Organizational culture and its impact on employee performance

Organizational culture is deemed as one of the topics that were widespread in the behavioral
studies. Despite the topic organizational culture is being taught in most of the books and
compilations, Interactions between organizational culture and an employee’s performance have
become a prominent field of study over recent decades. but still organizational culture is
susceptible to disagreement and argument.
Due to globalization business markets are becoming more competitive, but it is obvious that
some organizations are more effective than others. Organizations in particular possess unique
and distinctive features as each organization has its own culture, tradition and other factors
which are necessary for an exclusive culture.

Organizational culture comprises the unwritten customs, behaviors and beliefs that determine the
"rules of the game" for decision-making, structure and power. It's based on the shared history
and traditions of the organization combined with current leadership values that influence the way
employees think, feel, and behave in the workplace .Hofstde(2011) says the creation of culture
may be by its founder and then shaped by his successors as the organization has grown. There is
no single organizational culture suitable for all types of organizations. Each organization requires
a specific culture for its growth, and survival.

The existence of a strong positive relationship constituent factor of organizational culture can
create efficiency in performance. According to Buchanna and Huczynski (2004) tells the
performance is a measure of the success of an organization, either production organization or
service provider organization.. Several factors could determine the rise or fall in the performance
of an organization, among others is the quality of the employee performance. A secondary effort
will be put into comparing the effect of organizational factors and the set of an individual
personal attributes, again in terms of performance contribution.

The organizational culture model is directly influenced by direct mechanisms that include
the behavior, status of the staffs, opinions among others. Indirect mechanisms indirectly
influence the organizational culture; this includes the mission and vision of a company, rules and
regulations, corporate identity, rituals and design. The research objective of this research of this
study can be formulated as follow:

 To know and analyze the organizational culture in the community and its positive effects
on performance. It determines the type of relationship between particular factors and
investigates which factors of organizational culture have a greater effect on personnel
performance.
 It also aims to identify most significant methods and leadership styles that support
positive aspect in organizational culture.
 to know and analyze the influence of job satisfaction on employee performance through
the work culture.
Literature Review:
Culture in organization may not be visible or physical but it has a significant impact in running
everyday company cannot be overemphasized. According to Greenberg and Baron (2003) the
role of culture in organization, sets standards of behavior what ought to be and what ought not to
be in the organization. Culture generate a sense of identity for its members, results to a large
extent reduce the incident of losing high performance employee to rival companies.

The concept of performance:

The term performance refer to how and the manner in which a particular task is carried out
and judged by its effectiveness. Performance should be associated with the factors such as
increasing profitability and obtaining best result in the organization Endeavour. Aragon(2004)
sees performance reflect the extent of goal achievement of employees in the organization.
Performance is the result of ability and motivation. Davenport(2012) investigates the difference
in the employee performance among companies in the same industry is as a result of the
differences in the organizational culture. The culture of some organizations perpetuates high
performance while the culture of other organization perpetuates low performance.

Culture generates employee commitment to the mission statement of the organization.

Individuals are by nature selfish and already struggle to ensure their needs and wants are meet.
The presence of a strong culture reduces the effects of selfishness and make individuals the
member of the organization make them feel that they are part of the well defined whole and
involve in the entire organization work. Its reminds people of what the organization is all about.

Gordan(2002) noted that although culture helps to establish values that persuades employees
to be committed to organizational goals. Trice and Bayer(2015) noted that by initiating a
positive culture have been linked to increased.

Employee performance:
Organizational performance is a sign of capacity of a company to efficiently achieve
independent goals. One of the element that is accessable is the employee performance through
the level of their productivity. Several researchers have been introducing method to evaluate
organizational performance. This includes the quality, quantity, knowledge of creativity of
individual towards accomplished works that are in accordance with the responsibility during
specific period. In other words the assessment system has some standard parameters that can
 be relied upon. Below is the conceptual framework:

JOB STRESS: Job stress is produced when one cannot properly coordinate available resources and
job demands with personal abilities. Job stress is derived from a situation of job environment that poses
threat to an individual. Some companies may demand achieving a certain level of work, while their
employees may be unable to cope with the given tasks.

MOTIVATION: Motivation is the willingness or desire to do something, conditioned by the activity

or the ability to satisfy some needs. By some experiments it is revealed that companies do motivation on
weekly basis to achieve their goals, and make employees interest in their work.

COMMUNICATION: Communication refers to the act, contact or double interacts among the
individuals in delivering information, meanings and understanding. The importance of communication
cannot be denied for organizations as applied to their ability to influence the bottom-line- as found in
growing evidence linked with work productivity.