Title: Mastering the Art of Crafting a Literature Review on Organisational Culture and Performance

Welcome to our comprehensive guide on navigating the intricate world of literature reviews,
specifically tailored to the dynamic relationship between organisational culture and performance. As
you embark on this scholarly journey, you're likely aware of the crucial role that a well-structured
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detail, critical analysis, and synthesis of diverse sources.

Crafting a literature review on organisational culture and performance demands more than just
summarising existing literature; it necessitates a deep understanding of the theoretical frameworks,
methodological approaches, and empirical findings that underpin this field of study. Researchers
must sift through a vast array of scholarly articles, books, and other sources, evaluating their
relevance, reliability, and contribution to the overarching topic.

One of the most challenging aspects of writing a literature review is synthesising disparate sources
into a cohesive narrative that not only elucidates existing knowledge but also identifies gaps,
inconsistencies, and areas ripe for further exploration. This synthesis requires a keen analytical eye
and the ability to discern patterns, themes, and theoretical debates across a multitude of studies.

Moreover, ensuring the accuracy and credibility of the information presented is paramount in
academic writing. Researchers must critically evaluate the methodologies employed in each study,
assess the validity and reliability of their findings, and acknowledge any potential biases or
limitations that may impact the interpretation of results.

In the realm of organisational culture and performance, where interdisciplinary perspectives

converge, navigating through diverse theoretical frameworks and disciplinary approaches adds
another layer of complexity to the literature review process. Researchers must adeptly traverse fields
such as organisational psychology, sociology, management theory, and strategic management,
synthesising insights from each to construct a comprehensive understanding of the topic.

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An organisation with strong culture will be the one whose variance score is lower.A low variance
score implies high consistency, common practices throughout the organisation, and a widely shared
conception of the way things are done within a particular organisation. Ghana and give
recommendations on improving the system. Kotter and J. Heskett, 1992, New York: Free
Press.;Kotter and Heskett (1992) stopped short of exploring all business markets and determining
which characteristics led to improved economic performance by market. Although strategy, market
presence, or technology is clearly important, highly successful firms have capitalised on the power
that resides in developing and managing a unique corporate culture, (p. To explore how to transform
culture, Kunda (1992) broke culture down into three points. That is because the importance and
impact of employees within the firm's mechanism as a result of current business dynamics have also
exponentially increased. Journal of Applied Behavioral Science, 27,295-318. Performance evaluation
looks at the issues that lead to progress in the daily activities of employees. Contrasting the relative
absence of progress on health-care quality with the relative success of disease epidemiology provides
some illuminating parallels. Influence of Knowledge Management Processes on Organizational
Performance in. It is the collective mindset and behaviors that have been developed and passed down
within an organization over time, and it is influenced by a variety of factors including the values and
vision of the organization's leaders, the history and traditions of the company, and. Effect of Supply
Chain Management Practices on Organizational Performance of. The effectiveness of performance
appraisal systems in. Pool and Pool (2007) and Lok and Crawford (2004) argue that there is an
inevitable link between motivation and job satisfaction and motivation with commitment off
employees. Internal accounting control is a system that is used to safeguard and encourage sound
management practices within an organization both financially and in general. The cognitive
perspective relates closely to Schein’s Levels Two and Three. This paper aims to analyze the drivers
of employee motivation to high levels of organizational performance. He has consulted with more
than 175 clients as a nationally recognized authority on change management and employee research
and is widely published. It is frequently observed that firms that are able to provide positive and fair
conditions, improvement opportunities, compensations for their employees are much more likely to
achieve better success. Analysis of Performance Appraisal Systems on Employee Job Productivity in
Pub. By analyzing various PMS designs it is concluded that PMS has to be designed effectively in
such a way that is contingent on both internal and external variables. Balance Scorecard is suggested
tool to measure the performance in the performance management system. Analysis of performance
management on employee motivation a case of kenya ele. This item cannot be shipped to your
selected delivery location. Sackman’s third focus is the holistic perspective of culture, combining the
above two variables and integrating them. Performance appraisal rating can be considered as a
technique that has a positive effect on work performance and employee motivation. Impact of
Employee Motivation on Performance (Productivity) In Private Organization Present research study
assesses empirically the effect of employee's motivation on organizational performance. Gaffney,
Angela, Asaph Glosser, and Crystal Agoncillo. The selected company in the analysis of corporate
communication is Nestle. In order to perform well and to be effective an organization should follow
a clearly defined set of culture which makes the employees feel they are equal and united.
