THE IMPACT OF ORGANIZATIONAL CULTURE ON EFFECTIVE EMPLOYEE’S PERFORMANCE TOWARDS THE ATTAINMENT OF THE ORGANIZATIONAL GOALS

ABSTRACT

This study is on The impact of organizational culture on effective employee’s performance towards the attainment of the organization goals. The total population for the study is 200 staff of Dangote group of company, Lagos. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made managers, secretaries, human resource managers and junior staff was used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies

 CHAPTER ONE

INTRODUCTION

• Background of the study

The concept of organizational culture has drawn attention to the long neglected, soft side of organizational life. However, many aspects of organizational culture have not received much attention by the employers and employees. Place primarily on the cultural and symbolic aspects that are relevant in an instance without preparing for the future of the organization (Ouchi and Wilkins, 1985.) Culture then is treated as an object of management action with little or no regards to its development. Organizational culture is the combination of expectations of organization, experiences, philosophy and values. Consequently, it is otherwise called corporate culture. It gives guidelines for quality of product in case of production organization (Aluko, 2003), and improves punctuality, safety and other factors affecting the work environment (Denison, Haaland and Goelzer, 2004). The values, norms and objectives motivate the employees; this in turn improves their commitment thereby leading to higher performance (Awadh & Saad, 2013). The culture of organization is not however stagnant. Members of an organization develop a shared belief about what is right and wrong as they interact and learn what yields success and what doesn’t, as such, the culture of any organization is constantly being created, changed and splintered to ensure the success of the organization (Baker, 2004). Unfortunately, most organizations put more efforts only on the intrinsic and extrinsic reward systems giving less concern to the traditional cultural activities of the organization (Njuji and LumWagi, 2014). According to Kandula (2006), the key to good performance is a strong culture. He further maintains that due to difference in organizational culture, same strategies do not yield the same result for two organizations in the same industry and in the same location. A positive and strong culture can make an average individual perform and achieve brilliantly whereas, a negative and weak culture may de-motivate an outstanding employee to underperform and end up with no achievement (Ahmed, 2012). Despite the necessity of organizational culture, it appears the culture of most public organization in Nigeria is not tailored towards enhancing employee performance.

Organizational performance is comprised of the actual output or results of an organization as measured against its intended outputs (or goals and objectives). One of the most important reasons that explain the interest in organizational culture is the assumption that certain organizational cultures lead to an increase in organizational performance. (Ilies & Gavrea). Organizational performance comprises the actual productions as well as outcomes or outcomes of an organization which are measured against its expected outcomes. According to (Kaplan & Norton, 1992) no single measure can provide a clear performance target so managers have to choose between financial and operational measures. In this study Items from (Kaplan & Norton, 1992) balance score card are used to measure the organizational performance

• STATEMENT OF THE PROBLEM

However, many aspects of organizational culture have not received much attention by the employers and employees. Place primarily on the cultural and symbolic aspects that are relevant in an instance without preparing for the future of the organization and these will determine the organizational outcome which might affect the organization negatively. On this background the researcher wants to investigate the impact of organizational culture on effective employee.