Every organization owns an organizational culture that assists it perform its functions and maintain its existence in the market. The managers are charged with the functions of ensuring that the culture is well integrated in the business. Therefore, every manager must understand the business’s culture or climate in order to foster its proper preservation and maintenance (CARNEY, 2006).

The three researches that support the idea that managers ought to have an understanding of the business’s culture are;

  • Hahn (2011) states that the instance managers understand the organization’s culture the manager is able to better transform the culture aligning it more towards the existing conditions.
  • Leithwood, et al. (1999) states that culture is formed by behaviors that have been repeated over the years and that lead to the satisfaction of the employees and therefore managers have no much of a choice in order to lead a successful organization except from  acquiring an understanding regarding the existing culture and appreciating it.
  • Schein (1992) states that by understanding an organization’s culture managers are able improve and match the appropriate culture to fit the organization’s mission and vision. This enables the adoption of the most quality cultural values.

Kefela (2010) states that a manager gaining insight regarding the culture of an organization is numerously significant to towards the performance of the entire organization. The manager is able to in an enhanced way manage employee behavior. He is able to make sure that the business’s core values are widely shared and intensely held by all members. Managers’ failure to comprehend the organizational culture might lead to reduced production due to the disconnection between him and the processes of the organization and which will ultimately lead to lead to reduced revenues  (Kefela, 2010). Researchers regard that for any successful organizational change to occur then it must be aligned with the existing culture, taking into account that managers spearhead the change then they must have an insight of the present cultural values and tendencies. 


CARNEY, M. (2006). Understanding organizational culture: the key to successful middle manager strategic involvement in health care delivery? Journal of Nursing Management. doi:10.1111/j.1365-2934.2005.00592.x

Kefela, G. T. (2010). Understanding Organizational Culture and Leadership – Enhance Efficiency and Productivity.

Kefela, G. T. (2010). Understanding Organizational Culture and Leadership – Enhance Efficiency and Productivity.

Leithwood, K. A., Jantzi, D., & Steinbach, R. (1999). Changing leadership for changing times. Buckingham: Philadelphia.

Schein, E. H. (1992). Organizational culture and leadership. San Francisco: Jossey-Bass.

Hahn . (2011).Organizational Adaptation and Control derived from



Unethical managers may bring the organization’s operations to its knees and ultimately closure of business. The unethical behaviors majorly negatively impacts on the staffs’ morale and which results to reduced output and high turnover of workers. Thus, it is essential for an organization to hire ethical and reputable persons to head the business.

I heard over the news of a certain medical research company where researchers had for years been working towards discovering a drug to cure a certain disease. After the researchers discovered the right drug, the head researcher who was never involved in the trials and discovery took over the drug and claimed to have discovered it. The manager solely took credit for work he never participated in and additionally threatened to sack anyone who would attempt tell the truth. This action led to the loss of key researchers who were frustrated by the lack of acknowledgment.

The above unethical manager violated all the five principles of the ethical management. This is because he failed to respect his subordinates, he failed to serve them by serving himself, this was a very unjust deed along with a dishonest one and he failed to preserve his community of researchers rather he motivated their departure.

I believe this kind of deed would have been evaded through making sure that every individual in the organization owns a stated job description, along with making the work descriptions the foundation of written reviews. Additionally, there should be continued feedback seeking from employees that allows the evaluation of ways in which subordinates regard their superiors. Most importantly periodic presentations of work done should be done at various stages preventing the final hijacking of works done and heavy penalties including prosecution should be extended to unethical managers.

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