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•   Topic:
              The impact of organizational culture on
                employee performance

                ...
• Organizational culture
              Pervasive, deep, largely subconscious, and tacit code that gives the 'feel' of
an o...
Engaging groups in exploring organizational culture and taking targeted actions to
better align it for future success can ...
 Benefits of Employee performance
    Managing employee or system performance facilitates the effective delivery of
Organizations want to obtain the commitment of their employees. Management would
like its employees to identify with the v...
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Ob Project


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Ob Project

  1. 1. • Topic:  The impact of organizational culture on employee performance  Introduction • Organization An organization is a systematic arrangement of people to accomplish some specific purpose and Non-random arrangement of components or parts interconnected in a manner as to constitute a system identifiable as a unit. and the other thing organization define as a Sequential form in which a body of knowledge, data, people, things, or other elements, is purposefully arranged. Social unit of people, systematically arranged and managed to meet a need or to pursue collective goals on a continuing basis. All organizations have a management structure that determines relationships between functions and positions, and subdivides and delegates roles, responsibilities, and authority to carry out defined tasks. Organizations are open systems in that they affect and are affected by the environment beyond their boundaries. • Culture The sum of attitudes, customs, and beliefs that distinguishes one group of people from another. Culture is transmitted, through language, material objects, ritual, institutions, and art, from one generation to the next. Broadly, social heritage of a group (organized community or society). It is a pattern of responses discovered, developed, or invented during the group's history of handling problems which arise from interactions among its members, and between them and their environment. These responses are considered the correct way to perceive, feel, think, and act, and are passed on to the new members through immersion and teaching. Culture determines what is acceptable or unacceptable, important or unimportant, right or wrong, workable or unworkable. It encompasses all learned and shared, explicit or tacit, assumptions, beliefs, knowledge, norms, and values, as well as attitudes, behavior, dress, and language. See also organizational culture. • The quality in a person or society that arises from a concern for what is regarded as excellent in arts, letters, manners, scholarly pursuits, etc. • That which is excellent in the arts, manners, etc. • A particular form or stage of civilization, as that of a certain nation or period: Greek culture. • Development or improvement of the mind by education or training. • The behaviors and beliefs characteristic of a particular social, ethnic, or age group: the youth culture; the drug culture. • Anthropology. The sum total of ways of living built up by a group of human beings and transmitted from one generation to another.
  2. 2. • Organizational culture Pervasive, deep, largely subconscious, and tacit code that gives the 'feel' of an organization and determines what is considered right or wrong, important or unimportant, workable or unworkable in it, and how it responds to the unexpected crises, jolts, and sudden change. All new employees must assimilate this code ('learn the ropes') to know the correct way to behave and what to expect from other employees. Organizational culture is the sum total of an organization's past and current assumptions, experiences, philosophy, and values that hold it together, and are expressed in its self-image, inner workings, interactions with the outside world, and future expectations. It is based on shared attitudes, beliefs, customs, express or implied contracts, and written and unwritten rules that the organization develops over time and that have worked well enough to be considered valid. Also called corporate culture, it manifests 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. It is termed 'strong' or 'weak' to the extent it is diffused through the organization. It impacts the organization's productivity and performance, and provides guidelines on customer care and service; product quality and safety; attendance and punctuality; and concern for the environment. It extends also to production-methods, marketing and advertising practices, and to new product creation. Expressed commonly as "It's how we do things here," it is unique for every organization and one of the hardest things to Organizational values also known as "beliefs and ideas about what kinds of goals members of an organization should pursue and ideas about the appropriate kinds or standards of behavior organizational members should use to achieve these goals. From organizational values develop organizational norms, guidelines or expectations that prescribe appropriate kinds of behavior by employees in particular situations and control the behavior of organizational members towards one another." The Organization culture talk about how the organisation progress on time, how employee behave or should behave, how tasks and job has to be done. So Culture is a descriptive term that is the way employee perceives the characteristic of an organisation .in comparison how to show there performance Culture is a powerful component of an organization's success, laying the tracks for strategy to roll out on. It is the foundation for profit, productivity and progress. While it can accelerate getting to the next level of performance, it can just as easily act as drag. Culture-Strategy Fit is a leading organizational culture consulting firm conducting groundbreaking culture diagnosis and change projects to help organizations leverage their culture to drive strategy and employee performance. Turbulent times require new kinds of conversations with groups of leaders and employees to set a path for shaping culture for future needs. We have deep understanding about how organizational culture operates and have created sophisticated yet practical diagnostic tools to uncover how organizational culture plays out in day-to-day work life. We are able to determine how it nourishes organizational health and accelerates strategy or debilitates it through 'culture drag'  Use culture for competitive edge
