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An Assessment Of The Effect Of Organizational Culture On The Performance Of Quantity Surveying Firms In Nigeria
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However, if the leadership team lacks integrity or squelches diversity,
powerful cultures can morph into cults, cliques, castes and insider
clubs. Organizational culture can be treated as a series of distinctive
characteristics of a specific organization. Some modern definitions of
organizational culture are dynamic, directed at creativity, innovations
and entrepreneurship. Organizational culture includes; a system of ideas
and concepts, customs, traditions, procedures and habits for
functioning in a specific macro culture» (Harris, 1981). Organizational
culture is a series of values, standards and beliefs (Handy, 1986).
Organizational culture is implicit, invisible, intrinsic and informal
awareness of the organization which directs behaviour of individuals and
which results from their behaviour (Scholz, 1987).
In understanding
organizational culture it is very important to know all its elements.
Authors are not unanimous about what are the elements of the
organizational culture. According to Armstrong (Žugaj, Cingula, 1992)
there are four important elements of organizational culture. These are;
organization value, organization climate, Leadership style, work
processes and system. The culture of an organization refers to the
behaviour patterns and standards that bind it together Schein (2004). A
company's culture tells the people who work for it what is right and
wrong, what to believe, what not to believe, how to react and how to
feel. And its actions speak louder than its words. However, the
researcher seeks to assess the effect of organizational culture on the
performance of quantity surveying firms in Nigeria.
1.2 STATEMENT OF THE PROBLEM
Generally,
behaviour patterns of employee towards organizational performance are
most strongly influenced by the leaders of the organization. The words
and actions of the quality control and production managers reflect the
values and beliefs of senior management. Performance management is the
process of creating a work environment or setting in which people are
enabled to perform to the best of their abilities.
According to
Cascio (2006) performance is the degree of an achievement to which an
employee's fulfill the organizational mission at workplace. He continues
to say that the job of an employee is build up by degree of achievement
of a particular target or mission that defines boundaries of
performance. According to Ojo (2008) despite the plethora of studies on
organizational culture in the last few decades, 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. He further states that researchers
concur on the fact that there is no agreement on the precise nature of
the relationship between organizational culture and performance.
Because
of these results the question of whether organizational culture affects
employee performance is however worthy of a further research. Hence,
this study seeks to analyze the effect of organizational culture on the
performance of quantity surveying firms in Nigeria.
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