin YILMAZ
Keyword(s):  
Problem Solving ◽  
Human Resources ◽  
Leadership Style ◽  
Career Satisfaction ◽  
Leadership Behavior ◽  
Future Research ◽  
Creative Problem Solving ◽  
Democratic Leadership ◽  
Creative Problem ◽  
The Relationship

The aim of this study is the creative problem-solving capacity of the organization with leadership behaviors of human resources managers and employees to examine the relationship between career satisfaction and is tested empirically. Research within the scope of the required data structured questionnaire method, operating in the province of Aydin was obtained from 130 employees working in five star hotels. Democratic leadership style according to the factor analysis, easygoing, participants converter, and releasing autocratic leadership dimensions were determined. According to the analysis, the dependent variable with a significant level of research and positive leadership style has been determined that no relationships. Regression analysis revealed that the leadership of the relationship with the creative problem-solving capacity of democratic leadership in style when found to be stronger than other leadership styles, while the variable describing the career of the employee satisfaction level of the maximum it was concluded that the creative problem-solving capacity of the organization. Research in the context of human resources on the very important for organizations, leadership behavior, creative problem-solving capacity and career satisfaction studies analyzing the relationships between variables it seems to be quite limited. The discovery by analyzing the relationship between the aforementioned variables, can make significant contributions to knowledge in the literature and are expected to form the basis for future research.

Pengarug Gaya Kepemimpinan, Budaya Organisasi, dan Kepercayaan Pegawai terhadap Komitmen Organisasi pada Suku Dinas Pendidikan Dasar Kota Administrasi Jakarta Barat

2015 ◽  
Vol 3 (3) ◽  
Author(s):  
Soeparlan Kasyadi
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Strategic Planning ◽  
Human Resources ◽  
Path Analysis ◽  
Leadership Style ◽  
Basic Education ◽  
Human Resources Development ◽  
Resources Development ◽  
Unit Analysis

<p>This research is aimed at obtaining information related to the affect of the <br />leadership style, organizational culture, and employees’ trust on organizational <br />commitment. Research has been implemented using path analysis after all variables put into a matrix of correlation. In this research, employees had been chosen as a unit analysis and 65 samples selected randomly. The results of research found out that: (1) there is direct affect of leadership style on employees’ trust; (2) there is direct affect of organizational culture on employees’ trust; (3) there is direct affect of leadership style on organizational commitment; (4) there is direct affect of organizational culture on organizational commitment; and (5) there is direct affect of employees’ trust on <br />organizational commitment. Based on those findings it could be concluded that any changing or variation which occurred to the organizational commitment of Basic Education Office in West Jakarta had been effected by leadership style, organizational culture, and trust to employees. Therefore, leadership style, organizational culture, and employees’ trust should be put into strategic planning of human resources development in increasing the organizational commitment of Basic Education Office in West Jakarta, however other variables are necessary to be taken into account properly. <br /> <br /><br /></p>

scholarly journals MEMETAKAN BUDAYA ORGANISASIATAS DASAR GAYA KEPEMIMPINAN DAN PENGARUHNYA TERHADAP KINERJA DOSEN

2012 ◽  
Vol 11 (2) ◽  
Author(s):  
Sugeng Mulyono ◽  
Jamal Abdul Nasir
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Descriptive Analysis ◽  
Private University ◽  
Performance Style ◽  
Authoritarian Leadership ◽  
Democratic Leadership ◽  
Negative Effect ◽  
Laissez Faire ◽  
Positive Effect

This research aimed to describe organizational cultural and style of leadership, analyzing organizational culture pursuant to style of leadership, analyzing organizational cultural influence to performance of lecture, and analyzing the direct and indirect influence of leadership style to the Private University lecturers’ performance. In taking the sample it uses multi stages of sampling with amount of sample as much 280 lectures. Data collecting uses questioner, interview and detection of relevant document; while analysis of data uses descriptive analysis and path analysis. The results of research indicate that: style of authority leadership have a negativity effect and significant to organizational culture; style of democratic leadership and laissez faire have positive effect and significant to organizational culture; style of democratic and authoritarian leadership have a positive effect and significant to the lecturers’ performance; style of leadership laissez faire have a negative effect and significant to the lecturers’ performance; organizational cultural have a positive effect and significant to the lecturers’ performance; leadership authority and democratic style indirectly influence positively and significant to the lecturers’ performance; and leadership style of laissez faire indirectly negatively influences the lecturers’ performance.

scholarly journals Influence of Organizational Culture, Leadership Style and Work Motivation on Human Resource Development and Employee Performance at the Office of the Ministry of Religious Affairs of South Sulawesi Province

