R&B Construction Company: Organizational Culture

One of the essential factors in an organization’s success is its culture which are the values, beliefs, and visions that unite an organization. An organization is made up of people of various ideas, so when it comes to providing solutions to a significant problem in the company, there are bound to be numerous options. However, implementing the internal culture will result in the business’s smooth operation and the organization’s overall optimization. According to the findings of some studies, culture is the organization itself (Aydin, 2018). Good interactions between managers and subordinates are made more accessible by culture. As a result, achieving the organization’s missions and objectives becomes easier. Organizational culture is the spearhead of a firm’s results and outcomes, such as leadership styles and capabilities (Aydin, 2018). There is a critical need to ensure that a business environment is healthy. Generally, the core values, vision, mission, beliefs, and management skills play a crucial role in nurturing the organization’s culture.

R&B Construction Company’s mission is to create unique products and services that are also affordable to meet each customer’s needs. R&B’s vision is to use cutting-edge technology in the construction industry to ensure cost-effectiveness and high-quality products. Our three core values are accountability and responsibility, customer service, safety and quality, and integrity and honesty. R&B thrives on being transparent and forthright with the suppliers, vendors, subcontractors, employees, and clients. Every client, we believe, deserves to have access to the best building materials that suit their tastes and preferences. The organization uses social media and online content ethically and responsibly, and it never exploits client information for its own or its employees’ benefit. R&B’s everyday actions are guided by these core values and integrated with the objectives to have a possible impact. Nonetheless, effective leadership is necessary for these fundamental principles to remain valuable.

Leadership is a critical determinant of an organization’s success or failure. Essentially, leadership is the ability of a person to guide other individuals or entire organizations (Aydin, 2018). On the other hand, leadership styles are the methods by which the leader directs individuals to achieve organizational goals (Al Khajeh, 2018). Leadership abilities and corporate culture have a strong relationship. A leadership style influences an organization’s culture, which in turn affects the firm’s performance. Organizational performance refers to an organization’s overall results, such as financial performance, shareholder returns, and product or service market performance (Al Khajeh, 2018). In general, organizational culture is associated with the leadership style used within that organization. My leadership skills primarily involve personal interactions with and comprehension of all individuals engaged in R&B Construction Company.

I intend to accomplish this by implementing all necessary leadership styles, such as transformational, charismatic, and democratic leadership. Essentially, I focus on developing the team and considering their needs, creating the vision and ensuring its execution, and finally, motivating members to perform better because their perspectives and values matter in any organizational setup. I believe that by implementing these leadership styles at R&B Company, the organization’s culture will see a significant impact and influence since our working environment emphasizes treating everyone equally and encouraging shared power.

The values and beliefs significantly contribute to the R&B culture. R&B is built on accountability, integrity, customer service and quality. In essence, these are taught to every person during onboarding training. However, as a leader and motivator, I must consider my employees’ values and beliefs because they affect the firm’s overall performance. The shared belief that every client has the right to the best building materials will serve as the firm’s forerunner and guide as we work towards the goals. On the other hand, the core values serve as an ethical guideline to which R&B stakeholders must adhere. Generally, the organization’s core values are firmly held and widely shared; when members accept them, it ensures a strong culture and, ultimately, goal achievement and employee motivation.

Talent branding is a crucial component of the corporate culture. A leader must develop common ground between individual and organizational values to establish a close relationship between culture and values. As the manager of R&B Company, I ensure that I have a complete set of records that provide clear direction and hold workers accountable for their assignments. In essence, how employees perceive their workplace influences the organization’s overall performance (Al Khajeh, 2018). As a motivator, I am concerned with the well-being and success of my employees because this will ultimately motivate them to care about the work they are assigned. Employees at R & B Company have the freedom to experiment with new ideas, resulting in a better product. As a result, I always emphasize that they should feel free to pursue their interests for the benefit of the company. Generally, a diverse set of personalities within an organization fosters uniqueness and, as a result, improved creativity.

R&B wants workers to feel appreciated as much as clients are valued. As a result, one of the core values at R & B that the personnel is constantly reminded to improve is customer service. I believe great employees can provide exceptional consumer satisfaction and, as a result, have a good reputation and performance. As a company leader, I ensure that the brand reflects the employees’ experiences. On the other hand, as a motivator, I set an excellent example because work culture is a top-down issue. I try to be kind and patient whenever a staff makes a mistake, encouraging them to put in the extra effort and promulgate a culture and experience they enjoy.

R&B expect vendors, suppliers, and subcontractors to feel welcomed, valued and appreciated for their services to the company. Relationships are central to the success of any business or organization. Even though the relationship with the customer is always the most important, it is also critical to consider that with suppliers, vendors, and subcontractors. We put effort into developing these relations at R&B because they are vital to our growth and success. Essentially, we are honest, consistent, and open, and we handle the contractors the same way we would like to be treated to build stronger connections. Whenever we make a mistake, we accept responsibility for it and seek forgiveness and feedback as needed. As a result, we have had the longest working relationship with our suppliers. For a better relationship, we always pay on time and make prior arrangements with our suppliers if we require a flexible payment arrangement.

In brief, the basic values, vision, objectives, beliefs, and leadership styles significantly shape the firm’s culture. As a result, managers have felt compelled to devise strategies for implementing the organizational and employee cultures. Any leadership style should prioritize giving employees opportunities, such as allowing them to participate in decision-making. All R&B Construction Company employees, shareholders, vendors, and subcontractors are free to express their interests, personalities and skills. Furthermore, they should be enthusiastic about their work and prioritize clear communication with other team members.


Al Khajeh, E. H. (2018). Impact of leadership styles on organizational performance. Journal of Human Resources Management Research, 1-10.

Aydin, B. (2018). The role of organizational culture on leadership styles. MANAS Journal of Social Studies, 7(1), 267-280.