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   

ABSTRACT:

This study was intended to evaluate the assessment of the effect of organizational culture on the performance of quantity surveying firms in Nigeria. This study was guided by the following objectives; to examine the effect of organizational culture on the performance of quantity surveying firms in Nigeria; To identify the type of organizational culture that existed among the quantity surveying firms in Nigeria; To identify factors hindering the performance of quantity surveying firms in Nigeria.

The study employed the descriptive and explanatory design; questionnaires in addition to library research were applied in order to collect data. Primary and secondary data sources were used and data was analyzed using the regression statistical tool at 5% level of significance which was presented in frequency tables and percentage. The respondents under the study were 50 employees of the September one limited, Lagos branch.

The study findings revealed that there is a significant relationship between organizational culture on the performance of quantity surveying firms in Nigeria; based on the findings from the study, efforts should be made by quantity surveying firms in Nigeria in improving organizational culture.

TABLE OF CONTENT

TITLE PAGE

CERTIFICATION

DEDICATION

ACKNOWLEDGEMENT

ABSTRACT

LIST OF TABLE

LIST OF FIGURES

CHAPTER ONE

1.1    INTRODUCTION

1.2    BACKGROUND OF THE STUDY

1.3    STATEMENT OF THE STUDY

1.4    RESEARCH QUESTIONS

1.5    OBJECTIVES OF THE STUDY

1.6    SIGNIFICANCE OF THE STUDY

1.7    STATEMENT OF THE HYPOTHESIS

1.8    JUSTIFICATION OF THE STUDY

1.9    SCOPE OF THE STUDY

1.10    DEFINITION OF TERMS

CHAPTER TWO – LITERATURE REVIEW

2.1     INTRODUCTION

2.2    THEORETICAL FRAMEWORK

2.3    ORGANIZATIONAL CULTURE

2.4    INFLUENCE OF ORGANIZATIONAL CULTURE ON PERFORMANCE

2.5    MEANING OF ORGANIZATIONAL CULTURE

2.6    PERFORMANCE MEASURES

2.7    THE NATURE OF QUANTITY SURVEYING FIRMS IN NIGERIA

2.5    TYPES OF ORGANIZATIONAL CULTURE THAT INFLUENCE PERFORMANCE

CHAPTER THREE - RESEARCH METHODOLOGY

3.1     INTRODUCTION

3.2     AREA OF STUDY

3.3     RESEARCH DESIGN

3.4     POPULATION OF STUDY

3.5     SAMPLE SIZE

3.6     SAMPLE/SAMPLING TECHNIQUE

3.7     RESEARCH INSTRUMENT AND INSTRUMENTATION

3.8     VALIDATION OF THE INSTRUMENT

3.9     ADMINISTRATION OF THE STUDY

3.10     METHOD OF DATA ANALYSIS

3.11     LIMITATION OF THE STUDY

CHAPTER FOUR –DATA, ANALYSIS, FINDINGS AND DISCUSSION

4.1     DATA PRESENTATION AND ANALYSIS

4.2     RESEARCH FINDINGS

4.3     DISCUSSION OF FINDINGS

CHAPTER FIVE- SUMMARY, CONCLUTION, RECOMMENDATIONS

5.1     SUMMARY OF FINDINGS

5.2     CONCLUTION

5.3     RECOMMENDATION

5.4     PROPOSAL FOR FUTHER STUDIES

REFERENCES

CHAPTER ONE

INTRODUCTION

1.1    BACKGROUND TO THE STUDY

    Organizational culture defines the way employees complete tasks and interact with each other in an organization. The cultural paradigm comprises various beliefs, values, rituals and symbols that govern the operating style of the people within a company. Corporate culture binds the workforce together and provides a direction for the company. In times of change, the biggest challenge for any organization may be to change its culture, as the employees are already accustomed to a certain way of doing things (Ojo, 2008).

The dominant culture in organizations depends on the environment in which the company operates the organization’s objectives, the belief system of the employees and the company’s management style. Therefore, there are many organizational cultures. For example, highly bureaucratic and well-structured organizations typically follow a culture with extensive controls. Employees follow standard procedures with a strict adherence to hierarchy and well-defined individual roles and responsibilities. Those in competitive environments, such as sales, may forgo strict hierarchies and follow a competitive culture where the focus is on maintaining strong relationships with external parties. In this instance, the strategy is to attain competitive advantages over the competition. The collaborative culture is yet another organizational way of life. This culture presents a decentralized workforce with integrated units working together to find solutions to problems (Cascio, 2006).

