Organizational Culture And Employees Job Satisfaction In Money Deposit Bank
Organizational Culture And Employees Job Satisfaction In Money Deposit Bank
Abstract
Understanding the dynamism of organizational culture and its relationship to employee job satisfaction is very crucial to organizational strategic objectives. The primary aim of this research is to assess the impact of organizational culture on employee job satisfaction. Literature review and library research are adopted to assess how the culture of an organization impacts upon processes, employees and systems in an organization. The performance management system has been measured by balanced scorecard and by understanding the nature and ability of systems of culture of an organization. Certain dimensions of culture have been identified so far and research findings indicate that value and norms of an organization are based upon employee relationship. The goal of an organization is to increase level of performance by designing strategies. This study was examined the impact of organizational culture on employees performance in actualization of organizational goals.
Table of Content
Chapter One:
Introduction
- 1.1 Background of the study
- 1.2 Statement of the problem
- 1.3 Objective of the study
- 1.4 Research questions
- 1.5Hypothesis of the study
- 1.6 Significance of the study
- 1.7 Scope of the study
- 1.8 Limitation of the study
- 1.9 Definition of terms
- 1.10 Organizations of the study
Chapter Two:
Review of Literature
- 2.1 Conceptual Framework
- 2.2 Theoretical Framework
- 2.3 Empirical Review
Chapter Three:
Research Methodology
- 3.1 Research Design
- 3.2 Population of the study
- 3.3 Sample size determination
- 3.4 Sample size selection technique and procedure
- 3.5 Research Instrument and Administration
- 3.6 Method of data collection
- 3.7 Method of data analysis
- 3.8 Validity of the study
- 3.9 Reliability of the study
- 3.10 Ethical consideration
Chapter Four:
Data Presentation and Analysis
- 4.1 Data Presentation
- 4.2 Analysis of Data
- 4.3 Answering Research Questions
- 4.4 Interpretation of Result
Chapter Five:
Summary, Conclusion and Recommendation
- 5.1 Summary
- 5.2 Conclusion
- 5.3 Recommendation
- References
- APPENDIX
- QUESTIONNAIRE
Chapter One
Introduction
1.1 Background to the Study
Organizational culture refers to a system of shared assumptions, values, and beliefs that show people what is appropriate and inappropriate behavior. These values have a strong influence on employee behavior as well as organizational performance. In fact, the term organizational culture was made popular in the 1980s when Peters and Waterman’s best-selling book In Search of Excellence made the argument that company success could be attributed to an organizational culture that was decisive, customer-oriented, empowering, and people-oriented. Since then, organizational culture has become the subject of numerous research studies, books, and articles. Organizational culture is still a relatively new concept (Daft, 2003). In contrast to a topic such as leadership, which has a history spanning several centuries, organizational culture is a young but fast-growing area within management.
Culture is largely invisible to individuals just as the sea is invisible to the fish swimming in it. Even though it affects all employee behaviors, thinking, and behavioral patterns, individuals tend to become more aware of their organization’s culture when they have the opportunity to compare it to other organizations (Amah, 2009). The organizing function involves creating and implementing organizational design decisions. The culture of the organization is closely linked to organizational design. For instance, a culture that empowers employees to make decisions could prove extremely resistant to a centralized organizational design, hampering the manager’s ability to enact such a design. However, a culture that supports the organizational structure (and vice versa) can be very powerful (Daft, 2003).
An organization’s culture may be one of its strongest assets or its biggest liability. In fact, it has been argued that organizations that have a rare and hard-to-imitate culture enjoy a competitive advantage. In a survey conducted by the management consulting firm Bain & Company in 2007, worldwide business leaders identified corporate culture to be as important as corporate strategy for business success. This comes as no surprise to leaders of successful businesses, who are quick to attribute their company’s success to their organization’s culture (Garvin, 1998).
Culture, or shared values within the organization, may be related to increased employee job satisfaction.
Researchers found a relationship between organizational cultures and employee job satisfaction, with respect to success indicators such as revenues, sales volume, market share, and stock prices leading to realization of the organizations goal. At the same time, it is important to have a culture that fits with the demands of the company’s environment. To the extent that shared values are proper for the company in question, employee job satisfaction may benefit from culture. For example, if a company is in the high-tech industry, having a culture that encourages innovativeness and adaptability will support its performance (Amah, 2009). However, if a company in the same industry has a culture characterized by stability, a high respect for tradition, and a strong preference for upholding rules and procedures, the company may suffer because of its culture. In other words, just as having the right culture may be a competitive advantage for an organization, having the wrong culture may lead to performance difficulties, may be responsible for organizational failure, and may act as a barrier preventing the company from changing and taking risks (Caves and Porter, 1977).
In addition to having implications for employee job satisfaction, organizational culture is an effective control mechanism dictating employee behavior. Culture is a more powerful way of controlling and managing employee behaviors than organizational rules and regulations. For example, when a company is trying to improve the quality of its customer service, rules may not be helpful, particularly when the problems customers present are unique. Instead, creating a culture of customer service may achieve better results by encouraging employees to think like customers, knowing that the company priorities in this case are clear. Therefore, the ability to understand and influence organizational culture is an important item for managers to have in their tool kit when they are carrying out their controlling function as well as their organizing function to enhance employee job satisfaction and promote the realization of the organizational goals.
