Factors influencing organisational culture pdf

The importance of organizational culture for humanitarian operations. Ekonomski signali. The humanitarian setting poses a number of challenges to organizations, so it is important to respond in an adequate way.

Organizational culture is a significant factor in organizational performance … Expand. Organizational Culture and Its Themes. Although the culture literature has at times focused on the … Expand. Cultural basis of high performance organizations. This paper aims to identify dimensions of organizational culture that are … Expand. Corporate sustainability and organizational culture. The concept of corporate sustainability has gained importance in recent years in both organizational theory and practice.

While there still exists a lack of clarity on what constitutes corporate … Expand. Sampling methods, data analysis, issues of confidentiality, validity and reliability of the study, are all stated and discussed in this chapter. Therefore, the chapter has been divided into the following sections: Research design, approach, study area, population sample and sampling procedures.

Others included data collection methods, data analysis plan, validity and reliability. Data is analyzed using mean scores and percentages and presented in tables.

The first section presented the demographic information, while other sections are presented according to the research questions. Data was collected from a total of 50 respondents. Demographic Information This section shows demographic characteristics of the respondents who were involved in this study. Their descriptions are therefore presented below: Table 4. Gender Gender was seriously taken into consideration to collect data from the respondents as revealed in Table 4.

As from this depiction, majority of the employees are female as studied in Airtel — Iringa offices. As from the findings in table 4. Age distribution Furthermore, the age ranges of the respondents were of particular importance for a deeper analysis of the employees. This indicates that the majority of staff at Airtel are in their most productive age group.

Such employees are likely to perform better at their jobs iv. Education As shown in Table 4. This practically implies that the company has adequately educated employees who are likely to perform better at their jobs. The results show that the company has experienced staff. Experienced staffs are likely to perform better at their jobs due to the job experience gained over time.

When it is greater than 0. When it is 0. According to Cerny , if the test is 0. The result implies that the data collected are reliable. On the other hand the value of KMO was 0. Table 4. Chi-Square In this section, descriptive statistics were presented before testing hypotheses. The descriptive statistics used were frequencies and percentages, while the inferential statistics used were Pearson correlation and coefficient of determination.

The respondents were asked to respond to a number of statements regarding organizational culture. The findings are presented in Table 4.

Workers feel free to voice 0 0 1 2 3 6 19 38 27 54 innovative suggestions to top management in this company. People in this company 2 4 14 28 11 22 20 40 3 6 believe they should do what they are told People in this Company 0 0 0 0 17 34 3 6 30 60 believe they must be honest in any situation by telling the truth always We are always polite to one 1 2 0 0 4 8 4 8 41 82 another.

This implies that management of Airtel has good cooperation with its workers. Researcher discovered that the people in this Company believe they must be honest in any situation by telling the truth always. This means that meaning that staff members at the company respect each other. The respondents were asked to respond to a number of statements regarding organizational communication. Employees can communicate 0 0 0 0 15 30 18 36 17 34 job frustrations to management Immediate supervisor often 0 0 12 24 0 0 23 46 15 30 gives information suggestions or feedback on important issues relating to this company.

Written directives and reports 17 34 1 2 0 0 17 34 15 30 are always clear and concise Conflicts are handled 0 0 6 12 4 8 30 60 10 20 appropriately through proper communication channels.

Open communication enhances employee performance. This is because frequent open communication builds increasing levels of trust between the organization and employees.

As the trust grows stronger, it can result in good relations between the organization and employees which enhances cooperation, prevents or reduces labor unrest and increases individual employee responsibility and ownership for their own performance.

When employees are allowed to communicate their frustrations, argumentative relations and counterproductive work behavior is likely to reduce, leading to improved employee performance. This is likely to enhance a sense of feeling of importance among employees which is likely to enhance employee performance. Providing feedback enhances performance in that if effective feedback is given to employees on their progress towards their goals, employee performance will improve.

People need to know in a timely manner how they are doing, what is working, and what is not. Either 64 percent of the respondents asserted that the written directives and reports are always clear and concise and only 12 percent disagreed while 80 percent agreed that conflicts are handled appropriately through proper communication channels.

