Impact of Organizational Culture on Employee Behavior (a Case Study of Punch Nigeria Limited)
CHAPTER ONE
Objective of the study
The objective of the study is to find out the impact of organizational culture on employee behavior. Using Punch Nigeria Limited. The specific objectives are;
- To find out the factors influencing employee behavior in Punch Nigeria Limited
- To find out the factors affecting the organization’s culture in Punch Nigeria Limited
- To evaluate the organization’s culture and its impact on employee behavior in Punch Nigeria Limited
CHAPTER TWO
LITERATURE REVIEW
INTRODUCTION
Our focus in this chapter is to critically examine relevant literature that would assist in explaining the research problem and furthermore recognize the efforts of scholars who had previously contributed immensely to similar research. The chapter intends to deepen the understanding of the study and close the perceived gaps
CONCEPTUAL FRAMEWORK
Organizational Culture Concepts
Organizational culture is literally described by many researchers in diverse studies for various measures. According to Nongo ( 2012) asserted that culture is critical to understanding any society or group. Through the process of socialization individuals bring into groups. Groups have the capacity to shape, influence, and determine group members’ outlooks, viewpoints, outputs, attitudes and indeed behaviors. Organizations are created to solve societal problems. So that organizations employ individuals to assist them in the task of solving their assigned societal problems. However the behavioral border among organizational members creates a pattern of behaviors, values and attitudes that can be distinguished, isolated and identified as strange organizational culture. And the researcher measured organizational culture the in term of involvement, consistency, adaptability, and mission and employee performance measured in profitability, productivity, and employee motivation. On other hand, Mehr (2012) stated that today cultural clashes in any international project organization have led to an increased emphasis on preparedness on possible conflicts existing in cross-cultural cooperation. Cultural differences often result in varying degrees of conflict and require careful consideration. However, corporate culture is an important factor in enhancing the attainment of organizational goals and objectives. And corporate culture affects the way in which people behave in an organization and also corporate culture can lead the employee improvement in workplaces to help and become more committed to their jobs (Nongo & Ikyanyon1, 2012). And the researcher measured corporate culture the variables include: involvement, consistency, adaptability, and mission on employee commitment to the organization. In contrary to, Lim(1995) defined the term “culture” refers broadly to a relatively stable set of beliefs, values and behaviors commonly held by a society. And despite the claims for a link between organizational culture and corporate performance, few studies appear to have actually examined the existence as well as the nature of this relationship. Garmendia (nd) discussed that a strong culture is now nearly generally understood to have a positive impact on performance. The translation of observation to the association between strong culture and success would involve playing down the importance of the former, so as to avoid an implied defense of cultural determinism. Certainly, financial results themselves influence cultural strength. Moreover, performance depends on many variables, and may therefore be found to be very high in companies with weak cultures. The definitions and the measurements of the organizational culture discussed in the previous sections are consistent according to the context in which this study is conducted. Therefore, researchers of this study will measure the organizational culture in term of involvement, consistency, adaptability, and mission as already adopted by Nongo (2012).
Chapter Three
Research Methodology
Research Design
The research design adopted in this research work is the survey research design which involves the usage of self-designed questionnaire in the collection of data. Under the survey research design, primary data of this study will be collected from Punch Nigeria limited in Lagos state in order to determine the impact of organizational culture on employee behavior. The design was chosen because it enables the researcher to collect data without manipulation of any variables of interest in the study. The design also provides opportunity for equal chance of participation in the study for respondents.
Population of Study
The population of study is the census of all items or a subject that possess the characteristics or that have the knowledge of the phenomenon that is being studied (Asiaka, 1991). It also means the aggregate people from which the sample is to be drawn.
Population is sometimes referred to as the universe. The population of this research study will be Seventy-five (75) selected staffs of Punch Nigeria Limited in Lagos State
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION
This chapter is about the analysis and presentation of data collected from the field through questionnaire. The analysis of the data with particular question immediately followed by the presentation of findings.
