Please read and try to connect with the response and then continue the conversation to demonstrate insight into the topic, critical and reflective thinking, original ideas, and supporting details and examples when appropriate. Responses should be substantive in nature and not simply "I agree" or "good point".

at least two hundred word response to both questions . IN QUESTION FORM (1. ) (2)]

1 Accodring to the Article Leaders can have a significant impact on changing the culture of an existing organization.

Explanation:

A new leader entering an established organisation has the power to alter its culture. One of the most important foundational elements for creating fantastic corporate cultures is leadership.

There are a number of ways that a leader can change the culture of their organization.

Some of the ways through which leader can change the culture of their organization are:

Explanation:

Role modeling

Setting a clear vision and values

Creating a culture of feedback

Clear Communication

Continuous Reinforcement

Providing Resources and Support

Empowering employees

Celebrating successes

Aligning Systems and Practices

The effectiveness of a leader in influencing culture can also be influenced by their leadership style, credibility, and level of backing from important stakeholders inside the company.

2.leaders' challenge to lead in a changing world. The leader assesses the situation and establishes the mission. Then they collaborate around the leader's mission. Leaders' strategic changes are predicted by followers' private knowledge. Private data influences predictions and behavior. Leaders downplay coordination issues. The leader makes a decision in the third phase. Leaders and followers receive awards last. Leaders struggle to organize. Coordination naturally helps. Thus, followers prioritize organization above coordination. Leaders' time-inconsistency impairs coordination. The organization wants to offer the leader a contract that lets him commit to a plan of action and coordinate, but such contracts are usually renegotiable. An important implication of our analysis, which we leave for future research, is whether a board of directors might appoint a resolute leader in the early life-cycle of the organization to foster greater coordination, then replace him in later stages with a rational leader to better adapt to a changing environment. The board may prefer different CEOs at different times of the firm's lifespan due to time-consistency difficulties that reduce leader commitment and make remuneration contracts renegotiable. The board's decision may weaken leaders' resolve. Thus, arms-length corporate governance and anti-hostile-takeover regulations enable determined CEOs to achieve company goals. References Bolton, P., Brunnermeier, M. K., & Veldkamp, L. (2013). Leadership, Coordination, and Corporate Culture.Review Of Economic Studies,80(2), 512-537.