2021 ◽  
Vol 8 (4) ◽  
pp. 171-179
Author(s):  
Musmulyadi . ◽  
Abdul Rahman Mus ◽  
Bahar Sinring
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Leadership Style ◽  
Random Sampling ◽  
Work Motivation ◽  
Employee Performance ◽  
Resource Development ◽  
South Sulawesi

This study aims to: (1) analyze the cultural influence of employee organization, in the form of integrity, professional, innovation, responsibility, and conscientiousness 2) analyze the influence of employee's work leadership style, in the form of spiritual leadership, autocratic style, laissez-fair style, and transformational style (3) analyze the influence of employee work motivation, the need for flexibility, the need to excel, the need for affiliation, and reward (4) analyze the influence of employee development, namely: benchmarking, learning tasks, intelegent quotient, and emotional quotient (5) analyzing leadership style influence on human resource development (6) analyzing the influence of motivation (7) analyzing organizational culture through human resource development (8) analyzing leadership style through human resource development affect employee performance. (9) analyzing motivation through the development of human resources affects the performance of employees (10) analyzing the development of human resources affects the performance of employees The object of this research is employees of the Ministry of Religious Affairs of South Sulawesi which is divided into 24 Offices of the Ministry of Religious Affairs of The City Regency and 1 Regional Office. The sample of this study was 386 out of a population of 10,293 employees. The research sample was obtained by random sampling cluster technique after which the population was proportionate using proportional random sampling. The data is analyzed with the Structural Equetion Modeling (SEM) program. The results showed: (1) Organizational Culture has no effect on employee performance. (2) Leadership Style positively and significantly affects employee performance (3) Work Motivation positively and significantly affects employee performance (4) Work Motivation positively and significantly affects employee performance (5) Leadership style positively and significantly affects Human Resource Development (6) Leadership Style positively and significantly affects Human Resource Development. (7) Leadership Style has a positive and significant effect on Human Resource Development (8) Organizational Culture positively and significantly affects Performance Through Human Resource Development (9) Organizational Culture positively and significantly affects Performance Through Human Resource Development. (10) Organizational Culture has a positive and significant impact on Performance through Human Resource Development. Keywords: Performance, Organizational Culture, Leadership Style, Work Motivation, Human Resources Development.

scholarly journals THE INFLUENCE OF MANAGEMENT STYLE AND EMOTIONAL INTELLIGENCE ON THE FORMATION OF EMPLOYEES’ COMMITMENT AND LOYALTY

2019 ◽  
Vol 7 (5) ◽  
pp. 393-404
Author(s):  
Andrii Trofimov ◽  
Olga Drobot ◽  
Anzhelika Kоkаrieva ◽  
Nataliia Maksymova ◽  
Antonina Lovochkina ◽  
...  
Keyword(s):  
Leadership Style ◽  
Corporate Culture ◽  
Professional Growth ◽  
Employee Satisfaction ◽  
Work Organization ◽  
Statistical Processing ◽  
Management Style ◽  
Technical Equipment ◽  
Effective Work ◽  
Democratic Leadership

on the formation of commitment and loyalty among the staff, and compare different styles of personnel management and determine the most effective. Methodology:The methodological basis of the study was formed by the following principles: the principle of internal and external determination unity, the principle of consciousness and activity unity, the principle of systemic nature, the principle of objectivity, the principle of qualitative and quantitative approach in the process of data analysis, the principle of validity. Statistical processing of data included analysis of the significance of differences using the analysis of variance, the determination of correlation relationships between certain indicators. The correlation was performed with Pearson and Spearman coefficients. Statistical processing was carried out with the software package of SPSS 16.0. Main Findings: The staff is a valuable resource for the organization. And for a long time already it is known, that effective work of employees raises competitiveness and profitableness of the organization. Therefore, the management of personnel, as well as the formation of commitment and loyalty is becoming a top priority. In the course of our study, we studied the factors that affect the formation of commitment and loyalty of employees. We determined that under the current conditions of doing business in Ukraine, the level of loyalty and corporate culture depends on the management style and other factors that affect their level: 1) If the manager is oriented toward production goals, without taking into account the "personal factor", the level of organizational loyalty of subordinate employees is reduced. The highest level of development of communications between workers in the company raises the level of their loyalty. 2) Democratic leadership style increases the level of loyalty, corporate culture, and job satisfaction, and the authoritarian style of leadership leads to their reduction. 3) The presence of diverse tasks that meet the characteristics of workers and positive relationships with colleagues increase the level of loyalty and employee satisfaction. 4) The severity of such tendencies as "trustfulness- tameness -dependence" and "responsiveness-unselfishness-sacrifice" in the manager increases the level of loyalty of subordinates. Taking into account such factors by management as a mode of work, the diversity of work, independence in work, the correspondence of work to abilities, the possibility of advancement, the level of work organization, relations with colleagues, technical equipment, employee satisfaction with his labor can increase the level of corporate culture and its components. Applications of this study: The study could be useful for HR-specialists, managers, psychologists, and employees in different spheres.  Novelty/Originality of this study: Undoubtedly, loyalty plays an important role in the success of the organization. The level of employees’ loyalty, as well as their attitudes and labor values, largely determine the degree of staff's susceptibility to both external (salary, benefits, working conditions, etc.) and internal (the content of the work performed, the opportunities for professional growth, recognition, and evaluation of achievements) incentives.