As mentioned in chapter three, 75 questionnaires were administered and 50 were retrieved and necessary analysis was carried out on them and presented as follows:
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain impact of organizational culture on employee behaviour. Using Punch Nigeria Limited as a case study. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of organizational culture on employee behaviour
Summary
This study was on impact of organizational culture on employee behaviour. Three objectives were raised which included: To find out the factors influencing employee behavior in Punch Nigeria Limited, to find out the factors affecting the organization’s culture in Punch Nigeria Limited and to evaluate the organization’s culture and its impact on employee behavior in Punch Nigeria Limited. The total population for the study is 75 staffs of Punch Nigeria Limited, Lagod state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
The study was conducted on the organizational culture on employee behavior regarding Punch Nigeria Limited. The study was to know whether organization culture helps to improve employee behavior. The survey was done using certain questions on factors impacting organization culture and employee behavior and data was collected and analyzed. After analysis, it was found that motivational factors have more impact on employee’s behavior, and in the organizational culture Individualism /collectivism is influencing. Hence, it is proved that culture as an impact on the Behavior of the employees in the Punch Nigeria Limited. It concludes that when there is a good organization culture it helps functional heads to motivate the employees for increasing productivity and organizational development.
Recommendation
Every individual has different culture and beliefs that he works with and when he joins an organization that has a completely different culture and beliefs from his own, he should be allowed to internalize himself first with the organization’s culture and values to know whether he can cope with them or not. It is the ability of the employee to cope with the organizations culture that will determine how he will perform on his job.
In cases where an organizational culture must be changed, employees must first of all be notified and made to learn the modification of the old culture as this will affect their performance.
Organizations should also develop a culture that encourages employees to be innovative and creative and also see the employees as humans and not logs in machines.
Lastly, organizational culture of must be binding on all member and staff of the company as this will encourage uniformity among members of the organization and thus enhance commitment and group efficiency
References
- Mashal Ahmed & Saima Shafiq (2014) The impact of organizational culture on organizational performance: A case study on Telecom services –Global Journal of Management & Business Research: Administration and management, Vol 14, Iss 03, Version 1.
- Robbins Stephen P, Coulter M. Management. Pearson Prentice Hall; 2005
- Schein, E. (2004). Organizational culture and Leadership, 3rd (ed.). San Francisco: Wiley Imprint.
- Hofstede, G. (1997). Culture and Organizations, Software of the Mind: Intercultural Cooperation and its importance for Survival. London: McGraw-Hill.
- Hofstede, G. (1991). Cultures and organizations: Software of the mind. London: McGraw-Hill (UK) Limited.
- Kotter, J. P., & Heskett, J. L. (1992). Corporate culture and performance. New York: The Free Press.
- Robbins, Stephen P. & Judge, Timothy A. & Campbell, Timothy T. (2010). Organizational behaviou
- Denison, D. R. (Jan 1990). Corporate Culture and Organizational Effectiveness, New York:.
- Nongo, E. a. (2012). The Influence of Corporate Culture on Employee Commitment to the organization. . International Journal of Business and Management.7(22) , 1-8
- Alvesson, M. (1989). Concepts of organizational culture and presumed links to efficiency. International Journal of Management Science, 17(4), 323-33
- Hofstede, G. Bond, M. H. (1998). The Confucius Connection: from Cultural Roots to Economic Growth. Organ Dyn, pp. 5-21
- Kerr, J. & Slocum, J. W. (2005). Managing corporate culture through reward systems. Academy of Management Executive, 19, 130–138
- Lok, P. Westwood, R. & Crawford, J. (2005). Perceptions of organizational subculture and their significance for organizational commitment. Applied Psychology: An International Review, 54, 490–514.
- Lim, B. (1995). Examining the organizational culture and organizational performance link. Leadership & Organization Development Journal, 16(5), 16-21
- Mehr, S. K. (2012). Relationship Between Organizational Culture And Conflict Management Styles Of Managers And Experts. Advances in Environmental Biology, 6(3), 1056- 1062
- Nongo, E. S. & Ikyanyon1, D. N. (2012). The Influence of Corporate Culture on Employee Commitment to the Organization. International Journal of Business and Management, 7(22), 21-28
- Tichy, N. M. (1982) Managing Change Strategically: The Technical, Political, and Organizational Dynamics (Autumn) pp. 59-80.\
