This document discusses a study on the impact of organizational culture on performance in the banking sector. The study analyzed four types of organizational cultures - involvement culture, adaptability culture, consistency culture, and achievement culture. Data was collected through questionnaires from employees at various managerial levels from several banks. The questionnaires contained questions about employee empowerment, team orientation, capability development, implementation of core values, cross-departmental integration, implementation of new ideas, customer focus, training, strategic alignment, and customer satisfaction. The results of the study can help banks improve their culture and performance.
For the first time in the 16 years of our TRUST BAROMETER research, we examined the state of trust between employers and employees and today are issuing the 2016 Edelman Trust Barometer Special Report on Employee Advocacy.
KEY TAKEAWAYS
Engaged Employees Sustain Customer Experience Efforts
Customer experience professionals are typically part of very small teams. To succeed,
they need help from a broad base of engaged employees who are motivated to exceed
customer expectations.
Strong Employee Engagement Correlates With Higher Productivity And
Profits
Companies with higher employee engagement ratings have higher pro!t margins.
More engaged employees deliver better customer outcomes as measured by customer
satisfaction, loyalty, and likelihood-to-recommend scores.
Companies Can Create Highly Engaged Customer-Centric Employees
Customer experience teams must ensure that employees have the training, tools, and
autonomy they need to take control of the customer experience.
Closing the trust gap: Responsible Business SeriesJill Riseley
The Responsible Business series is a program on key responsible business topics to further education, discussion and debate. Closing the trust gap was the first in this series and looked at what business needs to do to improve and drive trust with stakeholders and consumers.
Edelman conducted a survey between May-June 2017 to assess perceptions of veterans’ well-being in America.
The survey examined audiences’ perceptions of veterans’ job skills, education and employment to understand how veterans may be viewed as potential employment candidates. In addition, the survey explored perceptions of veterans’ mental and physical health, as well as their role in society.
How to Quickly and Easily Collect Customer and Employee InsightsQualtrics
In this era of instant gratification, customers and employees expect to be heard. To meet this demand, businesses today require fast, actionable insights to help drive company initiatives. Qualtrics has delivered on this need for more than 12 years. Join us October 1st to learn how Qualtrics can help you quickly and easily collect, analyze, and act on customer and employee insights.
For the first time in the 16 years of our TRUST BAROMETER research, we examined the state of trust between employers and employees and today are issuing the 2016 Edelman Trust Barometer Special Report on Employee Advocacy.
KEY TAKEAWAYS
Engaged Employees Sustain Customer Experience Efforts
Customer experience professionals are typically part of very small teams. To succeed,
they need help from a broad base of engaged employees who are motivated to exceed
customer expectations.
Strong Employee Engagement Correlates With Higher Productivity And
Profits
Companies with higher employee engagement ratings have higher pro!t margins.
More engaged employees deliver better customer outcomes as measured by customer
satisfaction, loyalty, and likelihood-to-recommend scores.
Companies Can Create Highly Engaged Customer-Centric Employees
Customer experience teams must ensure that employees have the training, tools, and
autonomy they need to take control of the customer experience.
Closing the trust gap: Responsible Business SeriesJill Riseley
The Responsible Business series is a program on key responsible business topics to further education, discussion and debate. Closing the trust gap was the first in this series and looked at what business needs to do to improve and drive trust with stakeholders and consumers.
Edelman conducted a survey between May-June 2017 to assess perceptions of veterans’ well-being in America.
The survey examined audiences’ perceptions of veterans’ job skills, education and employment to understand how veterans may be viewed as potential employment candidates. In addition, the survey explored perceptions of veterans’ mental and physical health, as well as their role in society.
How to Quickly and Easily Collect Customer and Employee InsightsQualtrics
In this era of instant gratification, customers and employees expect to be heard. To meet this demand, businesses today require fast, actionable insights to help drive company initiatives. Qualtrics has delivered on this need for more than 12 years. Join us October 1st to learn how Qualtrics can help you quickly and easily collect, analyze, and act on customer and employee insights.
