Draft Doctoral Study Proposal

By Author: Sherry Roberts
Total Articles: 99
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Background
Every organization is usually affected by its culture, and every organization has a culture. Researchers such as Kerr and Slocum (2005), claim that we should explain the performance of an organization against the backdrop of its culture. Someone who walks in the lobby of Zenith Bank, a Grand Hotel, or a fast-food restaurant will experience a particular atmosphere, style, and feeling that are unique. These companies whether it is a restaurant, bank, or a hotel tend to have a charm, a personality that is unique to it. A visitor who visits Colorado Bank will experience a kind of business focus in the way the teller attend to customers, their energy and enthusiasm, and creativity in the environment. Whether it is a bank or hotel, the culture is usually part of the organization life that influences attitude, behavior, and the effectiveness of employees.
The success of any organization normally depends on the match between the culture of the organization and individuals. The organization culture refers to a set of operating principles determining how people behave in the context of the company (Kerr & Slocum ...
... 2005). Under the observable behaviors of people, there are assumptions, beliefs, and values dictating their actions. It is necessary for managers to understand the culture of the organization accurately so as to direct activities in a productive manner and also avoid the destructive influence of having employees not committed to the goals of the organization. A sense of purpose usually starts with the hiring process, and it continues with the careful attention to how employees are rewarded and motivated for their efforts.
The CEO of Colorado Bankers Association, Don Childears, claim that the presence of new competitors in the banking industry in the past years in Colorado has an intense effect on banking business (Childears, 2013). The old strategies for managing employees tend to be changing, and there are new models for management and leadership needed (Shakeel, et al. 2012). Despite the surplus of studies on organization culture, there tend not to be an understanding of how organizational culture impact employee’s performance. The study aims to explore how organizational culture in Colorado banks affects the performance of employees. During the project, I intend to use the terms organizational culture and corporate culture interchangeably because the two terms refer to the exact phenomenon.
Problem Statement
There are over 85% of companies in the Standard and Poor’s 500 with a web page dedicated to describing the organization's culture and values and principles informing the employee’s behavior (Mordfin, 2014). Don Childears, the president, and the CEO of Colorado Bankers Association claims that the presence of new competitors in the banking sector has an intense impact on the banking business (Childers, 2013). Managing the corporate culture is emerging as a key managerial challenge of the millennium. It is a problem that is affecting banking institutions in Colorado (Childers, 2013). Several academics and practitioners are spending time focusing on the issue of whether organization culture has an impact on the overall performance and effectiveness. The general problem is that many banking institutions are not considering the impact that the organizational culture has on performance. The specific problem is that the institutions fail to understand how the organizational culture is impacting the employee performance.
 
Purpose Statement
The study aims at expanding the knowledge base and test how organizational culture impact employee performance in the banking industry. The research method to use in conducting this study is qualitative research method. The research design for the study is a phenomenological approach that involves studying the shared meaning of the experience of the phenomenon for several individuals (Creswell, 2014). When studying how organization culture impacts the employee performance, the dependent variables in the study are the employee performance, and the independent variable is the organizational culture. In this research study, the study population will be a maximum of 100 that will include both female and male employees working in Colorado banks. The banking sector in Colorado has a major role in the growth of the state economy. The choice of Colorado is because the state tends to have a high concentration of banks, and it is necessary to understand how the culture of the banks affect the way employees perform. The banking sector in Colorado plays a key role in the growth of the state economy. The success of this research study will result in positive contribution in the field of study. It will provide an understanding of how the organization culture affects the performance of employees through examining the organization culture of Colorado banks. In employee management, it will expand the importance of organization culture in improving employee performance. To business practice; it will expand the relevance of good organization culture into improving the performance of banks in the developing countries.
 
