Please reply to each classmate. Also, please make each reply personable and sepa

Please reply to each classmate. Also, please make each reply personable and separate.
New Post by Alec Ayers:
At my old job at a pediatricians I was led by several managers and leaders one of whom was more notable and charismatic then the rest. She possessed many charismatic qualities and was focused on bringing change to the organization as the environment we worked in is ever changing. She would often reward employees for bringing new ideas to the table and always kept an open mind when discussing problems and solutions.
The organization I used to work is a great example to explain culture with, at Lowe’s employees are all valued equally while managers seek to inform them when mistakes are made and help them learn as they climb the position ladder. At Lowe’s we used cooperative culture quite a bit as all departments rely on each other to perform their best. Lowe’s is also great at being adaptive, they always help employees adjust to new changes or bounce back when a major factor has changed how something works. Though Lowe’s is a very competitive brand with huge competitors like home depot and harbor freight, it’s important that the organization tried to stay ahead of the competition otherwise they could’ve been out played by another organization. bureaucratic culture was possibly the most notable culture at Lowe’s as it was important that we had order and guidelines to follow each day.
The United States and Russia have many similarities and differences, the two countries are both large and depend on the people to profit. They are a little different in the aspect of leadership, Russia is a bit more about individualism which lets the leader make many decisions without consulting the people. The United States is obviously very democratic and the people get to say what changes and what doesn’t. Though they are similar because they both have extremely large military forces and rely heavily on them to protect themselves from other countries.
New Post by Caleb McLeod:
Leadership is required to correct any organization’s culture because it can never be perfect. The atmosphere is created by the leader’s actions, values, and conduct inside the organization. The leader can influence the culture by his regular behavior by acting in a certain way.
Drive positive changes: It is the responsibility of the leader to build awareness inside the company so that there can be a positive drive everywhere. Some leaders leave the culture as it is, while others work to change it in response to the environment’s shifting conditions. His responsibility is to educate others about the new cultural shift that must be implemented in the company.
Connection with the workforce: A leader needs to engage the hearts and minds of the workforce. He needs to cooperate with them to achieve the same objective. Since feelings are the biggest motivators for anyone, He must express an emotional bond, a driving force, and all of the other top leadership qualities.
Clan Culture: In this culture, the chiefs are revered as father figures or role models. The workplace is friendlier there. They support moral principles like fidelity, trust, respect, cooperation, etc. The organization places a strong emphasis on long-term human resource growth and coworker relationships.
Adhocracy Culture: It demonstrates a creative workplace where staff members are willing to take calculated risks. Innovation and experimentation are the key elements here. The inventor and risk-taker are the leader.
This strategy, known as market culture, is more goal-oriented. It places a focus on completing assignments and completing tasks on schedule. Here, leaders might be the producer or the rival. A crucial position is given to accomplishment and reputation. The company works toward long-term objectives including customer pleasure, financial gain, competition, etc.
Hierarchy culture is more structured and formalized. The structure of the company is hierarchical. The formal regulations and guidelines are rigorously adhered to. Stability, consistency, efficiency, etc., are the major objectives. Here, the management of the workforce should ensure work and predictability.
Lussier, R., & Achua, C. (2016). Leadership: Theory, Application, & Skill Development (6th ed.). Cengage.

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