An Assessment Of The Effect Of Organizational Culture On The Performance Of Quantity Surveying Firms In Nigeria

An Assessment Of The Effect Of Organizational Culture On The Performance Of Quantity Surveying Firms In Nigeria

Chapter One

Preface

Background To The Study

Organizational culture defines the way workers complete tasks and interact with each other in an association. The artistic paradigm comprises colorful beliefs, values, rituals and symbols that govern the operating style of the people within a company. Commercial culture binds the pool together and provides a direction for the company. In times of change, the biggest challenge for any association may be to change its culture, as the workers are formerly oriented to a certain way of doing effects( Ojo, 2008).

The dominant culture in associations depends on the terrain in which the company operates the association’s objects, the belief system of the workers and the company’s operation style. thus, there are numerous organizational societies. For illustration, largely regulatory and well- structured associations generally follow a culture with expansive controls. workers follow standard procedures with a strict adherence to scale and well- defined individual places and liabilities. Those in competitive surroundings, similar as deals, may abstain strict scales and follow a competitive culture where the focus is on maintaining strong connections with external parties. In this case, the strategy is to attain competitive advantages over the competition. The cooperative culture is yet another organizational way of life. This culture presents a decentralized pool with integrated units working together to find results to problems( Cascio, 2006).

Strong commercial societies indicate that workers are like- inclined and hold analogous beliefs and ethical values. When these beliefs and ethical values align with business objects, they can prove to be effective in structure brigades because fellowship and trust snappily ensues. The bonds that the brigades make help them avoid conflicts and concentrate on task completion. Strong commercial societies ease communication of places and liabilities to all individualities. workers know what’s anticipated of them, how operation assesses their performance and what forms of prices are available.

Organizational societies can have varying impacts on organizational performance and provocation situations of hand. hourly, workers work harder to achieve organizational pretensions if they consider themselves to be part of the commercial culture. Different societies operating in one company can also impact performance. For illustration, if the association maintains a reticent “ talk when necessary ” culture, workers may work consequently; still, if the association allows one area, say the deals platoon, to be open and socially active, the association may witness battles among areas. therefore, allowing an area to set up their own culture can affect the performance of the workers stationed away in the company( Schein, 2004).

still, associations must structure their reclamation processes to attract and engage incumbents with the same beliefs and values that constitute the association’s culture. This ensures the new hand’s assimilation to the company and further strengthens commercial culture. Companies should also insure that they align commercial culture with performance operation systems. When culture and operation systems aren’t aligned, operation must deflect them so that hand geste results in the achievement of organizational pretensions.

Organizational culture comprises the verbal customs, actions and beliefs that determine the” rules of the game” for decision- timber, structure and power. It’s grounded on the participated history and traditions of the association combined with current leadership values. In effect, culture dictates the way we do business then and the organizational survival tactics that grease assimilation and particular success( Dave and Urich, 2011). With a strong organizational culture, workers do effects because they believe it’s the right thing to do and feel they’ll be awarded for their conduct.

still, if the leadership platoon lacks integrity or squelches diversity, important societies can transubstantiate into religions, sets, gentries and bigwig clubs. Organizational culture can be treated as a series of distinctive characteristics of a specific association. Some ultramodern delineations of organizational culture are dynamic, directed at creativity, inventions and entrepreneurship. Organizational culture includes; a system of ideas and generalities, customs, traditions, procedures and habits for performing in a specific macro culture»( Harris, 1981). Organizational culture is a series of values, norms and beliefs( Handy, 1986). Organizational culture is implicit, unnoticeable, natural and informal mindfulness of the association which directs geste of individualities and which results from their geste ( Scholz, 1987).

In understanding organizational culture it’s veritably important to know all its rudiments. Authors aren’t amicable about what are the rudiments of the organizational culture. According to Armstrong( Žugaj, Cingula, 1992) there are four important rudiments of organizational culture. These are; association value, association climate, Leadership style, work processes and system. The culture of an association refers to the geste patterns and norms that bind it together Schein( 2004). A company’s culture tells the people who work for it what’s right and wrong, what to believe, what not to believe, how to reply and how to feel. And its conduct speak louder than its words. still, the experimenter seeks to assess the effect of organizational culture on the performance of volume surveying enterprises in Nigeria.

Statement Of The Problem

Generally, geste patterns of hand towards organizational performance are most explosively told by the leaders of the association. The words and conduct of the quality control and product directors reflect the values and beliefs of elderly operation. Performance operation is the process of creating a work terrain or setting in which people are enabled to perform to the stylish of their capacities.