Central Research Question
The main research question guiding this study proposal is: How does organizational culture impact employee performance?
The sub-questions for the study will include
Does the organization culture have any effect on employee job performance?
How organization culture can affect employee performance?
Conceptual Framework
The general purpose of the qualitative study is to find out how organizational culture impact employee performance in the banking industry. The term organizational culture tends to be a recent one as current literature started in the early 1970s and 1980s. The field of organizational psychology started growing with the development of management and business schools. With the growth, it led to the understanding of the inter-organizational relationship and organization cultures (Robbins & Judge 2007).
According to Sudarsanam (2010), organization culture is the embodiment of its collective norms, systems, beliefs, ideologies, rituals, and myths. The culture tends to motivate people, and it is a valuable source of effectiveness and efficiency. In the management circle, people consider the culture that they can use to manipulate employees. Norton and Kaplan (2004) state that shaping the culture is usually a priority in balanced scorecard projects. Many consider culture as the humanizing element of the corporate business that helps in establishing expectations between employees and the organization. According to Shahzad (2012), the role of culture is fundamental to nurturing, sustaining, and enhancing the performance of organizations. The cultural systems of an organization add to the coordination of assignments, and it minimizes inefficiency in employee efforts.
Several factors in organization culture impact the way employees perform their jobs. Some of these factors include innovation, openness in communication, rewards, and employee participation. In a study by McLean (2005), innovation usually brings an idea from a concept to the market and recognizes the idea of its potential and overcome the barriers. Firms normally achieve innovation through encouraging creative risk-taking. Stability, reward, and performance culture tend to influence innovation. McLean (2005) claim that some variables responsible for stimulating innovation are the human resource practice, organizational culture, and the organizational structure. Thus, for banks to attain high performance through improved employee performance, they will need to consider the role of innovation in its culture.
In an organization, communication normally helps to strengthen the performance of employees. Faulty communication will result in a lot of problems as it causes confusion, and it can cause a good plan to fail (Amal, 2012). The communication structure of in an organization indicates how the culture of the organization influences employees. Bhavankar and Sidhartha (2013) emphasize the importance of an organization’s reward system. Some organizations usually use rewards as a strategy for strengthening the appropriate behavior. While reinforcing corporate culture, the reward system of an organization is a powerful tool. Effective organizations normally empower its employees, build organizations around teams, and also develop human capability at all the levels. Employees, managers, and executives show commitment to their work and also feel that they own a piece of the organization. A good organization culture is one where people at all levels of the organization feel that they have some input in decisions that will affect their work.

Significance of the Study
The study will encompass the nature of organizational culture and its impact on employee performance about Colorado banking industry. The research will provide a conceptual framework describing how organization culture operates to impact the performance of employees. If the study finds out that there is a positive impact of organization culture and employee performance, organizations will be able to adjust their culture so as to enhance performance. The proposed study is also essential in providing a useful and sound knowledge to guide the organizations about the development and well-being of employees in the research setting.
 
Reference
Amal, E (2012). Corporate culture and organizational effectiveness. European Journal of the Business and Management, 4(8), 212-229.
Bhavankar, S & Sidhartha, S (2013). Impact assessment of reward systems on employee job performance. International Journal of scientific research, 2(6), 333-336.
Childears, D (2013). The state of banking in Colorado. Colorado Bankers Association
Creswell, J. W. (2014). Research design- Qualitative, quantitative, and mixed approach methods. Thousand Oaks, CA: Sage.
Kaplan, S. & Norton, P. (2004). Organization capital. Balanced Scorecard, 6(1), 1-5.
Kerr, J. & Slocum, J. W. (2005) Managing the corporate culture through reward systems. Academy of Management Executive, 19, 130–138.
McLean, D. (2005). Organizational culture’s Influence on Creativity and Innovation. Advances in Developing Human Resources, 7(2), 226-246.
Mordfin, R. (2014). Strong Corporate culture leads to strong performance.
Robbins, P. & Judge, A. (2007).Organizational Behavior. New Jersey, Pearson Education Inc.
Shahzd, F. (2012). The impact of organizational culture on organizational performance. Interdisciplinary journal of contemporary research in business, 3(9).
Sudarsanam, S. (2010). Creating Value from Mergers and Acquisition. UK, Pearson Education Ltd.

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