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An Analysis of Organisational Culture as A Main Identity of An Organisation

Author

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  • Emmanuel Michael Ochurub PhD

    (Senior Lecturer (HRM) – Namibia University of Science and Technology (NUST) Department of Management, NUST, Namibia, P.O .Box 55155, Rocky Crest, Windhoek, Namibia)

  • Andrew Jeremiah PhD

    (Senior Lecturer (HRM) – Namibia University of Science and Technology (NUST) Department of Management, NUST, Namibia, P.O .Box 55155, Rocky Crest, Windhoek, Namibia)

  • Victoria Hitumote Sem

    (Human Resources Development Practitioner – Namibia Water Corporation Limited)

Abstract

In many organisations across the world, organisational culture influences the way in which people act and serves as a contributing factor, which is used by management to increase employee and organisational performance. At Namibia Water Corporation Ltd, awareness was created that organisational culture should also serves as a point of reference for action to optimise operational efficiency. Therefore, this study aims to analyse the use of organisational culture as a main identity or feature of organisational performance. In order to address the purpose of this research and find answers on the research questions, a quantitative method was applied to collect data from the respondents. The population of the study was large, hence a simple random sampling method was used to sample participants to complete questionnaires for data collection. The researchers used the SPSS software and Microsoft excel to analyse the data and the statistics were converted into tables and graphs. The major findings of this study revealed that organisational culture is the main identity of an organisation and a main feature of organisational performance. Employees which belongs to an organisation with a strong culture are well acquainted with what is expected of them in terms of the values of the organisation and they are confident that they will be rewarded when they fulfil the expectations of the organisation. In order to improve and strengthen the organisational culture and to optimise operational efficiency, the leadership and the top management have to revive the existing culture of their organisations. Strong organisational culture adds value and help the employees to commit themselves and dedicate all their efforts to the organisation, which will also change and enhance the identities of many organisations in terms of performance and value-add to the service delivery.

Suggested Citation

  • Emmanuel Michael Ochurub PhD & Andrew Jeremiah PhD & Victoria Hitumote Sem, 2022. "An Analysis of Organisational Culture as A Main Identity of An Organisation," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 6(6), pages 78-86, June.
    • Handle: RePEc:bcp:journl:v:6:y:2022:i:6:p:78-86
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    References listed on IDEAS

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    1. repec:eme:ijlma0:ijlma-10-2016-0085 is not listed on IDEAS
    2. Owino O. Joseph & Francis Kibera, 2019. "Organizational Culture and Performance: Evidence From Microfinance Institutions in Kenya," SAGE Open, , vol. 9(1), pages 21582440198, March.
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