ABSTRACT
This study is based on the effect of organizational culture on employee’s performance. (A study of Hardis and DromedasUmunya, Anambra State). The study adopts the following object; to determine the relationship between training and development on employee’s competency, to examine the relationship between reward and productivity within the organization, to ascertain how recruitment can enhance the market share of the organization. The descriptive survey research design was adopted and a sample size of 133 (one hundred and thirty three) was gotten using Taro Yamani formula out of the population of a total of (200) staff. 133 questionnaires were administered to the respondents and 120 was returned, which was used for the data. Three research questions was used for the study. The data for the study was gathered with a five point likert scale questionnaire. Analyses were made through the latest version of statistical package for social sciences (SPSS} a well-known software for the statistically data analysis, so that effective conclusion can be drawn. From the study, it was indicated that training and development increases the employee competence. The findings show thatreward has a significant increase on the performance of the organization. Finally it was processed from the study that recruitment can positively enhance the market share of the organization. The study recommends that Organization should provide a flexible culture; these will provide such working environment to employees in which they will work easily and independently without feeling any burden. Company should provide employee with a clear career path and career development opportunities by giving them training, seminars and workshops and this will increase their performance in the organization.
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Organizations are a constituent of people with different ideological orientations, values, opinions, and attitudes coming together cooperatively to achieve a goal. It therefore implies that the belief system, goals, objectives, philosophies are all part of the corporate culture of any organization, which are learned by every member of the organization. Organizational culture is one of the essential tools in understanding the behavior of people in organizations. It is a persuasive force that controls an employee’s work life; the thread that binds the entire organization together. In the other hand, organizational performance involves engaging in recurring activities aimed at establishing organizational goals, monitoring progress toward the goals, and making adjustments to achieve those goals more effectively and efficiently (Omoregbe and Umemezia, 2017). It also means having the different parts of an organization work together to achieve great results which are measured in terms of the value being delivered (Hopkins, 2004).
It is very necessary for an organization to establish an organizational culture to maintain its position in market. The organizational culture has to be developed to provide support to an organization and bring continuous improvement. The culture of an organization is very important for the progress of an organization because it impacts on employee commitment and their retention as well. If the culture of an organization is flexible it will provide such working environment to employees in which they may work easily and independently without feeling any burden. Every organization wants employee commitment because it is very important for an organizational effectiveness. If the employees understand the organizational culture properly so that there may be improvement in their performance the reason is that the employee‘s performance is the base of an organization. Organizational outcomes and success is derived by the individual contribution in the organization at all levels. If every individual performs according to the expected standards then organizational performance will be enhanced. It is for this reason that job performance is considered an extremely important criterion that translates into organizational outcomes and success; making it the backbone of every organization (Salihu, Rayyan and Umar, 2016).