  3. 3. Engaging groups in exploring organizational culture and taking targeted actions to better align it for future success can result in: • A high engagement work environment that attracts, motivates and retains top talent • Higher productivity by eliminating 'culture drag' that impedes group performance • New capacities for adapting to external changes and emerging as a stronger player • Development of hard-to-imitate practices and behaviors that create competitive advantage • A safe environment for employees to feel free to talk about what they are experiencing • Delivery of brand promise for increased client loyalty • On-time projects and improved change planning when the way things really get done is better understood and responded to • Employee performance Basically the employee performance is activities to ensure that goals are consistently being met in an effective and efficient manner. Employee Performance can focus on performance of the organization, a department, and processes to build a product or service. Managing employee performance every day is the key to an effective performance management system. Setting goals, making sure your expectations are clear, and providing frequent feedback help people perform most effectively. Learn more about managing performance.  How to improve the performance of employee? • Maintain or improve each employee's job satisfaction and morale by letting him/her know that the supervisor is interested in his/her job progress and personal development. • Serve as a systematic guide for supervisors in planning each employee's further training. • Assure considered opinion of an employee's performance and focus maximum attention on achievement of assigned duties. • Assist in determining and recording special talents, skills, and capabilities that might otherwise not be noticed or recognized. • Assist in planning personnel moves and placements that will best utilize each employee's capabilities. • Provide an opportunity for each employee to discuss job problems and interests with his/her supervisor. • Assemble substantiating data for use as a guide, although not necessarily the sole governing factor, for such purposes as wage adjustments, promotions, disciplinary action, and termination.
  4. 4.  Benefits of Employee performance Managing employee or system performance facilitates the effective delivery of strategic and operational goals. There is a clear and immediate correlation between using performance management programs or software and improved business and organizational results. For employee performance management, using integrated software, rather than a spreadsheet based recording system, may deliver a significant return on investment through a range of direct and indirect sales benefits, operational efficiency benefits and by unlocking the latent potential in every employees work day i.e. the time they spend not actually doing their job. Benefits may include:  Direct financial gains 1) Grow sales 2) Reduce costs 3) Stop project overruns 4) Aligns the organization directly behind the CEO's goals 5) Decreases the time it takes to create strategic or operational changes by communicating the changes through a new set of goals  Motivated workforce 1) Optimizes incentive plans to specific goals for over achievement, not just business as usual 2) Improves employee engagement because everyone understands how they are directly contributing to the organizations high level goals 3) Create transparency in achievement of goals 4) High confidence in bonus payment process 5) Professional development programs are better aligned directly to achieving business level goals  Improved management control 1) Flexible, responsive to management needs 2) Displays data relationships 3) Helps audit / comply with legislative requirements 4) Simplifies communication of strategic goals scenario planning 5) Provides well documented and communicated process documentation • Impact of organization culture on employee performance The objective of the study is to investigate and analyze the influence of Organization culture on Employee performance. The research is expected to answer the importance question: Are Organization culture influenced Employee performance or not? The answer is yes the Organization culture are influence the performance of the employee. The Organization cultures talk about how the organisation progress on time, .how employee behave or should behave, how tasks and job has to be done Organization development is concerned with the analysis and diagnosis of the factor that determine organizational effectiveness, and the planning and delivery of programmers to increase that effectiveness.
  5. 5. Organizations want to obtain the commitment of their employees. Management would like its employees to identify with the values, norms and behavior of the organization, hence the need for organizational culture. Management needs to clearly explain its culture in its employees; this will enable the employee to get familiar with the organizational system. During this process of explanation, the employee learns about the organizational culture and decides whether they can continue their jobs with this culture or they can leave from there. This means that each organization is a learning environment. It is the proper understanding of the organizational culture that the performance of the employee in the organization. Performance is the extent to which an individual is carrying out assignment or task. It refers to the degree of accomplishment of the task that makes up an employee’s job. Job performance is the net effect of an employee’s effort as modified by abilities and roles or task perceptions. The culture of the organization should be developed to support continuous improvement, improve employees’ style of performing their job and thus develop quality awareness. To operate successfully across cultures, it is important to be able to recognize cultural differences and be adaptable. Organizational culture finds expression through the thoughts, intentions, actions and interpretations of members of the organization. Academic interest in Organizational culture is evidenced by the level of attention it has received over the last few decades. The relationship between corporate culture and performance has been the subject of abundant research in several fields, including strategic management, organizational behavior, and industrial organizations. Despite a lot of studies on Organizational culture in the last few decades, there is no widely accepted causal relationship between Organizational culture and performance. The empirical evidences emerging from various studies about the effect of Organizational culture on performance have so far yielded mixed results that are inconclusive and contradictory. Because of these contradictory results, the question of whether Organizational culture improves or worsens employee’s performance is still worthy of further research such as the one being undertaken in this study. Thus the impact of the organizational culture on employee performance is to be done the work more effectively efficiently, and done all the task related to the organization in a good manner, and the organization culture support the employee to improve his work according to the situation.