Most could agree that leadership is crucial because as organizational cultures develop and change, they also need to be managed and controlled. “if left alone, a culture eventually becomes dysfunctional”.
How leaders react to problems, resolve crises, reward and punish followers are all relevant to an organization’s culture as well as how the leader is viewed both internally by followers and externally by clients/customers. In other words, culture is a consequence of the visionary and charismatic leadership. In the attribution perspective, employees have a tendency to ascribe a high level of control and influence to leaders. Theoretical perspectives and empirical findings based on the attribution perspectives support a positive relationship between perceptions of leaders’ behavior and descriptions of organizational culture.
Although, the part that leadership plays in organizational cultures has not been systematically explored. Organizational performance is still pretty biased – most evidence is anecdotal culture.
*The results from a study conducted (in 2012) across several national and global firms (in Turkey) reveal that leadership styles are significantly related to organizational culture.