1. Mohd Haziq Syafiiq Bin Haji
Kamsani
HNDBM11/02 A
Lecturer ; Mrs Hjh Jusnani Hj
Kassim

3. HOW ORGANIZATIONAL
CULTURE HAVE AN IMPACT
ON EMPLOYEE
PERFORMANCE AND
SATISFACTION?

4.  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

5. 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.

6.  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.

7. culture can help drive business
results, but it takes a cultural audit to
differentiate which elements of the culture
can lead to superior performance.

9. 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.

10. 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.

11. 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.