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Mohd Haziq Syafiiq Bin HajiKamsaniHNDBM11/02 ALecturer ; Mrs Hjh Jusnani HjKassim
HOW ORGANIZATIONALCULTURE HAVE AN IMPACT ON EMPLOYEE PERFORMANCE AND SATISFACTION?
A system of shared meanings and common beliefs held by organizational members that determines, in a large degree, how they act towards each other. “The way we do things around here.” Implications: Culture is a perception Culture is shared Culture is descriptive
Gives identity -Identity of company, automatically became the identity of people who work in the company, as well.The people end up affecting the culture as much as the culture is affecting them.
It helps to manifests or understands in: 1. the ways the organization conducts its business, treats its employees, customers, and the wider community. 2. the extent to which autonomy and freedom is allowed in decision making, developing new ideas, and personal expression. 3. how power and information flow through its hierarchy. 4. the strength of employee commitment towards collective objectives.
culture can help drive businessresults, but it takes a cultural audit todifferentiate which elements of the culturecan lead to superior performance.
High Performance when: the OC is effective and can be accepted by the employees . This can lead to motivation to the employees to increase their productivity. For example, if the organizational culture is Innovative, and the employees likes to improve and to do new things, then these can lead to high performance.
Low Performance when: the culture of the organization is not proper and transparent and it is not accepted by the employees. For example, if the organizational culture is team oriented and the employee is individualistic who likes to do work in individual, then this can lead to low performance.
Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. High satisfaction when the employees is willing to adapt the organizational culture. Low satisfaction when the employees is unwilling to adapt the organizational culture.