With business poised to continue investing in efficiency and environmental responsibility, is there a chance that this move sets the stage for more win-win solutions, bridging the perceived gaps on energy and the environment?
Read more here: http://edl.mn/2sJy6eh
2017 Edelman Trust Barometer Special Report: Family BusinessEdelman
The 2017 Edelman TRUST BAROMETER Special Report: Family Business is a general population survey conducted amongst 15,000 respondents across 12 markets: U.S., UK, China, Indonesia, Saudi Arabia, India, Germany, Brazil, Italy, France, Canada and Mexico.
The study looks at trust in family business as it relates to business performance; perception of next-generation leaders; expectations of the wealthy; and philanthropy.
Learn more here: http://edl.mn/2ha727I
2017 Edelman Trust Barometer Special Report: Institutional InvestorsEdelman
The 2017 Edelman Trust Barometer Special Report: Institutional Investors, a survey of institutional investors who invest in global equities highlights emerging business risks and opportunities for companies, their boards, and management to build and maintain trust with the financial community.
The inaugural report reveals that roughly half of institutional investors think that most companies do not acknowledge the risks to their business from the current political climate, reflecting broader concerns raised in the Trust Barometer Global Report 2017.
Edelman Berland Research Findings: Veterans as Strategic Assets InitiativeEdelman
The objectives of the Veterans as Strategic Assets (VSA) Initiative is to gain an understanding practices around teaching and hiring veterans, in order to position veterans as a strategic asset for the Illinois Joining Forces (IJF) and the Student Veterans of America (SVA). Edelman Berland conducted a global, 10-minute online survey from January 9 to May 7, 2014. The findings are based on 1,628 responses including 1,469 veterans, n=89 employees, and n=70 community partners including those in higher education/community college/workplace training non-profits.
10 Shocking Stats About Disengaged EmployeesOfficevibe
Here are 10 shocking stats about employee engagement that our researchers have found. This infographic shows all that's wrong with disengaged employees.
Read more on Officevibe Blog:
https://www.officevibe.com/blog/disengaged-employees-infographic
Download the most comprehensive guide to having engaged employees:
http://officevi.be/employee-engagement-guide
Use these 22 simple ways to boost job satisfaction:
http://officevi.be/job-satisfaction-guide
Authors: Professor David F. Larcker, Brian Tayan, CGRI Quick Guide Series. Corporate Governance Research Initiative, Stanford Graduate School of Business, August 2017
This Research Spotlight provides a summary of the academic literature on the role of proxy advisors (ISS and Glass, Lewis) in the proxy voting process:
• The influence of proxy advisors on director elections.
• The influence of proxy advisors on say on pay.
• The influence of proxy advisors on proxy contests.
• The influence of proxy advisors on compensation design.
This Research Spotlight expands upon issues introduced in the Quick Guide “Investors and Activism”.
Are you unsure if your organization is getting value from your employee engagement initiatives? Has “action planning” become a check-the-box activity? Does everyone in your organization clearly see how employee engagement efforts impact organizational culture and business results? Or maybe you're getting ready to measure employee engagement in a new or different way, and want to make sure the initiative will be seen as highly valuable -- especially to your senior stakeholders.
White paper detailing the link between an employee's perception that he or she is making progress at work and that employee's level of engagement. Progress at Work is a valuable new metric that builds on existing engagement measures.
Employee Onboarding : Statistics you need to knowElodie A.
Learn everything you need to know about employee onboarding and how to ensure that each new hire is successful with this complete guide.
Content by Officevibe, the simplest tool for a greater workplace.
Read more on our website:
https://www.officevibe.com/employee-engagement-solution/employee-onboarding
Download your free checklist of the perfect onboarding:
http://bit.ly/2jVcIzO
Chek our product!
https://www.officevibe.com/
The results of our fourth SME survey are in!