Past research demonstrates that there are many ways to assess performance ranging from qualitative
factors, like employee satisfaction, to quantitative variables, like shareholder wealth (Cameron 1986).
Sackman proposed that previous research on the categories of culture did not completely discriminate
among observable behaviours, artifacts, and underlying meanings. The result of these three steps is
that there are no formal modes of acting. If the leader can direct the efforts of opposing values
towards one corporate value cultural competence is achieved.ReferencesAltman Y. While both can
represent a company’s performance, it is important to identify whose performance is being measured
in order to assure accuracy.The firm’s corporate culture should be like a melting pot where
employees and partners with their diverse talent could create a “salad bowl”, where each one is
different but when they come together, they create synergies, which lead to an excellent work. That
being so, Performance Management turned out to be the most researched area of Human Resource
Management. Neural Network Analysis) to explore the connection between human resource. This
review of literature examines the relationship between employee development and organizational
performance. A number of studies that linked the relationship between organizational culture and the
organizational performance have been discussed. Performance evaluation looks at the issues that lead
to progress in the daily activities of employees. It relates to individuals The relationship among
employee motivation and job performance has been studied in the past (Vroom, 1964). The best way
to do this is by measuring your employees, but an employee measurement program must be carefully
developed and properly implemented. In addition, Zappos has a culture of teamwork and
collaboration, with a flat organizational structure and an open office layout that encourages
employees to work together and share ideas. Keywords: Organizational Culture, Leadership,
Leadership Styles, Organizational Performance Composed of values, beliefs, norms, language,
symbols, and habits, an organization's culture is the systematic way that employees, leaders, and
work groups behave and interact with each other. The performance standards are quantified and
pegged against an individual evaluation which is essential for employee motivation. Utilizing the
BSC and EFQM as a Combination Framework; Scrutinizing the Possi. This work is focused on
assessing and defining the effects of organizational culture on the performance of an organization.
This item cannot be shipped to your selected delivery location. To illustrate the impact of
organizational culture, let's consider the example of Zappos, a company known for its exceptional
customer service. Hofstede (2001, p. 29) describes “Individualism versus Collectivism (as) related to
the integration of individuals into primary groups.” As Triandis (2002, p. Typically, the corporate
cultures of government, academia, and research organisations have little impact on performance.
Download Free PDF View PDF The links between organizational learning and total quality: a critical
review Vincent Wan Download Free PDF View PDF See Full PDF Download PDF Loading
Preview Sorry, preview is currently unavailable. Journal of the Academy of Marketing Science, 23,
195-205. Such elements influence the management of patient quality and safety, as there is low
adherence to change proposals. At the same time, it is also the good way to remove their fear to
uncertain future. Members of the retail, software, durable goods, and service sectors have clearer
linkage.Strong cultures provide stability and predictability for their members, which allows for clear
direction on how to respond to ambiguous situations. By analyzing various PMS designs it is
concluded that PMS has to be designed effectively in such a way that is contingent on both internal
and external variables. Defining Corporate CultureCorporate Culture is a characteristic of the
organisation, not of individuals; however, the measure of organisational culture is emanates from
individuals. Submission to power is the earliest formative experience in human life (Wrong, 1980, p.
A case-based research was implemented in two major public hospitals, with quantitative and
qualitative methods, through multivariate and thematic analysis.
