Tribal Leadership Stage of Organizations
Please read the following chapter about diversity and culture and then follow the SLP instructions to complete your assignment:
Crandle, D. (2007). Chapter 17: Harnessing the power of culture and diversity for organizational performance. In Leadership lessons from west point. [Books24x7 version]. Available in the Trident Online Library.
Drawing from the materials in this module, you will administer the Tribal Leadership survey to a member of an organization to which you have access.
After you have determined the organization’s present stage, you will interview the organizational member to glean more detail concerning the culture of his or her organization.
This can be any type of organization (some examples include a business, church, sports team, or volunteer organization). The person should be willing to participate in an interview about his or her organization’s culture. You may conduct the interview in person, via phone, or via email.
Prior to the interview, ask the interviewee to respond to the Tribal Leadership Survey questions (you will need to provide your name and email address to receive the survey results). Access the survey at http://www(dot)culturesync(dot)net/toolbox/culturemeter-survey/. (Note the results of the Tribal Leadership survey, specifically the tribal stage of the interviewee’s organization).
Interview your subject (interviewee) to discover information regarding his/her organization’s culture by asking the following questions:
Tell me about the relationship of your organization’s people to the mission, vision, and values of the organization.
Are the people in your organization used to taking risks (innovation) or is organizational stability more important (the status quo)?
Are the people in your organization more focused on the details of their work (the means) or toward the outcomes (the end results)?
Would you say that your organization’s leadership is more process-oriented or people-oriented?
Does your organization focus more on recognizing the accomplishments of individual members or the accomplishments of teams?
Do people tend to be easygoing and cooperative, or are they aggressive and highly competitive?
Describe the general demeanor of the organization’s people. In other words, are people mostly disengaged and apathetic, or are they engaged and energetic?
Is your organization more formal or less formal in its day-to-day operations and approaches?
Are there any organizational standards or ideals that are particularly important to the people in the organization? If so, what are they?
What words best describe the overall “mood” of the organization?
What rituals are important in the organization?
What symbols are most important to the people in the organization?
Are there any stories that people tell newcomers that help to indoctrinate them into the organization? If so, what are they?
What artifacts are most important to the people in the organization (e.g., mottos, slogans, meetings, awards, new hire trainings, etc.?)
What are people most proud of?
What do people complain most about?
What shared assumptions come to mind (that are important to the people of the organization)?
SLP Assignment Expectations
The objective of this SLP will be to accomplish the following:
Determine the organization’s tribal leadership stage (using the Tribal Leadership Survey).
Recognize the tangible and intangible cultural characteristics that define the tribe and tribal stage (using the interview questions).
Determine how well the identified stage of tribal leadership (based on the Tribal Leadership Survey results) aligns with the characteristics of the organization’s overall culture (based on the interview questions).
Write a 3- to 4-page paper (not counting the title page or reference section) applying tribal leadership to organizational culture by noting the impact the tribal stage you observed has on the organizational culture of the interviewee’s organization.
MGT 506 SLP 1
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MGT 506 SLP 1
Through the tribal leadership survey, it is clear that the organization’s tribal leadership stage is at “life is great.” This is the fifth stage of the tribal stages. In relation to the tribal leadership survey, imperative information was gathered, whereby all the information and the facts confirmed the fifth stage. For instance, the survey confirmed that teams are the norm and that focus was placed on shared values and common purpose. In addition, the tribes in the organization hardly preferred competition; instead, they majored in pointing out how unique their culture is in relation to company standards and how far their accomplishments exceed industry standards. The survey showed that people’s relationships were built on shared values, and their communication theme is the infinite ability, limited only by one’s creativity and devotion to the organization (Logan et al., 2008). They have unity, and all their actions are defined to be uniting. This is because instead of contemplating who should do something, they both decide to do the right thing and build an ad hoc partnership just to accomplish what is important to them.
The survey provides information that supports the idea that people in the organization do not have serious conflict issues because once this happens, other individuals step in to solve the issue. The survey showed that people in the organization set objectives from a group level and not from the individual level. For instance, they state that “we will achieve” instead of “I will achieve.” In addition, the study results give the impression that individuals in this tribal can cooperate with nearly anyone as long as their dedication to principles is as strong as their own. Anxiety, tension, and professional strife are nearly non-existent. People speak as though the entire world is watching them, which is likely true because their outcomes are shaping history. Therefore, it is clear that this organization’s tribal stage if at “life is great.”
The tangible cultural characteristic that defines the tribe and tribal stage is the presence of one building where all the activities involving the community and leaders are done. Having one building shows that they are comfortable with what they have and are focusing on making the world better by utilizing their excess resources ...
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