RESEARCH PROPOSAL ON: THE IMPACT OF ORGANIZATION CULTURE ON EMPLOYEE PERFORMANCE

RESEARCH PROPOSAL ON: THE IMPACT OF ORGANIZATION CULTURE ON EMPLOYEE PERFORMANCE 

Background of the study

Organizational development is concerned with the analysis and diagnosis of the factor that determine organizational effectiveness, and the planning and delivery of programmes to increase that effectiveness.

Organizations want to obtain the commitment of their employees. Management would like its employees to be identified with the values, norms and artefacts of the organization, hence the need for organizational culture. Management needs to explain and imbibe its culture in its employees; this will enable the employee to get familiar with the organizational system. During this process of socialization, the employee learns about the organizational culture and decides whether he can cope with it or not. This means that each organization is a learning environment. Performance is the extent to which an individual is carrying out assignment or task. It refers to the degree of accomplishment of the task that makes up an employee‘s job (Cascio, 2006). Job performance is the net effect of an employee‘s effort as modified by abilities and roles or task perceptions (Jones, 2003).

The culture of the organization should be developed to support continuous improvement, improve employees‘ style of performing their job and thus develop quality awareness.

Organizational culture finds expression through the thoughts, intentions, actions and interpretations of members of the organization (Hallett, 2003).

 

Academic interest in organizational culture is evidenced by the level of attention it has received over the last few decades. The relationship between organizational culture and performance has been the subject of abundant research in several fields, including strategic management, organizational behaviour, and industrial organizations. While this topic is rich in studies, many researchers concur on the fact that there is no agreement on the precise nature of the relationship between organizational culture and performance. Despite the plethora of studies on organizational culture in the last few decades, there is no widely accepted causal relationship between organizational culture and performance. The empirical evidences emerging from various studies about the effect of corporate culture on performance have so far yielded mixed results that are inconclusive and contradictory (Ojo, 2003).

Statement of the problem

Every organization has its own unique culture and Uniliver Plc as an organization has its own unique culture as well. The culture of the organization should be developed to support continuous improvement, improve employee‘s style of performing their job and thus develop quality awareness.

As a Performance Management Policy, Uniliver Plc  assesses its staff to ensure the continual improvement in the performance of its staff. But the question of whether organizational culture improves or worsens employees performance has not yet received any research in Uniliver Plc, because no attention has been given to the impact of organizational culture on employee performance in Uniliver Plc. Thus, there is a major gap in the relevant literature in Uniliver Plc which has to be covered by research. This research attempts to fill this gap.

Objectives of the Study

General Objectives of the study will be to determine the impact of organizational culture on individual worker‘s performance at Uniliver Plc, Akure branch.

 Specific Objectives:

(a) To ascertain the perception of the staff on organizational culture in Uniliver Plc.

(b) To assess the staff perception of employee performance issues in Uniliver Plc.

(c) To determine the relationship between organizational culture and employee performance.

(d) To formulate recommendations regarding organizational culture and employee performance.

 

 

Research Questions

This research study will poised towards providing answers to the following questions:

(i) Does organizational culture have any impact on employee performance?

(ii) What is the staff perception about employee performance management in Uniliver Plc

(iii) What is the staff perception about organizational culture in Uniliver Plc?

(iv) In what way does organizational culture impacts on employee performance?

Research Hypotheses

In order to answer the research questions and achieve the objective of the study, the following hypotheses were advanced.

Ho: There is no positive relationship between organizational culture and employee performance in Uniliver Plc.

H1: There is a positive relationship between organizational culture and employee performance in Uniliver Plc.

Significance of the study

Examining the relationship between the Organizational Culture and performance should contribute to our knowledge of the relationship that exists between them. This will enhance managerial effectiveness and organizational success in Uniliver Plc.

This study intends also to prescribe potential practical implications for managers and administrators in management development programmes with the training needs of the employees in organizations. Hence employees will likely perform better and feel a high level of job satisfaction and will help develop more commitment towards their organization.

 Scope of the study

For the purpose of this study, the population will be limited or restricted to Unilever Plc.  The reason is however not for fetched, as the sector, which the case study belongs, has a significant influence on the other sector of the economy.

A sample is selected purposely for this research work and comprises of some selected management staff of Unilever Plc from production, marketing sales, personnel/human resource, accounting or finance department. the questionnaire will be distributed to 66 empoyee of Uniliver in Akure Branch

Methodology of the study

The study was carried out with primary and secondary data. The population for the study comprised of 174 workers which were made up of 18 managers and 156 non – management staff. The actual sample size was 90. The data collection was done at the Uniliver Plc Akure Branch. The main research instrument used was structured questionnaire.

 

 

Sources of Data

To make the conclusion and recommendation of this research project, the basic source of obtaining data is primary sources. Questionnaire was used to gathered information from the staff and the data were analysis and interpreted

Method Of Data Analysis

          This research work will make use of simple percentage method to analyzed the data collected.

Organization of the study

This study is presented in five chapters. Chapter one will covers the introduction, problem statement, objectives of the study, hypothesis, significance of the study, scope of the study, brief methodology, limitations of the study and organization of the study.

Chapter two reviews the literature on the topic. This covers the background to Organizational Culture – Performance Link, Organizational Culture Defined, the concepts of Organizational Culture, Organizational Culture versus National Culture, elements, types, Classification of Organizational Cultures, Importance of Organizational Culture on Performance, and Challenges of Research Surveys on Organizational Culture – Performance Link. It also looks at Performance, Performance Standards and Performance Measure. Chapter three looks at the methodology. Chapter four covers Data Presentation Analysis and Discussion. Chapter five is on Summary of Findings, Conclusion and recommendations.

 

REFERENCES

Cascio, W. F. (2006) Managing Human Resources: Productivity, Quality of Life, Profits. McGraw-Hill Irwin.

Chatov (1973); Brown (1983); Trice and Sonnenstuhl, (1988); Kunda, (1991); Wilmer et al, (1994), Browning et al; (1995) Enhancing Organizational Performance (1997) Commission on Behavioral and Social Sciences and Education (CBASSE) The National Academic Press http://books.nap.edu/catalog.php?record-id=5128

Hallett, T. (2003) Symbolic Power and Organizational Culture, Sociological Theory, Vol. 21, No. 2. pp. 128-149.

Handy, C (1981) Understanding Organizations, Penguin, Harmondsworth

Ojo, O (2003) Fundamentals of Research Methods, Lagos: Standard Publications.

Jones, G. R. (2003) Organisational Theory, Design, and Change, Upper Saddle River: Prentice Hall

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