1.2 Statement of the Problem
Several researches on how to optimize employee job satisfaction with a view to realize organizational goal have taken place in the past two decades. It has been argued that strategic group membership and associated collective behaviours are the primary sources of durable differences in firm profitability and effective employee job satisfaction (Caves and Porter, 1977). This implies that the collective behaviour of organization members which culture helps to control is important to its effectiveness. In relation to this argument, Glasister and Buckley (1998) identified organizational culture as one of the factors responsible for organizational effectiveness and employee job satisfaction. A strong organizational culture (that is, one in which everyone understands and believe in the firm’s goal, priorities and practices) that encourages the participation and improvement of all organization’ members has been identified to be one of its most important assets (Denison, 1985). However, the researcher seeks to analyze the impact of organizational culture on employee job satisfaction.
1.3 Objectives of the Study
The general objective of this study is to analyze the effect of organizational culture on employee job satisfaction and the following are the specific objectives:
- To examine the effect of organizational culture on the employee job satisfaction.
- To identify the type of organizational culture capable of enhancing employee job satisfaction in an organization.
- To identify factors hindering the employee job satisfaction in an organization.
1.4 Research Questions
- What are the effects of organizational culture on the employee job satisfaction?
- What are the types of organizational culture capable of enhancing employee job satisfaction in an organization?
- What are the factors hindering the employee job satisfaction in an organization?
1.5 Hypothesis
HO: There is no significant relationship between the organizational culture and employee job satisfaction in an organization
HA: There is significant relationship between the organizational culture and employee job satisfaction in an organization
1.6 Significance of the Study
This study on the effect of organizational culture on employee job satisfaction towards the attainment of organizational goals is significant in the following ways:
- It will enlighten managers and other stakeholders in Nigeria on the need for better organizational culture as the result from this study will guide them in selecting and adopting better organizational culture in the organization for better employee job satisfaction.
- This research will be a contribution to the body of literature in the area of the effect of organizational culture on the performance of quantity surveying firms in Nigeria, thereby constituting the empirical literature for future research in the subject area.
1.7 Scope of the Study
This study on the effect of organizational culture on the employee job satisfaction in organizations in Nigeria will cover all the money deposit banks in Nigeria by carefully examining their organizational culture and its effect on employee job satisfaction with a view to attain the organizational goal. The study will also cover an overview of factors militating against employee job satisfaction.
1.8 Limitation of Study
Financial Constraint
Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
Time Constraint
The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.
1.9 Definition of Terms
Culture:
The arts and other manifestations of human intellectual achievement regarded collectively.
Performance:
The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract.
Organization:
A social unit of people that is structured and managed to meet a need or to pursue collective goals. All organizations have a management structure that determines relationships between the different activities and the members, and subdivides and assigns roles, responsibilities, and authority to carry out different tasks. Organizations are open systems–they affect and are affected by their environment.
1.10 Organizations of the Study
The chapter one consist of the introductory part of the study which includes the study background, the statement of the research problem, the study objective and scope of the study.
The second chapter is a critical review of other literatures relevant to the study and its objectives including the theoretical framework for the study. While the third chapter is methods of data collection, sampling and data analysis used in conducting the study. The fourth chapter centres around the research findings including an analysis of how it relates to previous findings. The fifth chapter consists of the summary of findings, conclusion and recommendations base on the study objectives.
Chapter Five
Conclusion and Recommendation
5.0 Introduction
This chapter summarizes the findings into the “impact of of organizational culture on employees performance toward actualization of organizational goals. The chapter consists of summary of the study, conclusions, recommendations and suggestions for further studies.
5.1 Summary of Study
In this study, our focus was to examine the impact of of organizational culture on employees performance toward actualization of organizational goals using Domino’s Pizza Abuja as a case study. The study specifically was aimed at examining how different organizational culture can affect employees performance. It examined different types of organizational cultures prevalent in domino’s pizza.it examines organizational cultures that can hinder employees performance The study adopted the survey research design and randomly enrolled participants in the study. A total of 60 responses were validated from the enrolled participants where all respondent are current staff of Domino’s Pizza Company Abuja. The findings revealed that the nature of organizational cultures prevalent in Domino’s Pizza.
5.2 Conclusion
- The different values and beliefs based upon employee job satisfaction helps in organization association.
- The organization culture helps in internalizing joint relationship that leads to manage effective organization processes. The productivity and culture of organization helps in improving performance.
- The positive association between culture and performance helps in improving results of organization.
- The job performance of organization has a strong impact of strong organization culture as it leads to enhance productivity.
- The norms and values of organization based upon different cultures influence on work force management. In an organization strong culture enables to effective and efficient management of work force employees.
- The net profit in an organization helps in enhancing performance of employees. The common path for making perfect use of resources in same cultural association helps in positive development of organization.
- On basis of particular conditions organizational culture is helpful in improving and providing competitive edge. The employee commitment and group efficiency helps in improving performance based upon organization sustainability.
- The nature and power of organization culture influence upon sustainability and effective of organization.
5.3 Recommendation
Based on the responses obtained, the researcher proffers the following recommendations:
Organizations should engage in the following:
- Every organization must understand that organizational culture is the basis upon which employees performs .
- Domino’s Pizza Company should continue to strive higher in maintaining standard organizational culture to promote their organization goals.
- Management and staffs of Domino’s Pizza should continuously practice stipulated organizational culture and maintain high employee job satisfaction.
- Organizational culture contribute to better quality of company’s communication and total business results, change of attitude with managers about organizational culture strategy would certainly lead to a greater achievement of the organization.
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