ABSTRACT
This research work explored the impact of organizational culture on employee’s performance using Covenant University, Canaan land, Ota as a case study. Despite the various culture and norms put in place to bring about increase or improvement on employees performance, the existence of employee’s behaviour towards culture is questionable. Culture which is a necessity for any organization is embedded in the fact that human interest, needs and aspiration differs from one individual to another. It is this variation in the interest and aspiration and desire of different individual that leads to clash of interest. As a result of this, culture is put in place so that the culture of the organization can be known and adhered to and which directly impact on the performance of the employees in the organization.
Questionnaire which was the primary source of data in the study was used and the questions contained therein assisted us in answering the research questions and hypotheses stated in chapter one, while secondary data was sourced from journal articles, textbooks, internet material and unpublished B.Sc. and M.Sc. theses from the data gathered, majority of the staff agreed that they are strongly affected (put to here Sir) by the culture of the university and that it has improved their performances and others areas of their life’s. They agree that they actually benefit from the culture of the university. We thus recommend that:
1) Management should ensure that the culture is effective and should be easy to comply with.
2) Management should note that when implementing the culture, the staffs are put in mind and that it benefits everyone which will invariably impact on their performance.
3) Also, appropriate disciplinary action should be taken against official who do not adhere to the culture of the university.
CHAPTER ONE
GENERAL INTRODUCTION
1.1 BACKGROUND OF STUDY
Culture as a concept has had a long checked red history. It has been used by the layman as a word to indicate sophistication, as when we say that someone is very “cultural”. It has been used b~ anthropologist to refer to the customs and rituals that society develops over their course of history. In the last several decades it has been used by some researchers and managers to refer to climate and practices that organizations develop around their handling of people. Or to the espoused values and credo of an organization.
Michael Armstrong, (2006) Defined Organizational or Corporate culture as the set of values, norms” beliefs, attitude and assumptions that may not have been articulated but shaped the ways in which people behave and things get done. Values refer to what is believed to be important about how people and the organization behave. Norms are unwritten rules of behaviour.