Organizational Culture and Organizational Effectiveness in a Global Context

2014 ◽  
pp. 1210-1225 ◽  
Author(s):  
Andrea Banto
Keyword(s):  
Organizational Culture ◽  
Multinational Corporations ◽  
New Product Development ◽  
Organizational Effectiveness ◽  
Leadership Style ◽  
Negative Influence ◽  
Global Perspective ◽  
Communication Style ◽  
Quality Improvements ◽  
Team Interaction

Globalization increased the expansion of multinational corporations to countries on all continents leading to growth. Companies like Wal-Mart, Southwest, and Apple survived and prospered when other similar companies failed. What made them so successful? It might be a combination of many things, but the most important piece in this mix is their organizational culture. From the global perspective, the organizational culture of a subsidiary is influenced by the home and host-country’s national culture. This is reflected in all its operations and influences the leadership style, decision-making process, team interaction, and the communication style. The inability to master the cultural factors may have a negative influence on the subsidiary’s effectiveness. The organizational culture can be measured through four cultural traits: mission, involvement, adaptability, and consistency. The organizational effectiveness can be measured through the sales growth, market share growth, return on assets, quality improvements, new product development capability, employee satisfaction, and the overall firm performance. This chapter is a review of the applications of Denison’s model of organizational culture and effectiveness in a variety of countries.

scholarly journals Pengaruh Gaya Kepemimpinan Dan Budaya Organisasi Terhadap Kepuasan Kerja Untuk Meningkatkan Kinerja Karyawan Matahari Departement Store Duta Plaza Di Denpasar

2020 ◽  
Vol 2 (1) ◽  
pp. 126-143
Author(s):  
Ni Luh Kardini
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Corporate Culture ◽  
Organizational Support ◽  
Structural Equation ◽  
Goodness Of Fit ◽  
Employee Performance ◽  
Empirical Test ◽  
Poor Performance

Employee contributions will be important if done with effective actions and behave correctly. Not only the amount of effort but also the direction of the business. The nature, effort or willingness to work as well as the various things that constitute organizational support is very important for the success of employee performance. In this study analyze the problems faced by employees of Matahari Department Store Duta Plaza, some of them feel there is dissatisfaction in work so that this affects the poor performance. Empirical test conducted on 120 employees to obtain data about leadership style and organizational culture that had been considered has not been able to provide hope for employees. Analyzer used in this research is Structural Equation Model (SEM). The result of SEM analysis has fulfilled the criteria of the model of Goodness of Fit Index Criteria: chi square = 294,276, probability = 0,000, RMSEA = 0.116, GFI = 0.776, AGFI = 0.697, CFI = 0.829. All meet the criteria, except RMSEA and AGFI are marginal. The results of this study indicate that organizational culture is not significant influence on job satisfaction is not significant to performance, organizational culture is not significant effect on performance, leadership style is not significant effect on performance either directly or indirectly through job satisfaction. Job satisfaction has a positive and significant effect on employee performance. On the basis of these results, the managerial implications that can be suggested are the improvement of job satisfaction and performance can be achieved by creating and maintaining a culture of involvement in corporate culture, applying participative leadership style in line with providing satisfactory salary levels for employees.

scholarly journals HUBUNGAN GAYA KEPEMIMPINAN DAN SISTEM PENGENDALIAN MANAJEMEN TERHADAP TERBENTUKNYA BUDAYA DI PERUSAHAAN KELUARGA DEVELOPER “X”

CALYPTRA ◽  
2017 ◽  
Vol 5 (2) ◽  
pp. 227
Author(s):  
Olinda Lestari
Keyword(s):  
Organizational Culture ◽  
Control Systems ◽  
Leadership Style ◽  
Corporate Culture ◽  
Mutual Influence ◽  
Basic Research ◽  
Management Control ◽  
Cultural Control ◽  
Management Control Systems ◽  
Family Enterprises