Managers and leaders are recommended to develop the strong culture in the organization to improve
the overall performance of the employees and organization. Chapter 2 reviews the evidence for the
work culture-performance link, from other authors and HayGroup's research. Effect of Supply Chain
Management Practices on Organizational Performance of. DARRYL ROBERTS, fomerly a
HayGroup consultant, helps organizations improve their performance, particularly through culture
measurement and change, organizational redesign, employee-customer research, and competency-
based human resources systems. He previously worked in the banking and computer industries, and
also was a research associate on two leading management books, Built to Last and The Leadership
Challenge. Research shows that if employee are committed and having the same norms and value as
per organizations have, can increase the performance toward achieving the overall organization goals.
Corporate cultures differ within the same organisation. Gaffney, Angela, Asaph Glosser, and Crystal
Agoncillo. Defining Corporate CultureCorporate Culture is a characteristic of the organisation, not of
individuals; however, the measure of organisational culture is emanates from individuals. Hofstede
(2001, p. 29) describes the masculinity versus femininity dimension as “related to the division of
emotional roles between men and women. However, there is also an inherent paradox of the
performance measurement. Second, these ideologies are embodied in corporate policies and
procedures governing employees’ work life. Here we are going apply the 6 pillars of self esteem to
the senior manager of the hotel. For example, a company that values innovation may encourage
employees to think outside the box and take risks, while a company that values customer service may
prioritize providing excellent service to its customers above all else. When a task requiring
collaboration presents itself, the cultural norm is to focus collectively to make things happen. The
effectiveness of performance appraisal systems in. In an Internet culture, employees are required to
create new working teams at a very fast pace (Cudaback 2000; Kanter 2001). This study uses
Schein’s (1985) culture definition to define corporate culture. This dimension of national culture can
be looked at from two poles defined by Hofstede (2001, p. 225). A significant relationship existed
between organization culture and performance. There are innumerable cultural layers that are
legitimate to study. These expectations are often defined and modelled by the leadership of the
organisation, and hence are supported by both intrinsic and extrinsic rewards (Hofstede et al. 1990).
Reynolds (1986) developed an instrument to capture aspects of organisational culture and the
perceived work context of the individual. A month into the job, Alvin began having difficulty getting
the reports he needed for his own forecasting and trends reporting. In. Many fail in attempts at
continuous improvement programs because managers have not understood the complexity of making
changes in organisations with multiple subcultures and interests. Goll and Sambharya (1995)
developed a model that focuses on the fit of culture and strategy with special focus on the influence
of corporate ideology.Cameron and Quinn (1999) developed the Organisational Culture Assessment
Instrument (OCAI). The explanation therefore is that human resource managers in the public sector.
However, it is also difficult to establish an organisational culture. Performance evaluation links the
goals and objectives of an organization with the individual actions and behavior. Level Two
represents a closer view of the culture and is often cited as the company’s values and beliefs (e.g.
Claims that culture is a key to profitability have proliferated in the scholarly as well the popular
literature on organisations.
These types of training and development programs help in improving the employee behaviour and
attitude towards the job and also uplift their morale. This construct of ideas and thoughts on paper is
a good start but does non thoroughly define literature. The PMS is just not limited to performance
appraisal system but also includes learning and development, training requirement, to enhance
communication across the organization and its bridge between employee and employer for
organizational development. During those years, several books on organisational culture appeared on
the U. Rollins and Roberts review the major literature,focusing on employee measurement, detail the
continuum of corporate cultures, and compile for the first time best practices in employee
measurement. The researcher realized that as cited by Jennifer et al., (2011) the relationship between
culture and organizational performance is still not well understood by many researchers. A case-
based research was implemented in two major public hospitals, with quantitative and qualitative
methods, through multivariate and thematic analysis. Cameron and Quinn (1999) suggest the
quantitative approach is suitable for establishing a relationship between the national dimensions of
culture and management practices in multiple organisations and countries: “To conduct comparisons
among multiple cultures, quantitative approaches must be used. The performance standards are
quantified and pegged against an individual evaluation which is essential for employee motivation.