Strong corporate cultures indicate that employees are like-minded and hold similar beliefs and ethical values. When these beliefs and ethical values align with business objectives, they can prove to be effective in building teams because rapport and trust quickly ensues. The bonds that the teams build help them avoid conflicts and focus on task completion. Strong corporate cultures ease communication of roles and responsibilities to all individuals. Employees know what is expected of them, how management assesses their performance and what forms of rewards are available.

Organizational cultures can have varying impacts on organizational performance and motivation levels of employee. Oftentimes, employees work harder to achieve organizational goals if they consider themselves to be part of the corporate culture. Different cultures operating in one company can also impact performance. For example, if the organization maintains a reserved “talk when necessary” culture, employees may work accordingly; however, if the organization allows one area, say the sales team, to be outspoken and socially active, the organization may experience rivalries among areas. Thus, allowing an area to set up their own culture can affect the performance of the employees deployed elsewhere in the company (Schein, 2004).

However, organizations must structure their recruitment processes to attract and engage incumbents with the same beliefs and values that constitute the organization’s culture. This ensures the new employee’s assimilation to the company and further strengthens corporate culture. Companies should also ensure that they align corporate culture with performance management systems. When culture and management systems are not aligned, management must redirect them so that employee behavior results in the achievement of organizational goals.

Organizational culture comprises the unwritten customs, behaviors and beliefs that determine the "rules of the game" for decision-making, structure and power. It's based on the shared history and traditions of the organization combined with current leadership values. In effect, culture dictates the way we do business here and the organizational survival tactics that facilitate assimilation and personal success (Dave and Urich, 2011). With a strong organizational culture, employees do things because they believe it's the right thing to do and feel they'll be rewarded for their actions. 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 notunanimous 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.

1.3    OBJECTIVES OF THE STUDY

    The general objective of this study is to analyze the effect of organizational culture on the performance of quantity surveying firms in Nigeria and the following are the specific objectives:

1.    To examine the effect of organizational culture on the performance of quantity surveying firms in Nigeria

2.    To identify the type of organizational culture that existed among the quantity surveying firms in Nigeria

3.    To identify factors hindering the performance of quantity surveying firms in Nigeria.

1.4    RESEARCH QUESTIONS

1.    What is the effect of organizational culture on the performance of quantity surveying firms in Nigeria?

2.    What are the types of organizational culture that existed among the quantity surveying firms in Nigeria?

3.    What are factors hindering the performance of quantity surveying firms in Nigeria?

1.5    HYPOTHESIS

HO: There is no significant relationship between the organizational culture and the performance of quantity surveying firms in Nigeria

HA: There is significant relationship between the organizational culture and the performance of quantity surveying firms in Nigeria

1.6    SIGNIFICANCE OF THE STUDY

This study on the effect of organizational culture on the performance of quantity surveying firms in Nigeria is significant in the following ways:

1.    It will enlighten quantity surveyors and other stakeholders in Nigeria on the need for better organizational culture as the result from this study will guide them in selecting and adopting better organizational culture in the organization for better performance.

2.    This research will be a contribution to the body of literature in the area of the effect of organizational culture on the performance of quantity surveying firms in Nigeria, thereby constituting the empirical literature for future research in the subject area.

1.7    SCOPE/LIMITATIONS OF THE STUDY

This study on the effect of organizational culture on the performance of quantity surveying firms in Nigeria covers all the quantity surveying firms in Nigeria by carefully 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- Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

Time constraint- The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.

1.8    DEFINITION OF TERMS

Culture: the arts and other manifestations of human intellectual achievement regarded collectively.

Performance: The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract.

Organization: A social unit of people that is structured and managed to meet a need or to pursue collective goals. All organizations have a management structure that determines relationships between the different activities and the members, and subdivides and assigns roles, responsibilities, and authority to carry out different tasks. Organizations are open systems--they affect and are affected by their environment.

REFERENCES

Cascio W. F. (2006). Managing Human Resources: Productivity, Quality of Life, Profits. McGraw-Hill Irwin.

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

Handy C. B. (1986): Understanding Organizations, 3rd ed. Penguin Books, Harmondsworth

Harris P.R., R. T. Moran (1981): Managing Cultural, 2nd ed., Gulf Publ.Co. Huston

Ojo O. (2008). Organisational Culture and Performance: Empirical Investigation 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): Corporate culture and strategy - problem of strategic fit, Long Range Planning, Vol. 20, No. 4

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

.

