Case Study of Lamm Rubenstone: Organizational and Leadership Analysis

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Carnegie Mellon University
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Case study
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Organization culture matters because it is the hallmark of employee empowerment, motivation, and employee engagement which translate to satisfaction among the staff within an organization (Effective Leadership. n.d.). Among other functions, organization culture conveys the message of the uniqueness of the organization. In particular, it defines what makes the organization different from other agencies. Also, culture clarifies the scope of the activities that take place in an organization by providing collective commitment towards achieving the organizational objectives as well as promoting system stability in the organization.

In Lamm Rubenstone, just like any other corporation, leadership and management stakeholders must determine their role to the overall effect of the organization culture. First, the management has a duty to ensure organization culture is upheld. The managers are entitled to the task of providing a healthy workplace for the staff as they strive to perform activities within the organization ("Leadership: Theory and Practice," 1998). The manager addresses critical issues that emerge within the organization to ensure harmony, peace, and tranquility prevails in the workplace. Therefore, the managers ought to realize the significance of organizational culture and the effort they should put to shape-up the culture.

The positive cultural trail is directly affected by the activities of the manager in an organization (Erkutlu, 2011). The components like empowerment, delegation, mentorship, and trustworthiness formally dictate the impression of the organization culture. The components supplement the idea of embracing cultural reinforcement.

Managers are always on the lookout and scrutiny. The subordinate always look upon them-they tend to copy what they see their managers do this to a great extent managers are the determinant whether organization culture is upheld or abandoned. In particular, if the manager fights to sustain the culture, the subordinates will follow shot. The managers have a role to ensure fairness and equitability exist among the staff members. The managers ought to take caution while making a critical or strategic decision for the organization above all guaranteeing the ethical standards are observed. Finally, the managers ought to put the right mechanism and support systems that give the employee an opportunity to improve their skills.

Lamm Rubenstone recognizes that a great culture should encompass strategy (Role and responsibilities of team leaders. (n.d.). It is observed the company under study uses strategy and culture as the propelling elements towards its achievement. The duo cannot be ignored. In most organizations, activities have not flourished because there is a healthy, innovative, inspiring, and vibrant but supplementing the components with a better strategy ensures a perfect outcome once the two aspects are incorporated.

Lamm Rubenstone uses Social mobile, and Analytic cloud as a framework that unifies the enterprise and aligns its efforts to give the guidance on the right thing to do and what not to do. The SMaC offers a concrete and clear operating practices that serve as a success formula for the organization. The SMaC recipe is a replica of the empirical validation of what works and what does not work. Prominent companies have been observed to use this criterion to restructure their systems to maximize efficiency and effectiveness.

The company inspires employees with a purpose rather than sugar-coating them with a paycheck. The company participates in corporate social responsibility that helps to engage the company employees with the community. Therefore, in return, the action promotes and reinforces the vision, purpose, and the values of the company. The company has taken this opportunity to inspire their employee through philanthropic initiatives to help the employee and the community at large understand the company mission.

Also, the openness in communication as culminated good relationship among the staff in the company. In most aspects, the company engages in the one-on-one discussion which is perceived as the best means of addressing issues in real-time. Open communication is the backbone of a stable organization culture incorporating employee engagement, productivity, and collaboration in various business processes. Lamm Rubenstone has designed an upward, downward, and horizontal communication in the verge of ensuring transparency is achieved.

The existence of a positive organization culture culminates a platform for employee motivation and engagement. Employee engagement can be described as a situation where an employee is dedicated and inspired by their work. More often than not, the employee who is engaged is attracted and inspired by what he does. The employee invests in discretionary effort to ensure the future of the company is catered for to see the organization succeeds. Also, from the existing statistics, employee engagement drives the results rather than merely correlating with the bottom line results.

On the other hand, employee motivation is a psychological factor that determines the behavior and the general conduct of the employee within the organization. The aspect orchestrates the level of persistence and the level of effort put towards achieving the best results in the organization. Therefore, leaders in various agencies both local and international fight to leverage this human tendency to find the fundamental course of motivation. Thus, the leaders must have the skills of igniting the intrinsic motivation of employee to tap the potential of each employee by studying their motive. The leaders opt to use intrinsic motivators to execute this process. Leaders might use bonuses, tax holidays, and warfare services to promote the motive of employees.