This means that at Airtel Company, there is proper conflict management through proper communication channels. Conflict management improves working relations which in turn result into a conducive working environment and subsequent improved employee performance. I enjoy discussing my 0 0 12 24 10 20 13 26 15 30 Company with people outside it Even if this company went 0 0 16 72 1 2 12 24 21 42 down financially I will still be reluctant to change to another organization.

Source: Field Data From table 4. Correlation is significant at the 0. Also, Table 4. Predictors: Constant , Organizational commitment, Organizational communication, Organizational culture Source: Field Data The result from table 4.

Dependent Variable: Employee performance b. Predictors: Constant , Organizational commitment, Organizational communication, Organizational culture Source: Field Data The model applied in this study statistically significantly predict the outcome variable of relationship between dependent variable Employee performance is explained well by independent variables Organizational commitment, Organizational communication and Organizational culture to a large extent since significant value P value is 0.

Coefficients Coefficients B Std. Error Beta 1 Constant Discussion of Findings Ongenge worked on the organization culture in private sector has also added that the environment of an organization will affect the performance of employees also organizational culture reflects a person perception of the organization to which he belongs. The study found a positive significant relationship between organizational culture and employee performance at Airtel Company.

This implies that employee performance in an organization can be increased with a change in organizational commitment. The findings of this study could be attributed to the fact that the employees have become a family and feel like the company has become part of them.

Such a culture enhances employee performance and productivity. The study findings are in line with earlier scholars who found that a positive organizational culture enhances employee and organizational performance.

The study findings according to Awadh and Saad found that good organizational culture enhances organizational performance. Researcher discovered that the people in this Company believe they must be honest in any situation by telling the truth always and they are always polite to one another. In addition, Mohammad, Uddin, Huq and Saad did a study on the impact of organizational culture on employee performance and the results of this study showed positive association between strong culture and performance improvement.

Communication within the organizations was found to be significantly related to the employee performance within the company. This implies that communication within an organization improves efficiency and ultimately the employee performance. The positive relationship between organizational communication and employee performance could be attributed to the fact that communication at the company is timely, open, and participatory and gives feedback.

When employers, directors and managers are able to regularly provide effective communication this in turn will lead to an increase in efficiency within the workplace. Study findings unveiled that majority of the respondents asserted that the company has good cross unit communication and there is open communication in Airtel Company. It is broadly recognized that effective communication also results in a number of positive outcomes for managers. These include increased productivity, reduced absenteeism, and greater commitment to organizational goals Clampitt and Downs, Researcher reveled that Employees can communicate job frustrations to management and immediate supervisor often gives information suggestions or feedback on important issues relating to the company.

Either, the respondents asserted that the written directives and reports are always clear and concise and conflicts are handled appropriately through proper communication channels. Chen et al agree that in organizations where organizational communication is more continuous and open, work commitment is higher.

Leiter and Maslach , who consider organizational communication in the form of communication networks, find that subordinates who show a similar degree of work commitment, tend to establish communication networks among themselves and that negative superior-subordinate relationship reduces work commitment seriously. The positive effect of organizational communication on employee performance in this study therefore demonstrates the need to enhance organizational communication if employee performance is to improve.

Organizational commitment is the degree to which employees feel devoted to their organization, Organizational commitment is generally viewed as a positive factor for both individuals and organizations. Study findings reveled that employee commitment to the organization is likely to enhance employee performance.

The study found significant relationship between organizational commitment and employee performance at Airtel Company. This implies that employee performance at Airtel Company is improved by employee commitment. Commitment is a crucial factor in improving performance of employees in an organization and this can be achieved by individuals with high levels of commitment because employees with low levels of commitment will do only enough without putting their hearts into it.

Although, this is inconsistent with Mathieu and Zajac , who concluded commitment has relatively little direct influence on performance in most instances. Furthermore, workers who are committed to their organization are happy to be members of it, believe in and feel good about the organization and what it stands for, and intend to do what is good for the organization Kotelnikov, This correspond with study findings where by findings uncovered that significant number of respondents claimed that even if this company went down financially they will still be reluctant to change to another organization, that they would recommend a close friend to join this company and they feel like part of the family of the company.

Thus, a relationship exists between organizational commitment and job performance. Tables and figures were used to present findings. The data were analyzed using inferential and descriptive analysis. The upcoming chapter present matters concerning summary of findings, implications, limitations of the study, conclusion and recommendations. This chapter therefore presents the summary of findings from the data analysis and the overall conclusions of the study after which recommendations are made.

