Organizational Culture and Employee Performance in the Banking Industry - Research Proposal Example

The performance reflected by employees is always considered as the bathe bone of an organization as it is a key determinant of an organization’s success.

According to Brooks (2006), the extent to which an employee is loyal towards a particular organization depends largely on the knowledge and awareness that the employee possesses about the culture that exists in the organization. This is precise because the culture that is followed in an organization is a measure of the beta behavior is portrayed by the organizational members. Thus, an enriched culture will always influence employees to be more committed and engaged in terms of their performance because of an enriched working environment (Pettigrew, 1979).

The diverse cultural attributes have been arranged based on attitudes and norms that serve as a distinguishing factor between two organizations (Ashkanasy, Wilderom, and Peterson, 2011). The mechanism of thinking helps to differentiate one organizational member from another based on cognitive judgment (Hoftsede, 1980). According to Schein (1990), organizational success is largely dependent on different norms and values that maintain an effective culture. Organizational culture can be referred to as shared values and beliefs within an organization that facilitates nurturing of employees’ behaviors (Kotter and Heskett, 1992). Different definitions of organizational culture have been outlined in the empirical literature. For example, according to Gordon and Cummins (1979), organizational culture can be defined as the factor that identifies the contributions and efforts made by organizational members and thereafter provides a holistic view of the organizational objectives that are to be achieved, the ways to achieve them and how these goals are interrelated. The definitions given above suggest the fact that organizational culture is a means of enhancing employee performance by keeping them completely aligned with the organizational objectives (Uddin, Luva, and Hossian, 2013).  

Empirical researches done by Deal and Kennedy (1982), Peters and Waterman (1982) have revealed that there is an unambiguous link between organizational culture and employee performance. According to the authors, cultural values are in complete alignment with the strategies adopted by organizations that lead to their success. The business environment is changing rapidly and is becoming increasingly competitive. This has brought forth the necessity for organizations to implement all sorts of strategies that would improve organizational performance and in turn enable them to survive in this competition (Barney, 1986). Due to this fact, organizations are focusing a lot on enriching their culture. This is precise because organizational culture can adapt to dynamic shifts that are happening in the contemporary business environment and turn to meet the ever-changing demands of employee satisfaction and expectations (Ritchie, 2000). This in turn enables organizations to inspire employees to improve their performance. This research paper will involve a thorough analysis of the impacts of organizational culture on employee performance thereby comparing the outcomes of this research and comparing the same with the existing literature.