Organizational culture and performance: a case study of Kenya pipeline company
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Date
2011-05
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Kampala International University.College of Economics and Management
Abstract
Organizational culture is an idea in the field of Organizational studies and management which
describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values)
of an organization. It has been defined as "the specific collection of values and norms that are
shared by people and groups in an organization and that control the way they interact with each
other and with stakeholders outside the organization.
The study is aimed at investigating the relationship between organizational culture and
performance and how the staff responds to stimulus because of their alignment to organizational
values and nonns. The objectives and hypothesis of the study vigorously focuses on the causes
and implications of organizational culture and how it can be used positively to bolster
performance in an organization.
The research design used was investigative survey which uses quantitative methods to come up
with descriptive inferences and conclusions. The study population was Kenya Pipeline Company
and the unit of research study was selected using deliberate or non probability sampling the data
was collected by use of questionnaires then analyzed firstly by quantifying the responses
depending on similmity and later represented in percentage form.
The findings showed that there are three most prefeJTed forms of organizational culture as
compared to the ten forms of culture in the organization. The prefeJTed fom1 of organizational
culture was the academy culture with 20%, followed by club culture with I 6%, baseball team
culture with 13.2%. The findings revealed that organizational culture has a major impact on
employee perfonnance. According to Spreitzer, I 995. There has been a great deal of anecdotal
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evidence and some empirical evidence regarding the performance effects of organizational
culture. culture.
The findings revealed that employees experience many challenges in relation to organizational
culture which have hindered their performance. In most cases work challenges as showed in
table 3 arise as due to lack of training and development, biased empowering and working
conditions
The conclusions are drawn verifying the factors influencing employees' perfmmance in relation
to organizational culture at Kenya Pipeline Company. This is done in line with the study
objectives which include; establishing the forms of organizational culture, assessing the effects
of organizational culture on employee perfonnance and finding out the challenges of
organizational culture.
The recommendation for the study is that organizations should design organizational culture
policies that are up-to-date and those that are flexible enough to accommodate any new change
in the business environment and management should revise the empowe1ment policy twice a
year so as to reduce on the challenges employees are facing due to de-jobbing and restructuring.
Description
Research thesis submitted to the school of business and management in partial fulfilment of the requirements for the award of bachelors degree in human resource management Of Kampala International University
Keywords
Organizational culture, Performance, Kenya