Abstract
This study is on organizational culture as a predictor of organizational outcomes. The total population for the study is 200 staff of Dangote group of company, Lagos. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made managers, secretaries, human resource managers and junior staff was used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
CHAPTER ONE
INTRODUCTION
- Background of the study
The concept of organizational culture has drawn attention to the long neglected, soft side of organizational life. However, many aspects of organizational culture have not received much attention by the employers and employees. Place primarily on the cultural and symbolic aspects that are relevant in an instance without preparing for the future of the organization (Ouchi and Wilkins, 1985.) Culture then is treated as an object of management action with little or no regards to its development. In this regard, Ouchi and Wilkins (1985) note that ‘the contemporary organizational leaders often takes the organization not as a natural solution to deep and universal forces but mere values and norms that the organization comes to live with, in it years of existence. The implication of organizational culture on the organizational outcome a rational instrument designed by top management to shape the behavior of the employees in purposive ways is rather complex and conflicting ‘thus that has resulted to the waning up or collapse of several organizations. Accordingly, much research on corporate culture and organizational symbolism is dominated by a preoccupation (Ojo, 2009). Another issue of concern is that these, symbols, values and ideas presumed to be manageable and directly related to effectiveness, yet is not brought to fore for the employees to understand rather many aspects of organizational culture are simply disregarded Employees are brought from different background to for the workforce of an organization with the diverse attitude from where they came from, internalization is also disregarded. Because of these unconsidered issues or neglected of whether organizational culture is of paramount or negatively to organizational outcomes.
The primary reason for which job satisfaction has become such a heavily studied notion is its impact on various organizational outcomes such as commitment, performance and identification. Organizational values, along with attitudes and norms, compose organizational culture (Schein, 1985). Employee’s own personality, preferences and characteristics have a great impact on how they perceive organizational culture (Palthe and Kossek, 2003). Hence, the study is on organizational culture as a predictor of organizational outcome.