Bentleys commissioned The Voice in 2014, a long-term research project to follow and explore the mindset, needs, expectations, and concerns of our clients.
We have now completed our 4th survey where we asked micro, small and medium business across Australia, about the challenges they face in regards to business confidence, risk management and international trade.
The survey has identified several challenges that face SMEs. Bentleys is here to help navigate the complex landscape and specific barriers that SME owners struggle with every day.
Learn more about the Work Effects KPI solution to identify your key players so you can connect the right people, understand organizational capabilities and break down the silos.
Speed Dating the Data Geeks: What you need to know about Nonprofit Analytic T...hjc
Speakers: Richard Becker, Blackbaud, John Blackwell, INtegral, Joe Churpek, Analytical Ones, John Ernst, Integral, Julie Wilson, Integral
With more nonprofits investing in advanced measurement technologies and analytics to drive their multi-channel fundraising programs, the need to understand what to measure, what to model and what to expect from an analytic partner is greater than ever. Join leaders from some of the nonprofit industry’s top analytic consulting firms for a candid panel discussion on how programs at every maturity level should approach analytics.
State of Employee Engagement Report 2016DecisionWise
A comprehensive look at employee engagement best practices from over 200 organizations around the world.
Employee engagement continues to be a top concern for executives around the world. We conducted this study to understand why engagement is important to companies and what they are doing to improve the level of engagement of their workforce.
Sample presentation of culture assessment survey resultsJoe Tye
Before I conduct a leadership retreat I typically conduct a Culture Assessment Survey so that I can share results with the group. This is a typical excerpt from a presentation with specific organizational identity removed
Leaders have many misconceptions about coaching. “You have to be an expert.” “It’s time-consuming.” “It’s only for underperformers.” But done right, coaching can impact every aspect of your business for the better. Use this infographic to get the bottom on how coaching benefits your bottom line.
With business poised to continue investing in efficiency and environmental responsibility, is there a chance that this move sets the stage for more win-win solutions, bridging the perceived gaps on energy and the environment?
Read more here: http://edl.mn/2sJy6eh
2017 Edelman Trust Barometer Special Report: Family BusinessEdelman
The 2017 Edelman TRUST BAROMETER Special Report: Family Business is a general population survey conducted amongst 15,000 respondents across 12 markets: U.S., UK, China, Indonesia, Saudi Arabia, India, Germany, Brazil, Italy, France, Canada and Mexico.
The study looks at trust in family business as it relates to business performance; perception of next-generation leaders; expectations of the wealthy; and philanthropy.
Learn more here: http://edl.mn/2ha727I
2017 Edelman Trust Barometer Special Report: Institutional InvestorsEdelman
The 2017 Edelman Trust Barometer Special Report: Institutional Investors, a survey of institutional investors who invest in global equities highlights emerging business risks and opportunities for companies, their boards, and management to build and maintain trust with the financial community.
The inaugural report reveals that roughly half of institutional investors think that most companies do not acknowledge the risks to their business from the current political climate, reflecting broader concerns raised in the Trust Barometer Global Report 2017.
Edelman Berland Research Findings: Veterans as Strategic Assets InitiativeEdelman
The objectives of the Veterans as Strategic Assets (VSA) Initiative is to gain an understanding practices around teaching and hiring veterans, in order to position veterans as a strategic asset for the Illinois Joining Forces (IJF) and the Student Veterans of America (SVA). Edelman Berland conducted a global, 10-minute online survey from January 9 to May 7, 2014. The findings are based on 1,628 responses including 1,469 veterans, n=89 employees, and n=70 community partners including those in higher education/community college/workplace training non-profits.
10 Shocking Stats About Disengaged EmployeesOfficevibe
Here are 10 shocking stats about employee engagement that our researchers have found. This infographic shows all that's wrong with disengaged employees.
