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THE EFFECT OF ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE:
(A STUDY OF BANKS IN RIVERS STATE)
TABLE OF CONTENTS
Table of Contents v
CHAPTER ONE: INTRODUCTION
1.1 Overview of the study 1
1.2 Statement of the problem 3
1.3 Purpose of the study 5
1.4 Research question 5
1.5 Research hypothesis 6
1.6 Scope of the study 6
1.7 Limitations of the study 7
1.8 Definition of terms 8
1.9 Organization of the study 9
CHAPTER TWO: REVIEW OF RELATION LITERATURE
2.1 Introduction 12
2.2 meaning and nature of organizational culture 13
2.3 dimensions organizational culture 17
2.4 relationship between the various dimensions of organizational culture and employee performance 20
2.5 measures of employee performance 23
2.6 meaning and nature of employee performance 24
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction 28
3.2 Research design 28
3.3 Sampling or sampling procedure 29
3.4 Method of data collection 30
3.5 Population and sample size determination 31
3.6 Data analysis techniques 32
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Introduction 35
4.2 Data presentation 35
4.2.1 Personal data of respondents 37
4.2.2 Official information (questionnaire) 39
CHAPTER FIVE: FINDINGS, RECOMMENDATIONS, CONCLUSION AND SUGGESTIONS FOR FURTHER STUDIES
5.1 Introduction 53
5.2 Findings 53
5.3 Recommendations 54
5.4 Conclusion 55
5.5 suggestions for further studies 56
This study is centered on finding out the effect of organizational culture on employee performance with a study on banks in Rivers State. The researcher formulated three research questions and a corresponding number of hypotheses formulated. Accordingly, the researcher drew data from staff two different banks in Rivers State which also constituted the accessible population for the study. In the course of the study, about four constraints were countered that limited the overall success of this exercise. Data was administered by direct contact with questionnaire been a primary source of the technique to extract data from the respondents. From the research it was found out that organizational culture does not slow down employee performance, only qualified staff are been employed in the banking sector, staff are treated properly, one does not need a professional certificate to work in the banking sector, organizational culture greasy after employee decision making process and employee really need to adapt to organizational culture among other.
1.1 OVERVIEW OF THE STUDY
This study is undertaken to ascertain the effect of organizational culture on employee performance with a study of Banks in Rivers State.
Employee performance is the extent to which an individual is carrying out assignment or task. It refers to the degree of accomplishment of the task. Accordingly, it refers to the degree of accomplishment of the tasks that make up an employee’s job. Employee performance is a vital tool in management as it measure and monitors the extent of the effective application of employee skills into his task; how effective and efficient he or she on the job is been measure. According to Jones, 2003; job performance is the net effect of an employee’s effort as modified by abilities and roles or task perceptions.
Every organization is made up of people as also in the banking sector, who invariably come from different cultures. Cultures are based in the history and develop over time as groups establish patterns of behaviour and belief that seem effective in helping them to interpret and interact with the world in which they find themselves as people are employed into an organization, the carry along their cultures. Hence, an organization can be seen a convergence of individuals from varying cultures and hence, with the varying needs values, aspirations, preference, attitudes, beliefs, background etc.
Culture is the way of life of a people. It shapes a peoples belief, values, attitudes, and behaviour. (Baridam and Nwiere, 2008). The culture specific to each firm will affect how employees feel and act as well as the type of employees hired and retained by the company. From the foregoing is obvious that the secret of organizational growth is largely dependent on how employees can fuse their difference culture and imbibe the overall culture of an organization for the organization growth.
It is of utmost importance that the overall culture of an organization is the bedrock upon which the growth of such organization is based. Employees need to adapt to the culture of the organization were they work for an effective job performance. This is not far-fetched because to operate successfully across cultures, it is important to be able to recognize cultural difference and be adaptable.
Organizational culture finds expression through the thoughts, intension, action as and interpretation of members of the organization (Halett, 2003).
1.2 STATEMENT OF THE PROBLEM
For the purpose of this study, the following are considered as statement of the problem.
