Employee Percieved Influence Of Leadership Styles On Directing Organisation Culture At Glaxosmithkline Limited, Nairobi, Kenya.

Abstract

GSK has had a change of directors three times within last 10 years. During these times it was perceived that the culture was affected in one form or another as a result of the style of leadership adopted by the leaders within GSK. The study objective was to establish the perceived influence of leadership styles in directing an organizational culture at GlaxoSmithKline Limited, Nairobi, Kenya. The population targeted was GlaxoSmithKline Ltd employees. Data was collected using questionnaires and analysed using Statistical Package for Social Sciences (Version 21). Descriptive techniques of arithmetic mean and standard deviation were used for data analysis. Regression analysis was used to review the data from the questionnaires which was presented using tables. Based on the findings, leadership style adopted by GSK leaders accounted for 30% of the factors which influence organisational at GlaxoSmithKline Ltd. Analysis of the data indicated that GSK leaders work towards ensuring the employees are aware of the organisations rules, policies and procedures and they adopt the four components of leadership i.e. individualised consideration, inspirational motivation, intellectual stimulation and idealised influence through which they have influenced culture within GSK. They align the employees’ own goals with GSK goals e.g. career growth to ensure GSKs attains its desired objectives and at the same time help employees achieve their objectives. This has helped build a strong positive organisational culture and GSK leaders cultivate a motivating, positive and professional work environment which positively influences the organisational culture. This study concluded that to influence organisational culture present leadership style should be compatible with the current strategies and day to day activities of employees. The recommendations made were that leaders should adopt an individualised consideration, inspirational motivation, intellectual stimulation and idealised influence where they identify the needs and capabilities of the employees and genuinely get interested in the career growth and become attentive to their concerns giving advice to their development while taking time to coach and teach while on the job in order to influence the culture within their organisations. Additionally, organizations should ensure that they align their leadership style in a way that will positively influence and align with the organization culture.”