Read more on Officevibe Blog:
https://www.officevibe.com/blog/disengaged-employees-infographic
Download the most comprehensive guide to having engaged employees:
http://officevi.be/employee-engagement-guide
Use these 22 simple ways to boost job satisfaction:
http://officevi.be/job-satisfaction-guide
Authors: Professor David F. Larcker, Brian Tayan, CGRI Quick Guide Series. Corporate Governance Research Initiative, Stanford Graduate School of Business, August 2017
This Research Spotlight provides a summary of the academic literature on the role of proxy advisors (ISS and Glass, Lewis) in the proxy voting process:
• The influence of proxy advisors on director elections.
• The influence of proxy advisors on say on pay.
• The influence of proxy advisors on proxy contests.
• The influence of proxy advisors on compensation design.
This Research Spotlight expands upon issues introduced in the Quick Guide “Investors and Activism”.
Are you unsure if your organization is getting value from your employee engagement initiatives? Has “action planning” become a check-the-box activity? Does everyone in your organization clearly see how employee engagement efforts impact organizational culture and business results? Or maybe you're getting ready to measure employee engagement in a new or different way, and want to make sure the initiative will be seen as highly valuable -- especially to your senior stakeholders.
White paper detailing the link between an employee's perception that he or she is making progress at work and that employee's level of engagement. Progress at Work is a valuable new metric that builds on existing engagement measures.
Employee Onboarding : Statistics you need to knowElodie A.
Learn everything you need to know about employee onboarding and how to ensure that each new hire is successful with this complete guide.
Content by Officevibe, the simplest tool for a greater workplace.
Read more on our website:
https://www.officevibe.com/employee-engagement-solution/employee-onboarding
Download your free checklist of the perfect onboarding:
http://bit.ly/2jVcIzO
Chek our product!
https://www.officevibe.com/
The results of our fourth SME survey are in!
Bentleys commissioned The Voice in 2014, a long-term research project to follow and explore the mindset, needs, expectations, and concerns of our clients.
We have now completed our 4th survey where we asked micro, small and medium business across Australia, about the challenges they face in regards to business confidence, risk management and international trade.
The survey has identified several challenges that face SMEs. Bentleys is here to help navigate the complex landscape and specific barriers that SME owners struggle with every day.
Learn more about the Work Effects KPI solution to identify your key players so you can connect the right people, understand organizational capabilities and break down the silos.
Speed Dating the Data Geeks: What you need to know about Nonprofit Analytic T...hjc
Speakers: Richard Becker, Blackbaud, John Blackwell, INtegral, Joe Churpek, Analytical Ones, John Ernst, Integral, Julie Wilson, Integral
With more nonprofits investing in advanced measurement technologies and analytics to drive their multi-channel fundraising programs, the need to understand what to measure, what to model and what to expect from an analytic partner is greater than ever. Join leaders from some of the nonprofit industry’s top analytic consulting firms for a candid panel discussion on how programs at every maturity level should approach analytics.
State of Employee Engagement Report 2016DecisionWise
A comprehensive look at employee engagement best practices from over 200 organizations around the world.
Employee engagement continues to be a top concern for executives around the world. We conducted this study to understand why engagement is important to companies and what they are doing to improve the level of engagement of their workforce.
Sample presentation of culture assessment survey resultsJoe Tye
Before I conduct a leadership retreat I typically conduct a Culture Assessment Survey so that I can share results with the group. This is a typical excerpt from a presentation with specific organizational identity removed
Leaders have many misconceptions about coaching. “You have to be an expert.” “It’s time-consuming.” “It’s only for underperformers.” But done right, coaching can impact every aspect of your business for the better. Use this infographic to get the bottom on how coaching benefits your bottom line.
its about analysing the organization culture of a company prop.tiger with the help of a questionaire whch is fiilled by the employees of the organization
The Bayt.com Employee Motivation Survey 2013 is conducted to identify drivers of employee motivation in this region, understand how the current environment is affects employee satisfaction levels in the region and understand MENA professional's perceptions of their management.