1. Inability of some employees to adapt to organizational culture. This has over the years become a worrying factor in the banking sector of the Nigerian economy. It is widely accepted that employees of banks are only human and come from different cultures and so they find it very difficult to adapt to the newly found culture in the banking industry.
2. unavailability of qualified banking personal: It is mostly believed that the banking sector is well amassed with personnel but of a truth some of those personnel are employees are just employed and immediately darned to their desk for work without firstly acquainting them with the banks culture and operational procedures.
3. Absence of a well structure inductionary department: of a truth this is a vital issue of importance. These is supposed to be an inductionary department with the responsibility of relating or training new employees with the practice and culture of the bank he or she is about to work for; but in most cases, the department is either non-functional or non-existent and any old employee is been given the responsibility to act which in most cases might not give or result to the best of the organizations culture.
4. The researcher’s ignorance of all the different cultural backgrounds of the employees in the banking sector: for an effective study, one needs to be well acquainted with the different rich cultural background of all the employees in the banking sector.
1.3 PURPOSE OF THE STUDY
1. To ascertain if employees truly adapt to their organizations (banks) culture.
2. To find out if only well qualified personnel are employed in the banking industry.
3. To find out why employees find it difficult to adapt to their employers culture.
4. To ascertain if proper induction is carried out before employees begin their job after employment.
5. To find out if employee culture affects their performance.
6. To find out if there is cultural influence in the employment process in the banking sector.
7. To simplify and abstract only those features of reality which are presumed to be relevant to the problem at hand.
1.4 RESEARCH QUESTIONS
To give the required direction to this study, the following research questions have been developed to guide its conduct?
1. To what extent do employees need to adapt to organizational culture?
2. To what extent do employee’s traditional cultures affect their job performance?
3. to what extent do their new found culture in the organization slow down the performance of employees in the banking sector?
1.5 RESEARCH HYPOTHESIS
The following hypotheses, all in the null form, are formulated for the study.
H01: Employees do not need to adapt to organizational culture.
H02: There is no extent or relationship to which employee’s culture affects their job performance.
H03: The new found cultures in the organization do not slow down the performance of employees in the banking sector.
1.6 SCOPE OF THE STUDY
This study is aimed at ascertaining the effect of organizational culture on employee performance with a study of banks in Rivers State. Its population size is geared on all employees of banks in Rivers State but a researchable study, its target sample or sample size would be narrowed to just two banks in Rivers.
1.7 LIMITATIONS OF THE STUDY
In carrying out this research project, the following constraints were encountered.
1. The pressure of work had due to insufficient time frame of the research was a major constraint.
2. Finance was also a major constraint as the lean financial resources available to satisfy other competing ends barely enough to cover the cost of this research.
3. The reluctance of some employees to respond to the questionnaire was also a problem.
4. The busy nature of employees (bankers) during the official hours was also a major limitation as some employees hardly listen or pay attention to the researcher.
1.8 DEFINITION OF TERMS
The clarifications of the terminologies used in this research work are shown below for better understanding of the contents of the study.
To do or finish doing something
To find out
Intension to achieve something
A place where money and other valuables are kept for safe keeping.
A difficulty encountered.
A way of life of a people or organization.
An individual (person) hired or tasked to perform certain function for monetary reward.
An act of acquainting an employee about the operational culture of an organization.
View or feeling
People who devote their time, resources and effort to go indept on a course they believe in with a view to know more about it.
To make easy.
1.9 ORGANIZATION OF THE STUDY
This study is divided into five different chapters.
Chapter one is introduction and it is made up of overview of the study, statement of the problem, purpose of the study, research questions, research hypotheses, scope of the study, limitations of the study, definition of terms and organization of the study.
Chapter two is reviewed of the related literature. Materials are sourced from textbooks, journals, magazines, and internet resources. It covers critical areas in organizational culture and employee performance. Together the chapter provides the basic theoretical groundwork for the study.
Chapter three is research methodology and it consist of research design, sampling or sampling procedure, method of data collection, population and sample size determination and data analysis techniques.
Chapter four is data presentation and analysis and it is made up of introduction, data presentation and test of hypothesis.
While chapter five is discussion/finding and consist introduction, findings, recommendations, conclusion and suggestions for further studies.