Impact Of Organizational Culture On Employee Performance

There has been considerable research in the literature to discover the effect of organizational culture on employee productivity and performance. For example, researchers claim that OC could be used for measuring economic performance of an organization. However, organizational advantages could be different since cultural traits differ from organization to organization and certain cultural traits could be source and reason of competitive advantages through causal confusion. The world is changing fast and the level of employee anticipation and satisfaction also change relatively. OC adjusts overtime to match with such efficient changes and meet the varying demand of employee anticipations and satisfactions.

Therefore a supportive culture, as

Klein et al. positioned organizational culture as the core of organization’s activities which has total effect on its overall effectiveness and the quality of its products and services.

Early studies have showed that there is a relationship between organizational culture and its performance. Organizational culture is naturally connected to organizational practices; therefore organizational performance is conditional on organizational culture.”

Organizational culture can develop performance in a wide scale if it can be understood that what supports a culture. According to these authors the culture of an organization helps the employees to be aware of the firm’s history as well as current methods of operation and this specific detection concedes the employees with guidance about expected and acceptable future organizational behavior and

Value which means the set of social norms that define the general rules or framework for social interaction and communication behaviors of society’s members is a reflection of causal cultural assumptions. Individuals who have common values may feel and interpret situations and events similarly which can reduce uncertainty, role ambiguity, and conflict, allow for the accurate forecast of other’s behavior, and will result in more successful interpersonal interactions. Academics agrees that the performance of an organization depends certainly on the degree to which the values of the culture are generally accepted and shared by people. At the same time, it is widely argued that shared and strongly held values allow management to predict employee reactions to certain strategic options and by reducing these values, the outcomes maybe unpleasant.

3.3 Why should organizations Care about Culture?

The workplace should not be something that people feel afraid of every day. Employees should be motivated to go to their jobs. In fact, they should have a hard time leaving because they enjoy the challenges, their friends, and the environment. Jobs must not cause stress to employees, employees should feel comfortable. While the work may be hard, the culture should be the positive part of the work, and it should be found to soften the work related stress.

This is