CREATING AN ORGANIZATIONAL CULTURE THAT ENHANCES PERFORMANCE

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ABSTRACT

This research work appraised the importance of creating an organizational culture that enhances the overall organizational performance using Zenith Bank Plc in three different states in south-east Nigeria as reference points, which include Enugu, Aba and Owerri branches. The study specifically determined if organizations have cultures that guides the employees’ behaviour, how the employees’ get oriented into the culture, its impact on employees, the organization and equally on the external environment.
 Using survey method, 138 respondents were sampled by simple random sampling method. The main instruments used in collecting data were the questionnaire and personal interview. However, materials from library and other research units provided secondary data. Chi-square statistics was then employed in analyzing the data obtained based on the stated hypotheses.
The study revealed that the organization has culture that guides the behaviour of the employees, the employees are oriented into the organization through certain formal events such as general meetings, company parties, award dinners and basically through training programmes. The existing culture in an organization has great impact on the overall performance of the organization and has also affected the external environment through certain community development projects, education scholarship scheme among others.

Based on these findings, conclusion was drawn and some recommendations were made.


TABLE OF CONTENT

Title Page
Abstract
Table of Content

CHAPTER ONE
1.1       Background of the Study
1.2       Statement of the Problem
1.3       Objectives of the Study
1.4       Significance of the Study
1.5       Research Hypotheses
1.6       Definition of Terms
            References

CHAPTER TWO
2.0       Literature Review
2.1       Culture
2.2       Organizational Culture
2.2.1    Types of Organizational Culture
2.2.2    Components of Organizational Culture
2.2.3    The Importance of Organizational Culture
2.3       Organizational Culture and Managerial Action
2.4       Performance
2.4.1    Stages of Performance
            References

CHAPTER THREE
Research Methodology
3.1       Introduction
3.2       Research Design
3.2.1    Population of the Study
3.2.2    Sample Size and Sampling Method
3.2.3    Sources of Data
3.2.4    Research Instrument
3.2.5    Validity and Reliability of Research Instruments
3.2.6    Data Analysis Techniques
            References

CHAPTER FOUR
4.1       Data Presentation and Analysis
4.2       Testing/Interpretation of Hypotheses

CHAPTER FIVE
Summary of Findings, Conclusion and Recommmendations
5.1       Summary of Findings
5.2       Conclusion
5.3.1    Recommendation
5.3.2    Recommendation for Further Studies
            Bibliography

            Appendix

CHAPTER ONE

1.1      BACKGROUND OF THE STUDY
Culture is an important building block for the success and growth of organizations. It is what controls the behaviour of people and events that happen in an organization. It determines how activities are carried out in any organization.

From the above, it can be deduced that culture runs deep in every organization. It is the reason behind the way an organization is run. Every organization has its own unique culture which most often emerges based on the values of the top management and or founders of the organization.

The realization that an organization can only get as far as their cultures can lead them has spurred management into taking more interest in culture and how to build or maintain a culture that will enhance the performance of an organization.
Because the organization is located in an environment that has its own culture and also woks with people who have different cultural backgrounds, culture analysis comes in handy in dealing with those aspects that seem irrational, frustrating and intractable. The bottom line for leaders is that if they do not become conscious of the cultures in which they are embedded, those cultures will manage them.
Within an organization, there are sub-cultures (these sub-cultures are as a result of individual cultures which employees bring into the work place). There is the need therefore to bring these cultures together to the benefit of the organization.

The importance of culture is growing as a result of several recent developments. Organizations are encouraging employees to be more responsible and think and act like owners by owning up the organizational culture.

This study is intended to motivate the management of organizations to look into the culture of their organizations and work towards creating a culture that will enhance their performance.

The Researcher’s choice of Zenith Bank as a case study stems from the published consistent and impressive performance of the bank within a few years of their operation in the banking sector.

1.2 STATEMENT OF THE PROBLEM
An organization is made up of individuals who have their own cultures and objectives which may run contrary to that of the organization. Also within the organization, these individuals may form different solidarity groups to meet different objectives. These individual cultures and sub group cultures sometimes run contrary to that of the organization causing conflict and invariably adversely hamper the growth of the organization. The major challenge facing organizations is how to co-ordinate these sub-cultures so that it will work in consonance with that of the organization. The aim is to achieve the objectives of the organization and also as much as possible meet the needs of the individual members and the interest groups within the organization.

1.3 OBJECTIVES OF THE STUDY
The objectives of the study will include;

1.           To determine if organizational cultures guides the employees’ behaviour.

2.           To determine how employees’ get oriented into the organizational culture.

3.           To determine the impact of organizational culture on its performance.

4.           To know if individual goals/objectives can be achieved as employees’ work to achieve organizational objectives.

5.         To determine the impact of an organization’s culture on its external environment (social responsibility).

6.           To determine the effect of changes in the environment on the organizational culture...... 

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