According to Cascio( 2006) performance is the degree of an achievement to which an hand’s fulfill the organizational charge at plant. He continues to say that the job of an hand is make up by degree of achievement of a particular target or charge that defines boundaries of performance. According to Ojo( 2008) despite the plethora of studies on organizational culture in the last many decades, the empirical attestations arising from colorful studies about the effect of organizational culture on performance have so far yielded mixed results that are inconclusive and antithetical. He further states that experimenters concur on the fact that there’s 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 hand performance is still good of a farther exploration. Hence, this study seeks to dissect the effect of organizational culture on the performance of volume surveying enterprises in Nigeria.

Objects Of The Study

The general ideal of this study is to dissect the effect of organizational culture on the performance of volume surveying enterprises in Nigeria and the following are the specific objects

To examine the effect of organizational culture on the performance of volume surveying enterprises in Nigeria

To identify the type of organizational culture that was among the volume surveying enterprises in Nigeria

To identify factors hindering the performance of volume surveying enterprises in Nigeria.

Exploration Questions

What’s the effect of organizational culture on the performance of volume surveying enterprises in Nigeria?

What are the types of organizational culture that was among the volume surveying enterprises in Nigeria?

What are factors hindering the performance of volume surveying enterprises in Nigeria?

Thesis

HO There’s no significant relationship between the organizational culture and the performance of volume surveying enterprises in Nigeria

HA There’s significant relationship between the organizational culture and the performance of volume surveying enterprises in Nigeria

Significance Of The Study

This study on the effect of organizational culture on the performance of volume surveying enterprises in Nigeria is significant in the following ways

It’ll enlighten volume surveyors and other stakeholders in Nigeria on the need for better organizational culture as the result from this study will guide them in opting and espousing better organizational culture in the association for better performance.

This exploration will be a donation to the body of literature in the area of the effect of organizational culture on the performance of volume surveying enterprises in Nigeria, thereby constituting the empirical literature for unborn exploration in the subject area.

Compass/ Limitations Of The Study

This study on the effect of organizational culture on the performance of volume surveying enterprises in Nigeria covers all the volume surveying enterprises in Nigeria by precisely examining their organizational culture and its effect on organizational performance. The study will also cover an overview of factors hindering organizational performance.

Limitation Of Study

Financial constraint-inadequate fund tends to stymie the effectiveness of the experimenter in sourcing for the applicable accoutrements , literature or information and in the process of data collection( internet, questionnaire and interview).

Time constraint- The experimenter will contemporaneously engage in this study with other academic work. This accordingly will cut down on the time devoted for the exploration work.

Description Of Terms

Culture the trades and other instantiations of mortal intellectual achievement regarded inclusively.

Performance The accomplishment of a given task measured against preset given norms of delicacy, absoluteness, cost, and speed. In a contract, performance is supposed to be the fulfillment of an obligation, in a manner that releases the pantomime from all arrears under the contract.

Organization A social unit of people that’s structured and managed to meet a need or to pursue collaborative pretensions. All associations have a operation structure that determines connections between the different conditioning and the members, and subdivides and assigns places, liabilities, and authority to carry out different tasks. Organizations are open systems– they affect and are affected by their terrain.

References

CascioW.F.( 2006). Managing Human coffers Productivity, Quality of Life, gains. McGraw- Hill Irwin.

Dave Hofferberth and Jeanne Urich( 2011). The Effect of Culture on Performance SPI Research, 2011

HandyC.B.( 1986) Understanding Associations, 3rd ed. Penguin Books, Harmondsworth

HarrisP.R.,R.T. Moran( 1981) Managing Cultural, 2nded., GulfPubl.Co. Huston

OjoO.( 2008). Organisational Culture and Performance Empirical disquisition of Nigerian Insurance Companies, Manager Journal,No. 2,pp. 118- 127.

Schein,E.H.( 2009) Organizational Culture and leadership, Jossey Bass, New York.

Schein, Edgar.( 2004) Organizational Culture and Leadership.( 3rded.) San Francisco, CA Jossey- Boss

Scholz,Z.( 1987) Commercial culture and strategy- problem of strategic fit, Long Range Planning,Vol. 20,No. 4

Žugaj,M.,M. Cingula( 1992) Temelji organizacije, FOING, Varaždin.