INFLUENCE OF PERCEIVED ORGANIZATIONAL CULTURE ON EMPLOYEES PERFORMANCE
The cognitive systems that help people think better and make better decisions are based on the culture of the organization. The many different beliefs, assumptions, and values help to show different levels of culture by making business work well. This research tries to figure out how organizational culture affects how well employees do their jobs. This study will also try to find out if the organizational culture has an effect on the performance of employees based on their gender. The study uses both qualitative and quantitative research methods to figure out how the way employees see the culture of the company affects them. Findings show that there is a strong link between the culture of an organization and how well its employees do their jobs. Also, the findings show that there isn’t a big difference between how the culture of an organization affects the performance of male and female employees. People join organizations to meet their own needs. In doing so, they help the organization perform well and reach its goals. As the case study shows, it is very important for every organization to create a culture that works well. This is because the level of performance of employees can depend on the culture of the organization. Because of what the study found, the following suggestions have been made. Cultural studies about how organizations work in Nigeria are still mostly uncharted territory. The organization will reach its goals if its human and material resources are used in the right way and in the right amounts. So, the culture of Nestle food plc Sagamu should make sure that those employees know how the company is supposed to work and what its goals are.
1.1 WHAT THE STUDY IS ABOUT
Culture is a set of values, sets, beliefs, ways of communicating, and explanations of how people act that help people make decisions. The main idea behind culture is that people share in learning processes that are based on the systematic distribution of resources (Titiev, 2009). The cognitive systems that help people think better and make better decisions are based on the culture of the organization (Pettigrew, 1999). The many different beliefs, assumptions, and values help to show different levels of culture by making business work well. Management effectiveness is held together by the normative glue that comes from the organization’s culture (Tichy 1999). The idea of a good organization’s culture can help make better business decisions. Culture management needs to be able to tell the difference between national and foreign cultures for culture to stay alive in an organization. (Schein, 1990) The organization’s culture has been shaped by attitudes, norms, and beliefs that make it easy for employees to talk to each other.
Organizational culture tells workers how they should do their jobs. Most of the time, people use the word “culture” to talk about how people act in groups. Before the 1980s, culture was seen as the most important part of the study of organizational behavior. Businesses care about cultural dimensions more than other parts of organizational behavior because they have the most impact. Peter and Waterman (1992) thought that an organization’s culture is the key to its success. In many business journals and articles, it was said that culture was key to the success of an organization, and it was suggested that managers do their jobs by following their organization’s culture, which would help the organization grow (Moorhead and Griffin, 1995).
Researchers have found links between an organization’s culture and a lot of different things that organizations do. They have also seen a link between the culture of an organization and how well employees do their jobs (Sheridan, 1992), make decisions (Gamble & Gibson, 1999), and be productive (Kopelman, Brief and Guzzo, 1990). Luthans (1998) says that organizational culture has always been there, but most businesses don’t pay much attention to it. The organization’s culture is seen to be present in every important part of the organization. Understanding the link between how well employees do their jobs and the organization’s culture is an important research topic, because different studies have shown that how well people do their jobs is a key part of an organization’s success.
Strong culture will make it easy for people to talk to each other openly and take part in making decisions in a way that helps them explore their ideas and skills. The different aspects of culture have been put in order based on the rules and attitudes that help set one company apart from another (Forehand and von Gilmer, 2004). On the basis of cognitive thinking, the process of thinking helps to tell one person from another (Hofstede, 1990). Culture works because it gives advice on how to be successful based on different values and norms (Schein, 1990). The set of beliefs, behaviors, rules, and values that make up a culture are what make it work best (Kotter and Heskett ,1992).
Management and the culture of an organization are usually tied together these days. (Kotter andHeskett, 1992). Structure stability and integrating a high standard of organization culture are the two most important things that lead to effective culture management. (Schein, 1995) There are certain things that make up an organization’s culture, and a set of rules, values, and beliefs helps make sure that they all fit together well. (Hodgetts & Luthans, 2003) Different backgrounds, ethics, and races have an effect on performance at different levels of an organization’s culture. Even though people in the same organization come from different backgrounds, they all share the same set of values and beliefs (Robbins &Sanghi, 2007). The norms, values, and beliefs of an organization have a big impact on its performance and ability to stay in business.
