Provide a definition of organizational culture and its importance to leaders.

Organizational culture is defined as the values and behaviors that contribute to the unique social and psychological environment of an organization (Northouse, 2013). This can include the philosophy, experiences, expectations, and values that keep a company held together. This is based on the shared attitudes, beliefs, customs, and formal/informal rules that exist in the firm’s corporate culture (Northouse, 2013). This can be shown in how a company conducts its business, how it treats its employees, and how it treats its customers. These factors greatly affect how productive and efficient an organization is and how it is viewed by the employees. This helps leaders to have a better understanding of how and why employees behave in accordance with the culture and towards objectives assigned by management. Every firm or organization has a different and unique culture that is ever changing. It is important for leaders to identify the culture so that they can help to mold and form it to the most productive culture possible.

Define the role an “adaptive” (transformational) vs. “strong” (transactional) culture performs in transforming an organization.

Transactional leadership is defined as the influence of a leader towards his subordinates using rewards and punishment as a motivation mechanism (Northouse, 2013). This is based on the idea that a leader must give or take something from subordinates in order to get them to perform a task or act in a desirable way. Transformational leadership is where the leader works as a motivator and model to encourage followers to work because of their love or like of the job and not because of rewards or punishment. The leader also works to put people in positions to succeed based on their strengths and expertise and then challenges them to do