Different societies have different beliefs about what is ethical and unethical. Reynolds (1986)
developed an instrument to capture aspects of organisational culture and the perceived work context
of the individual. It relates to individuals The relationship among employee motivation and job
performance has been studied in the past (Vroom, 1964). Performance Appraisal Essay Performance
Appraisal Essay Effect of Staff Performance Appraisal Outcomes on Employee Job Performance a.
Notwithstanding, later on research resolved that employee motivation and job performance are
indeed mutually related. Indeed, Hofstede (2001) observed that “by the age of 10, most of the
child’s basic values have been programmed into Ms or her mind. It is crucial, however, that those
responding to a survey instrument actually report underlying values and assumptions (culture), not
just superficial attitudes or perception (climate)” (p. 135). The major focus of the research will be on
the processes. SummaryA review of the literature suggests that the definition of corporate culture can
be centred in a social context (Hofstede et al. Hofstede et al. (1990) examined 20 companies in
Denmark and the Netherlands, and identified six characteristics of corporate culture. Working in
groups gives employees an opportunity to exercise their creativity, innovativeness, skills, and talents.
Administrative Science Quarterly, 26, 338-58.Triandis, H. In cases of a lack of code of conduct,
there are a high number of cases on lack of transparency, arbitrary decisions, complete and total
disregard of the laws and regulations and individualism. The literature shows that factors such as
empowerment and recognition increase employee motivation. This prompts a further study to explore
the reasoning by Wilderom and Berg. However, the statement also gives the impression that the
understanding of cultural layers was not that well developed. There are innumerable cultural layers
that are legitimate to study. The literature shows that factors such as empowerment and recognition
increase employee motivation. However, it is also difficult to establish an organisational culture. The
reason is that they are the decision-makers of their organizations and are therefore best placed to
decide what is good and bad behavior in the workplace. By analyzing various PMS designs it is
concluded that PMS has to be designed effectively in such a way that is contingent on both internal
and external variables.
Because they have used these assumptions to solve their problems and it worked effectively they
accepted these assumptions as valid and thus they teach these assumptions to the newly joined
members of the organization as standard ways of thinking, perceiving and approaching towards the
problems. Many humanistic scholars have shown that organizations successful on the humanistic
level have a rich network of effective, cohesive working teams. This study was conducted in metal
industry. Internal accounting control is a system that is used to safeguard and encourage sound
management practices within an organization both financially and in general. Based on the separately
developed culture definition, the past research studied culture through relatively observable
phenomena, such as a formal structures and responsibilities, informal behavioural patterns, and
symbolic artifacts, such as rituals. Sackman’s third focus is the holistic perspective of culture,
combining the above two variables and integrating them. Analysis of performance management on
employee motivation a case of kenya ele. The norm in the company is to examine the present to
better understand and position the company for its future. This construct of ideas and thoughts on
paper is a good start but does non thoroughly define literature. AI Publications Influence of
Knowledge Management Processes on Organizational Performance in. High PDI values indicate a
national culture where there is a significant degree of dependence by subordinates on their manager.
The different types of cultures and what researchers have found out about their effects on
organization performance has been reviewed in this paper. The research helps to find out satisfaction
level and transparency of the PMS. It also helps to analyze the employees perception about the
organizational climate. This review of literature examines the relationship between employee
development and organizational performance. Performance evaluation looks at the issues that lead to
progress in the daily activities of employees. One key factor in Zappos' success has been its strong
organizational culture, which is centered around the values of customer service, teamwork, and fun.