We’ve learned about culture by looking at how and what people believe in large groups.
Cascio (2006) says that performance is the degree to which an employee achieves the organization’s mission at work. He goes on to say that an employee’s job is based on how well they meet a certain goal or mission, which sets the limits of their performance. According to Ojo (2008), even though there have been a lot of studies on organizational culture in the last few decades, the empirical evidence from different studies about how organizational culture affects performance has so far been mixed and contradictory. He also says that researchers agree that there is no consensus on what the exact relationship between organizational culture and performance is. Because of these results, the question of whether or not the culture of an organization affects how well employees do their jobs still needs more research.
1.2 SAYING WHAT THE PROBLEM IS
In the last 25 years, the idea of corporate culture has become a popular way to understand how people work together.
From the point of view of an open system, each part of a company’s culture can be seen as an important environmental condition that affects the organization’s system and subsystems. Organizational culture is more important than ever because of things like increased competition, globalization, alliances, and large work forces. So, it has become an important part of the growth of a company.
Managing corporate culture is becoming one of the most important things for managers to do in the 21st century. Most studies on corporate culture and employee performance have focused on different parts of culture, ignoring the fact that it has many different aspects and is made up of many different variables (Schein, 1992).
Culture is what brings people in an organization together and makes them feel like they belong. Organizational culture provides a shared set of meanings that helps people communicate and understand each other. If these functions aren’t done well, however, way culture can have a big impact on how well employees do their jobs.
The main reason for this research study, then, is to improve knowledge in the field of industrial and organizational psychology and contribute to the larger research community. Also, this study looks at this topic from the point of view of employees in the insurance industry in Nigeria.
1.2 OBJECTIVES OF THE STUDY
The goals of this study are the following:
i. To figure out how the culture of an organization affects how well employees do their jobs.
ii. To find out if the organizational culture affects the performance of employees based on their gender.
iii. To find out how organizational culture affects how well employees do their jobs.
iv. To suggest ways to make the impact of organizational culture on employee performance stronger.
1.3 RESEARCH QUESTION
i. Is there a link between organizational culture and how well employees do their jobs?
ii. Is there a significant difference between how organizational culture affects the performance of men and women?
iii. Does organizational culture influencesemployee performance?
1.4 RESEARCH HYPOTHESES
H01: Organizational culture has no effect on how well employees do their jobs.
H02: Organizational culture has no significant effect on how well men and women do their jobs.
1.5 WHAT THE STUDY IS ABOUT
The main goal of this research is to find out how organizational culture affects how well employees do their jobs. The research will look at all of the people who work at Nestle PLC Sagamu.
1.6 WHY THIS STUDY IS IMPORTANT
This study is likely to affect the people who work at Nestle Sagamu, the people who live in their homes, and the general public. The goal of this study is to add to what is already known about how organizational culture affects how well employees do their jobs.
The results of this study could be very helpful to the public and private sectors, stakeholders, the government, parents, students, professors, university management, and researchers. They could also change their ideas about how organizational culture affects employee performance.
The study’s results will be helpful to the community, higher education institutions, and the Nigerian government because they will show how organizational culture has a big effect on how well employees do their jobs. The current study is helpful because it adds to what is known about this area as a whole.
1.7 DEFINITION OF TERMS
Influence: How something or someone affects something or someone else. This could be a good or bad thing. The ability to change, manipulate, or control something or someone.
Organization Culture: The “rules of the game” for decision-making, structure, and power are set by the unwritten customs, behaviors, and beliefs that make up an organization’s culture.
Culture can be thought of as a group’s way of programming its members’ minds in a way that sets them apart from other groups.
An employee is someone who works for a business or another person.
Performance: Performance refers to how and in what way a task is done. Usually, how well a task is done is how it is judged. Performance should be linked to things like making more money and getting the best results in everything an organization does.
INFLUENCE OF PERCEIVED ORGANIZATIONAL CULTURE ON EMPLOYEES PERFORMANCE