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THE EFFECT OF ORGANIZATIONAL CULTURE ON EMPLOYEE
PERFORMANCE:
(A STUDY OF BANKS IN RIVERS STATE)
TABLE
OF CONTENTS
Certification i
Declaration ii
Dedication iii
Acknowledgement iv
Table of Contents v
Abstract vii
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
References
Appendix
ABSTRACT
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.
CHAPTER ONE
INTRODUCTION
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.
Accomplishment
To
do or finish doing something
Ascertain
To
find out
Aspiration
Intension
to achieve something
Bank
A place where money and other valuables are
kept for safe keeping.
Constraint
A
difficulty encountered.
Culture
A
way of life of a people or organization.
Employee
An individual (person) hired or tasked to
perform certain function for monetary reward.
Induction
An
act of acquainting an employee about the operational culture of an
organization.
Insufficient
Not
enough
Perception
View or feeling
Varying
Different
Researchers
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.
Simplify
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.
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