Abstrak - Penelitian ini merupakan penelitian basic research yang bertujuan untuk meningkatkan pemahaman mengenai hubungan gaya kepemimpinan dan sistem pengendalian manajemen terhadap terbentuknya budaya di perusahaan keluarga PT. X. Penelitian ini menggunakan pendekatan kualitatif dengan metode pengumpulan data yaitu wawancara, observasi dan analisis dokumen. Hasil penelitian ini menunjukkan bahwa gaya kepemimpinan dan penerapan sistem pengendalian manajemen memiliki hubungan yang saling mempengaruhi terhadap terbentuknya budaya perusahaan. Gaya kepemimpinan seorang pemimpin dipengaruhi oleh nilai budaya keluarganya yang telah melekat dalam dirinya, dimana sistem pengendalian manajemen yang diterapkan disertai dengan nilai-nilai tersebut, sehingga kemudian akan menjadi dasar dari perilaku seluruh anggota organisasi. Faktor yang membentuk budaya tidak hanya dari kepemimpinan saja, tetapi melalui ikatan emosional yang tercipta antara pemimpin dan karyawan akan menciptakan pengendalian budaya yang efektif dalam mendukung terbentuknya budaya yang baik. Oleh karena itu budaya organisasi yang kuat merupakan komponen dari pengendalian yang juga membentuk adanya pengendalian budaya yang efektif untuk mengendalikan tindakan karyawan agar sesuai dengan budaya organisasi yang ada. Kata Kunci: Gaya kepemimpinan, Sistem pengendalian manajemen, Budaya organisasi, Perusahaan keluarga Abstract - This study is basic research that aims to improve the understanding of the relationship leadership style and management control system against formation culture in a family enterprises PT. X. This study used a qualitative approach with method of data collection are interviews, observation and document analysis. These results indicate that the style of leadership and the implementation of management control systems have a relationship of mutual influence on t he formation of the corporate culture. The leadership style of a leader is influenced by his family cultural values that have been inherent in her, where management control systems are implemented along with these values, which then will be the basis of the behavior of all members of the organization. Factors that shape the culture not only of leadership, but through the emotional bond created between leaders and employees will create effective cultural control in supporting the formation of a good culture. Therefore, a strong organizational culture is a component of the control that is also shaping the effective cultural control to control the actions of employees to fit the existing organizational culture.

scholarly journals IMPACT OF DEMOCRATIC LEADERSHIP STYLE ON JOB PERFORMANCE OF SUBORDINATES IN ACADEMIC LIBRARIES IN PORT HARCOURT, RIVERS STATE, NIGERIA

2018 ◽  
Vol 6 (10) ◽  
pp. 232-239
Author(s):  
Kalu Dolly C ◽  
Okpokwasili Nonyelum P.
Keyword(s):  
Job Performance ◽  
Leadership Style ◽  
Academic Libraries ◽  
Research Question ◽  
Positive Influence ◽  
Professional Staff ◽  
Democratic Leadership ◽  
Port Harcourt ◽  
Degree Of Satisfaction ◽  
Rivers State

The study focused on the influence of democratic leadership style on job performance of subordinates in academic libraries in Port Harcourt, Rivers State, Nigeria. The research design adopted for the study was a survey, while the 74 professional and para-professional staff working in the libraries studied were the respondents. Data collection was through questionnaire instrument titled “Democratic Leadership Style on Job Performance of Subordinates in Academic Libraries (DLSJPSAL)” made up of of five (5) item statements. Research question was answered using frequency counts, total score and means. Findings of the study revealed that democratic leadership style in academic libraries studied has positive influence on subordinates’ job performance because it results in high employees’ productivity. This style of leadership tends to have work groups that were very productive and subordinates showed a high degree of satisfaction on the job. Among others, the researchers recommended that heads of academic libraries should be encouraged to adopt democratic leadership style since it yields higher result in job performance of subordinates and consequently to users’ satisfaction with library services.

scholarly journals The Influence of Organizational Culture, Leadership Style, and Work Discipline on Employee Performance

2021 ◽  
Vol 6 (4) ◽  
pp. 209-214
Author(s):  
Dewi Wahyuni ◽  
Charles Bohlen Purba
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Corporate Culture ◽  
Positive Impact ◽  
Employee Performance ◽  
Secondary Data ◽  
Original Data ◽  
Sampling Procedure ◽  
Management Style ◽  
Employee Productivity

Purpose of this study is to analyze and understand simultaneously the influence of organizational culture, management style and work discipline on the performance of employees of PT. Don't call it Timur Shakti. The original data of the questionnaire and secondary data in the data were used as probability samples. As a sampling procedure. This study is a quantitative study of seventy-line employees of PT Bintang Timur Sakti. The analytical method used in this study is to use SPSS 24 to perform multiple linear regression. Organizational culture, management style and work discipline all have a positive impact on employee productivity. Corporate culture of PT. Bintang Timur Sakti is a variable that has a significant effect on employee productivity at PT Bintang Timur Sakti.

Sign in / Sign up

Export Citation Format

Share Document