The Impact of Organizational Culture on Employees performance (A Study og Nigerian Breweries plc, 9th Mile Enugu)

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ABSTRACT

The role of organizational culture has received considerable and sustained attention with both practicing managers and organizational researchers. This dissertation seeks to examine the impact of organizational culture on work performance of employees of Nigeria Breweries plc. To achieve the above objective, the case study approach was used; the population sample frame is 100, of staff who are 2 years and above. The research used 2 years and above because it wants to find out why staffs are still here after 2 years of working with the same organization (Nigeria Breweries plc). Data was collected from a total number of 85 employees using a structured questionnaire to access the values, characteristics, relationships on organizational performance and how it can influence employee performance. The findings of the study revealed that performance of workers are greatly influenced by the culture. Also, most workers supported the fact that good relations between workers and customers make them do their job with joy to achieve their overall objectives. Secondly work values have improved discipline, time management, and punctuality, motivates and help maintain morals. The study concludes that organizational culture helps improve employee performance as well as a source of motivation to workers because motivation is not only monetary.

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Organizations are a constituent of individuals with various philosophical directions, qualities, sentiments, and mentalities meeting up agreeably to accomplish an objective. It consequently suggests that the conviction framework, objectives, goals, ways of thinking are all important for the corporate culture of any organizations, which are learned by each individual from the Organizations. Authoritative culture is one of the fundamental instruments in understanding the conduct of individuals in Organizations. It is a powerful power that controls a worker’s work life; the string that ties the whole Organizations together. In the other hand, hierarchical execution includes taking part in repeating exercises pointed toward setting up authoritative objectives, observing advancement toward the objectives, and making changes in accordance with accomplish those objectives all the more successfully and productively (Omoregbe and Umemezia, 2017). It likewise implies having the various pieces of an organizations cooperate to accomplish extraordinary outcomes which are estimated as far as the worth being conveyed (Hopkins, 2004).

It is extremely vital for an Organizations to build up a hierarchical culture to keep up its situation in market. The authoritative culture must be created to offer help to an organizations and bring ceaseless improvement. The way of life of an Organizations is vital for the advancement of an Organizations since it impacts on representative responsibility and their maintenance too. In the event that the way of life of an Organizations is adaptable it will give such work space to representatives in which they may work effectively and freely without feeling any weight. Each Organizations needs representative responsibility since it is vital for an authoritative viability. On the off chance that the workers comprehend the hierarchical culture appropriately so that there might be improvement in their presentation the explanation is that the representative’s exhibition is the foundation of an organizations. Hierarchical results and achievement is determined by the individual commitment in the Organizations at all levels. On the off chance that each individual performs as per the normal guidelines, hierarchical execution will be improved. It is thus that work execution is viewed as a critical standard that converts into authoritative results and achievement; making it the foundation of each Organizations (Salihu, Rayyan and Umar, 2016).

Be that as it may, Organizational results and achievement is inferred by the individual commitment in the organizations at all levels. In the event that each individual performs as indicated by the normal principles, hierarchical execution will be improved. This subsequently clarifies the motivation behind why a decent measure of time and assets have been put resources into doing explore in this field (Omondi, 2014). On the other hand, Organizational results and achievement is inferred by the individual commitment in the Organizations at all levels. In the event that each individual performs as indicated by the normal principles, hierarchical execution will be improved yet on the off chance that they don’t proceed as coordinated and as per expected standard it will hinder the Organizations prosperity.

Authoritative culture includes the unwritten traditions, practices and convictions that decide the “rules of the game” for dynamic, design and force. It depends on the common history and customs of the Organizations joined with current administration esteems. As a result, culture directs the manner in which we work together here and the hierarchical endurance strategies that work with digestion and individual achievement (Dave and Urich, 2011). With a solid authoritative culture, representatives do things since they trust it’s the best thing to do and feel they’ll be compensated for their activities. Nonetheless, if the administration group needs honesty or stop variety, incredible societies can change into factions, coteries, standings and insider clubs. Hierarchical culture can be treated as a progression of particular qualities of a particular organizations. Some cutting edge meanings of hierarchical culture are dynamic, aimed at inventiveness, advancements and business. Thusly, this examination will zero in on the impact of authoritative culture on representative execution an investigation of Nigerian Breweries plc, ninth Mile Enugu.