Employee Engagement: What is it? How Do You Improve it? 10 Best Practices fro...Qualtrics
Engaged employees are more productive, contribute more to the bottom line, generate higher customer ratings, and help you attract new talent. On the flip side, actively disengaged employees cost the US approximately half a trillion dollars per year.
Join us to learn the best practices from Mike Schroeder, CEO of TNS Employee Insights, on how to design employee engagement surveys, measure engagement and, most importantly, improve employee engagement in your organization.
Future of Work: MBO State of Independence Study 2013 OverviewMBO Partners
The independent workforce in America is on the rise. In our 3rd annual State of Independence report, we've uncovered the demographics, motivators and self-reported keys to success of this group. This presentation is full of rich information and insights into our changing work environment.
Find more resources for independent professionals at www2.mbopartners.com/ic-resources
this is a very project talking about a change Management for a company Called Deluxe Co
i spent a lot of time on the analysis and the survey, i hope it will help you in you projects
2016 Edelman TRUST BAROMETER - Leadership in a Divided WorldEdelman
A world of divided trust and dispersed authority presents a leadership opening. Yet, as the data indicates, it is not business leadership as usual that will resonate. As the 2016 findings show, leadership for a divided world must recognize the importance of action, values, engagement and employee advocacy.
Read the full global results at www.edelman.com/trust2016
Organizational Diagnosis QuestionnaireFrom time to time organi.docxhoney690131
Organizational Diagnosis Questionnaire
From time to time organizations consider it important to analyze themselves. It is necessary to find out from the people who work in the organization what they think. This questionnaire will help the organization that you work for analyze itself.
Directions: DO NOT put your name anywhere on this questionnaire. Please answer all forty questions. Be open and honest. For each of the forty statements, circle only one number to indicate your thinking.
Agree Strongly-1, Agree-2, Agree Slightly-3, Neutral-4, Disagree Slightly-5, Disagree-6, Disagree Strongly-7
1. The goals of this organization are clearly stated.
1 2 3 4 5 6 7
2. The division of labor of this organization is flexible.
1 2 3 4 5 6 7
3. My immediate supervisor is supportive of my efforts.
1 2 3 4 5 6 7
4. My relationship with my supervisor is a harmonious one.
1 2 3 4 5 6 7
5. My job offers me the opportunity to grow as a person.
1 2 3 4 5 6 7
6. This organization encourages family values.
1 2 3 4 5 6 7
7. My immediate supervisor has ideas that are helpful to my group and me.
1 2 3 4 5 6 7
8. This organization is not resistant to change.
1 2 3 4 5 6 7
9. I am personally in agreement with the stated goals of my work unit.
1 2 3 4 5 6 7
10. The division of labor of this organization is conducive to reaching its goals.
1 2 3 4 5 6 7
11. The leadership norms of this organization help its progress.
1 2 3 4 5 6 7
12. This organization hosts a number of family events which spouses and children can attend.
1 2 3 4 5 6 7
13. I can always talk with someone at work if I have a work-related problem.
1 2 3 4 5 6 7
14. The pay scale and benefits of this organization treat each employee equitably.
1 2 3 4 5 6 7
15. I have the information that I need to do a good job.
1 2 3 4 5 6 7
16. This organization is not introducing enough new policies and procedures.
1 2 3 4 5 6 7
17. I understand the purpose/mission of this organization.
1 2 3 4 5 6 7
18. The benefits program provides for personal and maternity leave.
1 2 3 4 5 6 7
19. The manner in which work tasks are divided is a logical one.
1 2 3 4 5 6 7
20. This organization’s leadership efforts result in the organization’s fulfillment of its purposes.
1 2 3 4 5 6 7
21. My relationships with members of my work group are friendly as well as professional.
1 2 3 4 5 6 7
22. The opportunity for promotion exists in this organization.
1 2 3 4 5 6 7
23. This organization has adequate mechanisms for binding itself together.
1 2 3 4 5 6 7
24. The organization provides.
2016 Edelman Trust Barometer - Trust and the CEOEdelman
As part of this year’s Edelman Trust Barometer, we conducted a special piece of supplementary research on trust in the CEO. The findings included in this presentation reveal a critical trust challenge for CEOs but also a rich opportunity for leadership. We believe a new model of CEO leadership is emerging and there are clear actions a CEO can take to rebuild trust and credibility.
