A study on the influence of organizational culture on employee performance in Sterling Bank Plc, Bauchi State
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Background of the Study
Organizational culture refers to the shared values, beliefs, practices, and behaviors that characterize an organization and influence how its members interact with each other and with stakeholders (Alharbi & Almuslamani, 2024). It is considered a critical element in shaping employee behavior, fostering engagement, and ultimately affecting organizational performance. In the banking sector, where competition is fierce, creating a culture that aligns with the organization’s goals can enhance employee performance and boost overall organizational productivity. Sterling Bank Plc, one of Nigeria's prominent financial institutions, operates in a highly dynamic and competitive environment where employee performance plays a vital role in maintaining its market share and delivering quality services to customers.
In Bauchi State, Sterling Bank faces unique challenges, including the need to adapt to regional economic conditions and the increasing demands of customers. Organizational culture is particularly important in the context of the bank's efforts to enhance employee engagement, improve service delivery, and increase productivity. Research suggests that a positive organizational culture can lead to higher employee morale, job satisfaction, and retention, which in turn drives better performance (Choi, 2023). However, the relationship between organizational culture and employee performance in Sterling Bank Plc in Bauchi State remains underexplored. This study aims to examine the influence of organizational culture on employee performance within the bank, particularly in the context of its operations in Bauchi State.
Statement of the Problem
Sterling Bank has invested heavily in shaping its organizational culture, yet the impact of this culture on employee performance in the bank's Bauchi State operations is unclear. Employees often report challenges related to communication, leadership styles, and work environment, which may impact their ability to perform optimally. As organizational culture plays a critical role in determining employee behavior and performance, it is important to assess the specific elements of the bank’s culture that may either enhance or hinder employee performance. This study seeks to fill this gap by exploring how Sterling Bank’s organizational culture influences employee performance in Bauchi State and identifying key cultural factors that need to be improved.
Objectives of the Study
1. To assess the influence of organizational culture on employee performance at Sterling Bank Plc, Bauchi State.
2. To identify the key elements of organizational culture that contribute to employee performance at Sterling Bank Plc, Bauchi State.
3. To recommend strategies for enhancing organizational culture to improve employee performance at Sterling Bank Plc, Bauchi State.
Research Questions
1. How does organizational culture influence employee performance at Sterling Bank Plc, Bauchi State?
2. What are the key elements of organizational culture that affect employee performance at Sterling Bank Plc, Bauchi State?
3. What strategies can Sterling Bank Plc implement to improve organizational culture and enhance employee performance in Bauchi State?
Research Hypotheses
Ho1: There is no significant relationship between organizational culture and employee performance at Sterling Bank Plc, Bauchi State.
Ho2: The key elements of organizational culture do not significantly influence employee performance at Sterling Bank Plc, Bauchi State.
Ho3: There is no significant difference in employee performance before and after the implementation of cultural changes at Sterling Bank Plc, Bauchi State.
Scope and Limitations of the Study
This study focuses on the relationship between organizational culture and employee performance at Sterling Bank Plc in Bauchi State. The research is limited to the bank’s operations in Bauchi and may not be applicable to other regions or branches. Limitations include the potential difficulty in measuring organizational culture and employee performance and the challenges of obtaining objective feedback from employees regarding cultural issues.
Definitions of Terms
• Organizational Culture: The shared values, beliefs, and practices within an organization that shape its social and psychological environment.
• Employee Performance: The effectiveness and efficiency with which an employee carries out assigned tasks and responsibilities.
• Employee Engagement: The level of enthusiasm and commitment employees feel toward their work and organization.
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