1.2 Statement of the Problem

Since representatives are viewed as the best and most important resources that execute and supplement different elements of creation in an organizations. Expanded rivalry, globalization, coalitions and significant work power office have made a more noteworthy requirement for hierarchical culture. Overseeing authoritative culture is arising as one of the key administrative difficulties in the 21st century.

By and by, authoritative culture influences the exhibition and efficiency of organizations in a huge manner, for example, poor corporate administration and poor corporate culture are liable for the issues looked by great organizationss in Nigeria. In a few examples, it has been shown that most representatives in the organizationss don’t have the information on its vision, mission and key objectives.

A considerable lot of the organizations may have an administrative culture that don’t advance enterprising and hazard taking drives and no reasonable correspondence among the board and representatives. Along these lines, in the bid to proffer answer for the above issues, the investigation to get with the impact of hierarchical culture on worker execution at Nigerian Breweries plc, ninth Mile Enugu.

1.3 Aim and Objective of the Study

Organization’s culture depicts the performance of its employees both practicing managers and organizational researchers. To achieve corporate objectives, the desire and the combined effort of employees must be critically look at by organizations. In getting the best out of employees, management must understand that there is an inner instinct that needs to be activated to actually push employees to give out their best. It is in the light of this that the culture of organizations has become a sine-qua-non for organizations to achieve their goals.

The main aim of the study is to examine the impact of organizational culture on employee performance in an organization. Other specific objectives include:

1. To evaluate the extent to which do employee personality characteristics effects on customer relationship.

2. To Investigate the extent to which values of the organization effects employee behavior.

3. To understand whether how organizational culture effects personality characteristics employee performance.

1.4 Research Question

The research question for this study is stated below:

1. What is the extent to which do employee personality characteristics effects on customer relationship?

2. What is the extent to which values of the organization effects employee behavior?

3. How can organizational culture effects personality characteristics employee performance?

1.5Significant of the Study

Organizational culture is an essential activity for the development of every organization. A well implemented culture makes employees feel as part and parcel of the organization. They hold the organization in high esteem and are willing to give off their best to the organization. An organization that wants to remain in business and win competitive advantage over its rival as well as expand its market share must be able to implement an outstanding culture by involving employees to be abreast with its culture very well as seeing it as their treasure. It is only when this is done well that employees would work hard enough to increase productivity and hence profitability. This project work contributes to the on-going debate on the effectiveness of organizational culture on work performance in organizations. The study employs a collection of data from both within and without the organization to determine the pre and post organizational culture – work performance of employees of Nigerian Breweries plc, 9th Mile Enugu. As a human resource person motivation is not only extrinsic but also intrinsic thus culture can really motivate workers to do well. It is hoped that practical managers as well as owners of institutions would find this research useful in terms of being a source of information for management to acquaint them on the need for cultivating a uniform culture with their employees.

1.6Scope of the Study

This study on the impact of organizational culture on employees’ performance covers Nigerian Breweries plc, 9th Mile Enugu.

1.7       Definition of Terms

Organizational culture: This is a system of shared values, beliefs, norms which governs the way people behave in an organization. This strong values has a strong influence on the people in the organization and dictate how they dress, act and perform their jobs.

Employee: An individual who works part time of full time under a contract of employment, whether oral or written, express or implied, and has recognized rights and duties.it can also be a person who is below the executive level who is hired by another to perform a service especially for wages or salary and is under others control.

Performance: The accomplishment of a given task measured against a preset known standard of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfilment of an obligation, in a manner that releases the performance from all liabilities under the contact.

Training and Development: Training and development can be described as “an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of employees.

Employee Competency: This can be defined as the ability of an individual to do a job properly. This is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees.

Reward: This can be seen as money or another kind of payment that is given or received for something that has been done or that is offered for something that might be done.

Productivity: A measure of the efficiency of a person, machine, factory, system, etc., in converting inputs into useful outputs. This is computed by dividing average output per period by the total costs incurred or resources (capital, energy, material, personnel) consumed in that period. Productivity is a critical determinant of cost efficiency.

Recruitment: Refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization.Recruitment can also refer to processes involved in choosing individuals for unpaid roles.

Market share: Out of total purchases of a customer of a product or service, what percentage goes to a company defines its market share. Market share is calculated by taking the company’s sales over the period and dividing it by the total sales of the industry over the same period. This metric is used to give a general idea of the size of a company in relation to its market and its competitors.

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