Also, a prosperous employee culture is the epicenter for innovation. For quite a long time, this concept has been dominant in most parts of the world. The success of the Lamm Company is attributed to the contingent effort of embracing a great employee culture. The company has realized the importance of leveling the battling ground by identifying a unique environment that fosters innovation and creativity. Right from the way activities are structured and the decision making procedure, the company seems to understand the importance of simplifying the process. The activities within the business process are designed to achieve the highest level of efficiency concerning saving time through re-engineering the process.

Also, the company has taken the obligation of nurturing and encouraging employees to be innovative. This means, giving employee enough leisure time and interactive sessions to share ideas and jog up their minds and get out of the monotony at their workplace. This is a great opportunity for the employee to think of unique innovations in the process of meditating their daily activities.

There are many indicators of a great organizational culture. The presence of a great workplace indicates that employees have a trivial relationship in their areas of work. Also, the presence of motivation programs such as performance appraisal, credibility, and fairness regarding promotions contribute to a positive culture ("Why Leaders Should Care About Organizational Culture," 2014).

Considering the employee perspective, the company has recognized that a great workplace is where people are proud of what they do and trust the people they work for. However, the leader`s perspective demonstrates that a great workplace is where all the organization objectives adhere and employee sacrifices their efforts to deliver the best either ad a team or as an individual.

The head partner of the firm Tony Lamm had an argument with his old partner. After some commotions in Office, the old partner left the office and all the security details of the computers including passwords and padlocks were changed. The management had to introduce new security features to prevent the old partner from accessing the premises and compromising the facilities within the premises.

Although there is no consensus on the specific definition of leadership, leadership is defined as a process that influences a group of people to work together to realize common goals. When leadership is perceived as a trait, the opinion is skewed to those people who have inmate or inborn ability which is regarded as special talent. Therefore, the trait concept makes leadership to be conceptualized as a property that is possessed by some people while other people are not endowed to that property.

Leadership impression should be top-down; the trickle-down effect should be noted at a glance. The idea of good leadership starts from the top management team and percolates to other staff members as enumerated in the organization structure of the company. The management should communicate crystal clear their priority. As such, a framework of solving issues can be designed, and the employee will be aware of the procedure to follow once they want a problem to be addressed.

On the perspective of leadership, is perceived as a social reality that conveys what the employee feel, think, and do. In this case, organizational culture is meant to offer a framework of behavioral, psychological, and emotional activities that the staff perpetuates unconsciously.

It is prevalent the company is making use of quite a number of leadership theories to exercise their power. First team leadership theory is applicable in this context. This theory helps the managers to understand the approach to use while making critical decisions at the same time bringing together a team of propel and keep track the performance of the team.

Besides, leadership-member exchange theory is explicit. The theory associates leaders with dyads links that create relationship between the leaders and their followers. The theory supports in-group and out-group relationships. We can deduce that the relationship among the leaders and the followers is mutual but privileges are granted to workers according to their positions.

Transformational leadership is an aspect that cannot be overlooked. In transformational leadership, the leaders and the employee work together to come up with policies, vision, and mission of the company. Virtually this is a universal leadership strategy that is applied by almost all the companies.

Also, the use of the path-theory is evident from the case study. The manager of the company behaves and works in a manner that suites their employees and help the employee keep track of ethical conduct expected from the staff while executing their daily duties. The organization seems to adhere to the parameters of path-theory.

In conclusion, leaders should recognize the significance of organizational culture. The results of a great organizational culture are remarkable. Therefore, it is undisputable that organization culture in critical element that cannot be ignored by any organization. Thus, it is the obligation if the managers and leaders to be exemplary to other junior staff. Notably, great organizational culture trickle-down from the senior to junior staff. As such, the objectives will be realized as the company will embrace the accepted standards of a workplace.



Effective Leadership. (n.d.). Culture and Organizational Behaviour, 241-266. doi:10.4135/9788132100997.n10

Erkutlu, H. (2011). The moderating role of organizational culture in the relationship between organizational justice and organizational citizenship behaviors. Leadership & Organization Development Journal, 32(6), 532-554. doi:10.1108/01437731111161058

Leadership: Theory and Practice. (1998). The Leadership Quarterly, 9(4), 530-533. doi:10.1016/s1048-9843(98)90015-7

Role and responsibilities of team leaders. (n.d.). Effective Team Leadership f...

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