As a worker within the community services, you have created a booklet entitled “How to Support Yourself Whilst Supporting Others”. This booklet is designed to help workers care for themselves, manage stress and fatigue and maximise the likelihood of working safely and sustainably.
Dr. Don Levy of the Siena College Research institute analyzed the results of the Annual Survey of Upstate NY business leaders and what they mean for the Buffalo region.
“Did you know that approximately 10,000 people will retire each day? This means 43 percent of the current workforce will retire in the next decade,” stated Steve Dobberowsky, Principal, Thought Leadership & Advisory Services at Cornerstone.
There are many challenges that government agencies face today, such as shrinking budgets and the Baby Boomer retirements. So, how are HR professionals adopting a talent management strategy that will drive positive results in this day and age?
In this training with GovLoop, we'll examine how the workforce is rapidly changing and the challenges and solutions that HR professionals are dealing with - including developing a Unified Talent Management strategy.
You Can't Manage Millennials: Recruiting, Engaging, and Retaining MillennialsQualtrics
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today's ever changing workplace.
Similar to Impact of Organizational Culture on Performance in Banking Sector (20)
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
W.H.Bender Quote 65 - The Team Member and Guest Experience
Impact of Organizational Culture on Performance in Banking Sector
1. Impact of Organizational
Culture on Performance in
Banking Sector
Gul Hassan Bhutto – 20195
Muhammad Salman Arshad – 20178
MadihaYousuf – 20011
Muhammad Ali – 19963
3. Abstract
Organizational
Culture
•Its not developed
overnight
•Requires
modification with
changing markets.
•Culture should cater
the core
organizational stake
holders.
The relationship
between
organizational culture
and organizational
performance was
analyzed through
taking into account
four types of
organization cultures.
Involvement Adaptability Consistence
Achievement
culture.
4. Methodology
Data Analysis:
Data analysis was done using Excel.
Design:
The data was collected from Summit Bank, Meezan Bank and United Bank
Limited (UBL) as well as of few branches of National Bank Pakistan (NBP),
Bank Islami, Al-Baraka Bank.
Population:
Employees from the same bank working at different levels of managerial
positions.
5. Methodology
Sample:
The sample selected for this study is 120 individuals out of which 100 responded who are serving in banking
sector. Questionnaire was developed using Likert 5 rating scale.
Data Collection:
The required information for the study was collected through questionnaire. The questionnaire used to allow
the response of the respondents in a standard way, unbiased approach and objective oriented. The use of
questionnaire provided the information to be presented in a numeric way.
Expected Outcome:
Through this study the employees as well as the management of the banking sector will benefit by
improvement in the banking culture for its enhanced profitability and productivity. The empowerment of the
employees through training and development will lead to positive outcome of the involvement and
adaptability culture in the banking sector. The achievement of organizational strategic goals impart a
beneficial effect on the part of organizational income generation and customer satisfaction.
23. Conclusion
Its important to
have stable
Organizational
Culture
Stable culture leads
to improved
employee
performance
Positive Relationship
between Org.
Culture & Employee
Performance
Recommendation
Modifying culture
in order to improve
employee job
performance.
Communication of
cultural norms of
the organization to
level zero
If remodeling of
culture is required
do take employees
into confidence
before deploying.
Communication of
vision across the
organization so
expectations are
aligned accordingly.
CoreValues to be
practiced outside the
policy manual.