AN ASSESSMENT OF THE EFFECT OF ORGANIZATIONAL CULTURE ON THE PERFORMANCE OF QUANTITY SURVEYING FIRMS IN NIGERIA



TYPE IN YOUR TOPIC AND CLICK SEARCH.






RESEARCHWAP.ORG
Researchwap.org is an online repository for free project topics and research materials, articles and custom writing of research works. We’re an online resource centre that provides a vast database for students to access numerous research project topics and materials. Researchwap.org guides and assist Postgraduate, Undergraduate and Final Year Students with well researched and quality project topics, topic ideas, research guides and project materials. We’re reliable and trustworthy, and we really understand what is called “time factor”, that is why we’ve simplified the process so that students can get their research projects ready on time. Our platform provides more educational services, such as hiring a writer, research analysis, and software for computer science research and we also seriously adhere to a timely delivery.

TESTIMONIES FROM OUR CLIENTS


Please feel free to carefully review some written and captured responses from our satisfied clients.

  • "Exceptionally outstanding. Highly recommend for all who wish to have effective and excellent project defence. Easily Accessable, Affordable, Effective and effective."

    Debby Henry George, Massachusetts Institute of Technology (MIT), Cambridge, USA.
  • "I saw this website on facebook page and I did not even bother since I was in a hurry to complete my project. But I am totally amazed that when I visited the website and saw the topic I was looking for and I decided to give a try and now I have received it within an hour after ordering the material. Am grateful guys!"

    Hilary Yusuf, United States International University Africa, Nairobi, Kenya.
  • "Researchwap.org is a website I recommend to all student and researchers within and outside the country. The web owners are doing great job and I appreciate them for that. Once again, thank you very much "researchwap.org" and God bless you and your business! ."

    Debby Henry George, Massachusetts Institute of Technology (MIT), Cambridge, USA.
  • "Great User Experience, Nice flows and Superb functionalities.The app is indeed a great tech innovation for greasing the wheels of final year, research and other pedagogical related project works. A trial would definitely convince you."

    Lamilare Valentine, Kwame Nkrumah University, Kumasi, Ghana.
  • "I love what you guys are doing, your material guided me well through my research. Thank you for helping me achieve academic success."

    Sampson, University of Nigeria, Nsukka.
  • "researchwap.com is God-sent! I got good grades in my seminar and project with the help of your service, thank you soooooo much."

    Cynthia, Akwa Ibom State University .
  • "Sorry, it was in my spam folder all along, I should have looked it up properly first. Please keep up the good work, your team is quite commited. Am grateful...I will certainly refer my friends too."

    Elizabeth, Obafemi Awolowo University
  • "Am happy the defense went well, thanks to your articles. I may not be able to express how grateful I am for all your assistance, but on my honour, I owe you guys a good number of referrals. Thank you once again."

    Ali Olanrewaju, Lagos State University.
  • "My Dear Researchwap, initially I never believed one can actually do honest business transactions with Nigerians online until i stumbled into your website. You have broken a new legacy of record as far as am concerned. Keep up the good work!"

    Willie Ekereobong, University of Port Harcourt.
  • "WOW, SO IT'S TRUE??!! I can't believe I got this quality work for just 3k...I thought it was scam ooo. I wouldn't mind if it goes for over 5k, its worth it. Thank you!"

    Theressa, Igbinedion University.
  • "I did not see my project topic on your website so I decided to call your customer care number, the attention I got was epic! I got help from the beginning to the end of my project in just 3 days, they even taught me how to defend my project and I got a 'B' at the end. Thank you so much researchwap.com, infact, I owe my graduating well today to you guys...."

    Joseph, Abia state Polytechnic.
  • "My friend told me about ResearchWap website, I doubted her until I saw her receive her full project in less than 15 miniutes, I tried mine too and got it same, right now, am telling everyone in my school about researchwap.com, no one has to suffer any more writing their project. Thank you for making life easy for me and my fellow students... Keep up the good work"

    Christiana, Landmark University .
  • "I wish I knew you guys when I wrote my first degree project, it took so much time and effort then. Now, with just a click of a button, I got my complete project in less than 15 minutes. You guys are too amazing!."

    Musa, Federal University of Technology Minna
  • "I was scared at first when I saw your website but I decided to risk my last 3k and surprisingly I got my complete project in my email box instantly. This is so nice!!!."

    Ali Obafemi, Ibrahim Badamasi Babangida University, Niger State.
  • To contribute to our success story, send us a feedback or please kindly call 2348037664978.
    Then your comment and contact will be published here also with your consent.

    Thank you for choosing researchwap.com.