Summary 5. More specifically the study attempted to accomplish three objectives which are: i. To find out how organizational commitment influence performance of employee at the company The study was conducted by using descriptive research design. This implies that the staff at Airtel are responsive to customer needs.

This is a sign of good employee performance. Honest employees are less likely to indulge in counter-productive work behavior which may have a negative effect on both organizational and individual employee performance. Organizational communication Researcher revealed that 82 percent of the respondents asserted that the company has good cross unit communication, 94 percent agreed that there is open communication in this company. Either 64 percent of the respondents asserted that the written directives and reports are always clear and concise.

Study findings depicted that majority of the respondents agreed that conflicts are handled appropriately through proper communication channels. Organizational commitment From table 4. It will also add to literature on the subject as reference material and stimulate further research in the area.

This study will be very valuable to the area of study of organizational factors and job or employee performance. This helps and inform the body on how and when designing regulatory framework and measures on how to monitor employee work performance. The study will also propose areas for further research which will be very important to researchers who will easily get to know what needs to be done in the area of study.

The study contributes to the existing literature in the field of organizational factors and employee work performance at Airtel Company. These limitations are: - i. Data availability: to obtain secondary data was somehow difficult and therefore the researcher depended mostly on primary data which was also expensive to collect. Response from Respondents: Not all respondent responded to questionnaire which was distributed to them. During the analysis, it was found that some of the questionnaire was not completely filled.

It is through employee performance that an organization can increase its productivity and thus be able to offer distinctive client or customer value for competitive advantage. The Airtel Company need to carry regular appraisals to determine the performance of its employees; the organization can take the said opportunity to address the shortfalls and help the employees unleash their full potentials.

Airtel Company should review its working environment and ascertain the employee job performance periodically. The communication within an organization operates in a way to ensure that organizational goals are met. Therefore managers should ensure that employees receive instructions, directions, and guidelines to do their work in a simpler and more effective mode and that such instructions are easy to follow. Managers need to ensure that the transfer of information within the organization is well-organized and provide feedbacks for the employees on the quality of the performance they put into their jobs.

Also, it is recommended that the Airtel Company management should sustain rewarding processes and procedures to keep employees motivated in the work place. The Airtel Company management should develop effective ways of motivating its employees such as increased payments, creating good working environment of employees and improving the security.

The Airtel Company should ensure that human resource management policies are implemented in all branches. Therefore, future research should focus on these other factors which affect organizational performance like motivation of employees, leadership styles, working environment and organizational policies, among others.

Secondly, since it was one company that was focused on, other researchers can do further research on other companies and find out what factors affect them as well. African Journal of Business Management. Construction industry being a project-based industry, understanding nature of project culture is of paramount importance. Culture at project level seems less researched; possibly due to understanding … Expand.

Highly Influenced. View 9 excerpts, cites methods and background. Project culture in construction industry is unique, distinguishing one project from others, and plays a role in the processing of construction projects. The aim of this paper is to conduct a holistic … Expand. View 1 excerpt, cites background. Methodology to extract underlying basic assumptions of a public sector construction project culture: an exploratory case study.

ABSTRACT Identifying underlying basic assumptions of a construction project team brings insightfulness to cultural studies and is useful for managing project changes. However, methodological issues … Expand. View 9 excerpts, cites background. Through undertaking a comprehensive literature review and through the analysis of primary data collected from interviews with Lean Experts and Project Managers working in Germany, this research … Expand.

To address limitations of Lean in construction, new paradigms linked to Agile management methods are receiving increased attention. Agile approaches to management in manufacturing and information … Expand. Efficiency in the construction industry, or the lack thereof, has been a topic of research for decades. The construction industry is the only major U.

An investigation into the impact of culture on construction project performance. Need an account? Click here to sign up. Download Free PDF. Setyo Riyanto. A short summary of this paper. Data collection was carried out by distributing questionnaires.

Data were collected from respondents who were selected using considerations, namely that they must have criteria as permanent employees and have a service period of more than 1 one year. The results sshow that organizational culture and leadership style have a positive and significant influence on organizational commitment.

