Employee Performance in Organizational Culture

 

Organizational culture and worker performance are closely related. The common values, beliefs, customs, and behaviour’s that make up an organization's culture have a big impact on how well individuals work and contribute to the success of the business. Organizational culture is a long-lasting habit that is employed and applied in daily work activities as one of the motivators for raising the caliber of work that managers and employees produce. In essence, an organization goes through phases on occasion, or what is commonly called the organizational cycle. This implies that a growing and developing organization will have a life process similar to that of a live entity (Fahmi, 2016).

Figure 1: 8 steps to building a high-performing organizational culture (Wong 2023)

Employee motivation and engagement are determined by the culture of the firm (Lusri & Siagian, 2017). Employee motivation and engagement are more likely to be high in an environment that is encouraging and helpful that places a high importance on teamwork, creativity, and employee well-being. Employees are more inclined to go above and beyond in their responsibilities and perform better when they have a sense of connection to the company and its principles (Adam et al. 2020).

Figure 2: 6 tips to improve your company’s organizational culture (Shane Green 2023)

 The company's performance standards and expectations are shaped by the corporate culture. A culture that places a high value on excellence, accountability, and ongoing development inspires staff members to aim for great performance and take responsibility for their job. On the other hand, a culture that rewards mediocrity or lacks explicit performance standards can cause employees to become complacent and perform below expectations. An inclusive work environment, decreased interpersonal disputes, and more cooperation and collaboration among employees are all benefits of a strong organizational culture. Companies can encourage employees to embrace high performance standards, innovation, and customer focus by developing a strong organizational culture. This can boost the competitive advantage of the business (Jufrizen et al. 2021). Organizational culture affects how people acquire new skills and competences. A work environment that prioritizes learning and growth affords employees with ample opportunity to augment their competencies and advance their careers.  

 Conclusion, 

The dynamic interplay of employee performance and organizational culture, a harmonious environment cultivates excellence. When employees feel valued, supported, and aligned with company values, they are empowered to excel, driving productivity and innovation. This synergy not only enhances individual performance but also propels the organization towards its strategic objectives, fostering sustainable success. As a result, the organization flourishes, achieving its strategic objectives and ensuring long-term success in an ever-evolving business landscape.

References:

Adam,A.Yuniarsih,T.Ahman,E. and Kusnendi,K. (2020)‘The Mediation Effect of Organizational

 Commitment in the Relation of Organization Culture and Employee Performance’, pp. 260–264.

Iskamto,D, (2023) ‘Organizational Culture and Its Impact on Employee Performance’, International Journal of Management and Digital Business. 2(1). 

 Irham,F. (2016) ‘Manajemen Sumber Daya Manusia Teori dan Aplikasi’, Bandung: Alfabeta

Jufrizen,J. Mukmin,M. Nurmala, D. and Jasin,H. (2021) ‘Effect of Moderation of Work Motivation

on the Influence of Organizational Culture On Organizational Commitment and Employee
Performance’. International Journal of Business Economics (IJBE), 2(2), Article 2.

 Junaedi,MA. and  Digdowiseiso,K. (2023) ‘The Influence of Work Motivation, Organizational Culture and Work Discipline on Employee Performance Through Job Satisfaction’JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan) 8(2), pp. 686-705.

Lusri, L. and Siagian, H. (2017) ‘Pengaruh Motivasi Kerja Terhadap Kinerja Karyawa Melalui Kepuasan Kerja Sebagai Variabel Mediasi Pada Karyawan PT’ [The Effect of Work Motivation on Employee Performance Through Job Satisfaction as a  Mediating Variable for PT]. Borwita Citra Prima Surabaya. Agora, 5(1), pp. 1–8.