The implication of the study is that enhancing corporate sustainability initiatives on employees
promotes productivity and ultimately financial performance as such manager of firms should
promote employee welfare, workplace, health and human rights as a means to enhance productivity
and financial performance. Financial indices are used extensively to measure organisational
performance (Denison 1995). These motivation techniques has long been acknowledged as an
important personnel work with the potential to improve employee motivation and hence
performance, and to deliver management with the control needed Results: 40 articles are included in
this integrative literature review. Such elements influence the management of patient quality and
safety, as there is low adherence to change proposals. In addition, Zappos has a culture of teamwork
and collaboration, with a flat organizational structure and an open office layout that encourages
employees to work together and share ideas. These beliefs and expectations shape the behaviour of
individuals and groups in the organisation.Schwartz and Davis (1981)Symbols, ceremonies, and
myths that communicate the organisation’s specific values and beliefs to all employees.Ouchi
(1981)The way things are done around here. In order to maximize the profit and market share,
sometimes companies might make some of the destructions in our society or even pollute the
environment. This report is based on the analysis of the concepts of corporate communication.In
order to analyze the concepts of corporate communication a company is selected. Consumers and
businesses alike around the world refer to the “Disney Standard” of doing things, demonstrating the
high level of regard. These values may include things like innovation, customer service, teamwork,
and integrity. Our payment security system encrypts your information during transmission. This
literature review on reward systems encompasses the areas of performance related CRITICAL
REVIEW OF LITERATURE ON CHANGE MANAGEMENT ON EMPLOYEES
PERFORMANCE 1 Job satisfaction and motivation are overviewed as an outgrowth of
achievement, recognition, the challenging work itself, responsibility and advancement.
Organisational Culture In Hotel Industry Essay Example 2022-11-07. The objective of this
conceptual paper is to articulate the progress that has been made in understanding employee
motivation and organizational performance, and to suggest how the theory concerning employee
motivation and organizational performance may be advanced. This period is characterized by savior
a few significant factors. Now a days, In any industry whether small or big, human resource
management not just play its traditional role as such but it has expanded its dimensions to assess its
employees' performance and manage it with a new system which has evolved due to new
developments in the field of HRM known as PERFORMANCE MANAGEMENT SYSTEM (PMS).
For example, a company with a hierarchical culture may have strict rules and procedures for decision-
making, while a company with a more collaborative culture may encourage employees to work
together and make decisions as a team. Download Free PDF View PDF Organizational Culture: Can
It Be a Source of Sustained Competitive Advantage. This research is among the first attempts to use
Trompenaars culture topologies to study the relationship between organizatio. This review of
literature examines the relationship between employee development and organizational performance.
Ghana and give recommendations on improving the system. Leadership is the key to change
organisational culture. The explanation therefore is that human resource managers in the public
sector. A sample of 240 respondents that were selected randomly from insurance companies
participated in this study. Corporate cultures differ within the same organisation. Despite its closure,
NUMMI had been a successful manufacturing plant for over twenty years with high productivity,
quality, and satisfied workers who were reliable in terms of. Employees must adhere to the laid down
policies and core values of the organization. Performance evaluation looks at the issues that lead to
progress in the daily activities of employees. The studies reviewed focused more on cross-national
research design with less attention on the longitudinal aspect. A transformational leader works by
inspiring followers to look beyond their interests while in service. The researcher agrees with this
finding as supported by Sorensen (2002) who theorized that an organization cultures lead to
consistency in performance by increasing employee consensus and willingness to endorse
organizational goals, reducing uncertainty through goal clarity, and increasing motivation. The
sample of the study consisted of 240 employees from Greek banking institutions, from different
occupational positions. Have personal integrity: manager is a man of integrity and has clear values.
This research focuses the identification and understanding of the organizational culture dimensions
and its relation with the quality management practices in the hospital sector. There are several actions
that could trigger this block including submitting a certain word or phrase, a SQL command or
malformed data. To browse Academia.edu and the wider internet faster and more securely, please
take a few seconds to upgrade your browser. Various definitions of corporate culture as discussed by
various authors have been analyzed. The report starts with the introduction of the Nestle. Pool and
Pool (2007) and Lok and Crawford (2004) argue that there is an inevitable link between motivation
and job satisfaction and motivation with commitment off employees. Literature Review Employee
performance appraisal is an effective tool or vehicle for assessment of employee performance and
implementation of strategic initiatives for the improvement of employee performance (Lawler and
McDermott, 2003). Literature review 2.1 Introduction Performance evaluation is an aspect of
organizational progress that facilitates productivity and innovation. This research analysis reveals
how the line managers. Second, these ideologies are embodied in corporate policies and procedures
governing employees’ work life. Performance appraisal rating can be considered as a technique that
has a positive effect on work performance and employee motivation. Just recognising cultural
differences is not enough; the need of the hour is to develop cultural competencies. The dominant
construcitve culture is applicable to our orgazanition where standard of excellence is pursued.