Then, organizational commitment has a positive and significant influence on employee performance. In addition, organizational culture and leadership style have a positive and significant influence on employee performance through organizational organi commitment. If an organization wants to continue to grow, then high high-performing human resources are necessary.

Employees with great performance can support the achievement of the goals and objectives set by the company. Performance is the output produced by functions functions or indicators of a task or a job within a certain amount time Wirawan, 5 in Herlista, Joko and Dewi, High- High performing employees will produce results which will lead to the fulfillment of organizational goals.

On the other hand, organizational goals will be difficult or even impossible to achieve if employees do not perform well in their jobs. According to Siagian , there are many factors influencing the performance of public organizations. Some of them are organizational commitment, organizational culture, and job satisfaction. Thishis is considering that these factors can improve Employee Performance in n achieving the goals of an organization.

That commitment can be realized if individuals in the organization perform their eir rights and obligations in accordance with their respective duties and roles in the organization, because the achievement of organizational goals is the result of the work of all members of the organization collectively.

Another factor that can improve Employee Performance is leadership. Leadership is the process of inter-relationship relationship or interaction between leaders, followers and situations. Leadership must involve other people, subordinates or followers. Leadership involves an unequal distribution ofo power among leaders and group members.

Apart from being able to legally direct their subordinates or followers, leaders also have authority Djatmiko, Number 42 on March 11, Business operations of PT. Perkebunan Nusantara XIV IV cannot be separated from various factors that can affect the performance of the company, both positive and negative. This is indicated by the company's performance report for the last 5 five years as shown below : - Dalam Juta 50, Based on the explanations above and the discovered phenomena, the writers are interested in discovering th thee relationship between these phenomena through a study titled: The Influence of Organizational culture and Leadership on Employee Performance with Organizational commitment as Intervening Variable Study at PT Perkebunan Nusantara XIV.

Human resources HR have a strategic position in an organization, therefore human resources must be uutilized tilized effectively and efficiently so that they produce great results. HR management is a series of strategies, processes and activities designed to support company goals by integrating the needs of the company and its individuals Rivai, 20 1. According to Handoko Human Resource Management Man is a planning, organizing, in mobilizing and supervising on procurement, development, compensation, integration, maintenance, and termination of employment with intent in achieving the goals of integrated company organization.

Meanwhile, Andrew in Mangkunegara argued that human resource or workforce planning is defined as a process of determining required labor to meet these needs so that their implementation is integrated with organizational plans.

Organizational Culture According to Denison in Pranoto organizational culture is the values, beliefs and principles that are the foundation for management systems and practices as well as behaviors that enhance and strengthen those principles.

Organizational culture can be formed in a relatively long time because it originated and can be influenced by internal culture, external culture, and big culture Prasetyono and Kompyurini, The process of cultural formation is closely related in a identical characteristic to the process an and d formation of groups that are very important in their group or group characteristics, the pattern of thoughts sharing, beliefs, feelings and values generated and the sharing of experiences and simultaneously producing the culture and the group itself Sch Schein, Leadership Style Every leader basically has different behavior in leading his followers, the behavior of those leaders is called a leadership style.

Leadership style is a way for leaders to influence their subordinates which is expressed in the form of behavioral pattern or personality.

A leader is someone who has a plan and behaves jointly with group members using a certain way or style, thus leadership has a role as a dynamic force that encourages, motivates, and coordinates the company in achieving predetermined goals. Kartini Kartono stated that "leadership style is the nature, habit, temperament, character, and personality that distinguish a leader in interacting with others". One of the reviews about leadership style is a leadersh leadership style that is task-oriented oriented and a leadership style that is oriented towards human relations.

A task task-oriented oriented leadership style is leadership that is more concerned with leader behavior that leads to the preparation of work plans, determination of organizational ational patterns, securing communication channels, work methods, and clear procedures for achieving goals Organizational Commitment Organizational commitment is defined as the identification strength and individual commitment with the organization.

High commitment is characterized by three things, namely: strong belief and acceptance of the goals and values of the organization, a strong willingness to work for the organization and a strong desire to remain a member of the organization. Commitment appears in three separate but closely related forms, first is identification with the organizational mission, second is psychological involvement with organizational tasks and finally loyalty and attachment to the organization Dessler, High organizational commitment is needed in an organization, for the creation of a high commitment will affect the professional work climate.