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

International Journal of Research and Innovation in Social Science (IJRISS) | Volume VI, Issue VI, June 2022 | ISSN 2454–6186

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

Michael Ochurub PhD¹*, Andrew Jeremiah PhD², Victoria Hitumote Sem^3
1, ²Senior Lecturer (HRM) – Namibia University of Science and Technology (NUST)
Department of Management, NUST, Namibia
P.O .Box 55155, Rocky Crest, Windhoek, Namibia
³Human Resources Development Practitioner – Namibia Water Corporation Limited
*Corresponding Author

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.

Key words: Organisational culture, operational efficiency, organisational performance, value addition and organisational leadership

I. INTRODUCTION

An organisation’s productivity and its competitive advantage within an industry is determine the strong organisational culture that is created within an organisation. A growing body of research reveals that organisational culture influences the way in which people act and that it is a contributing factor which is used by management to increase performance. Carvalho et al. (2019) echoed this view and further cited that organisational culture is a method of enhancing behaviour in organisations. It means that employees that are aware of an organisation’s culture are

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