The primary objective of this study is to model the interaction
between organizational culture and change, showing the ways in which a
leader’s knowledge of organizational culture affects the process of change. A
critical examination of the literature in the fields of organizational culture
and leadership finds that the two areas have been linked to organizational
performance.
Researchers have examined the links between leadership styles and
performance and also between organizational culture and performance.
Furthermore, numerous aspects of the organizational culture literature allude
to the role of leaders in ‘creating’ particular types of culture (Schein, 1992).
Equally, the literature on leadership suggests that the ability to work within a
culture is a prerequisite to effectiveness.