Although strategy, market presence, or technology is clearly important, highly successful firms have
capitalised on the power that resides in developing and managing a unique corporate culture, (p.
Finally, Zappos has a culture of fun, with company-wide events and activities that help to foster a
sense of community and keep employees engaged and motivated. Like the price scenario, several
factors operate to make. In an Internet culture, employees are required to create new working teams
at a very fast pace (Cudaback 2000; Kanter 2001). The thesis is a literature research and thus a
review by the work of others. The OCAI was based on the Competing Values Framework, which
explains the underlying value orientations that characterise organisations. Functions of
Organizational Culture Give members an organizational identity Front office department tries to
provide a place to work that values customer loyalty over corporate responsibility but also having a
lot of concern for the profits that the hotel is making thus employee satisfaction is compromised at
times. Readily accessible at the perimeter are the observably physical manifestations of culture such
as artifacts, behaviour patterns, and norms. The need to avoid uncertainty leads people to seek
structure in their organisations, institutions, and relationships, and therefore, to try to avoid unclear
situations. Pool and Pool (2007) and Lok and Crawford (2004) argue that there is an inevitable link
between motivation and job satisfaction and motivation with commitment off employees.
Performance appraisal rating can be considered as a technique that has a positive effect on work
performance and employee motivation. These beliefs motivate employees to meet expectations of
quality, performance levels, and customer service.The impact of culture on employees’ beliefs was
discussed by Earl and Nahapiet (1999), who published a case study on a Swedish financial services
company in Stockholm. An Exploratory Study Of Performance Management Systems And Their
Influence On. Journal of the Academy of Marketing Science, 23, 195-205. You may receive a partial
or no refund on used, damaged or materially different returns. SummaryA review of the literature
suggests that the definition of corporate culture can be centred in a social context (Hofstede et al.
Journal of Applied Behavioral Science, 27,295-318. A positive connection has been shown linking
organisational commitment to the number and type of stories told. For example, a company with a
hierarchical culture may have strict rules and procedures for decision-making, while a company with
a more collaborative culture may encourage employees to work together and make decisions as a
team. Performance evaluation looks at the issues that lead to progress in the daily activities of
employees. Strong culture can be seen when members of an organisation widely share norms and
practices based on a consensus, and when they use these as a basis for shooting trouble situations.
Effect of Staff Performance Appraisal Outcomes on Employee Job Performance a. AI Publications
Influence of Knowledge Management Processes on Organizational Performance in. London:
SageBurt, R. (1999, November 1) When is corporate culture a competitive asset. But high statistical
relationship between the two were not instituted. A review of theoretical and empirical studies were
carried out on some developed, emerging and developing nations with particular reference to traits
characterised in specific organisational cultural environments in relation to their effects on corporate
performance. In response to competitive markets, they invested in technology, increased market
penetration, coordinated self-improvement programs, and engaged in risk taking. Related to the
nature of human group behaviours, the concept has been promoted in the areas of anthropology,
sociology, organisational and social psychology—all leading to varying perspectives on cultures
(Schein, 1990). It is crucial, however, that those responding to a survey instrument actually report
underlying values and assumptions (culture), not just superficial attitudes or perception (climate)” (p.
135). Because they have used these assumptions to solve their problems and it worked effectively
they accepted these assumptions as valid and thus they teach these assumptions to the newly joined
members of the organization as standard ways of thinking, perceiving and approaching towards the
problems. Many humanistic scholars have shown that organizations successful on the humanistic
level have a rich network of effective, cohesive working teams. This study was conducted in metal
industry.