| Summary, etc |
Employees’ performance in any work organisation can be fully examined within the context<br/>of many factors. Previous studies had not been able to link organisational culture with<br/>employees’ performance. Consequently, the study examined the influence of organisational<br/>culture and employees’ performance in Access bank Nigeria plc.<br/>The combination of Edgar Schein (1992), Model for Organisational Culture and McGregor’s<br/>Theory of X & Y were employed as theoretical framework. Multi-stage sampling technique,<br/>consisting of purposive, stratified and systematic sampling was employed. A descriptive<br/>research design was adopted in the study. It concerns the collection of data from a<br/>populations sample in order to explain the current circumstances or relationships, views held,<br/>ongoing procedures, apparent effects or patterns.<br/>Yaro Yamane sample determination technique was used to get a sample size of 215. While<br/>62.5% of the respondents were female, 37.5% were males. The largest proposition of the<br/>respondents (58.5%) were within the rage of 31 to 35 years. While 50.0% of the respondents<br/>had spent 3 to 5 years in service, 37.0% had spent 6 to 0 years and 8.5% had spent 2 years.<br/>On whether laid down rules and regulations promoted worker’s productivity, 33.0% of the<br/>respondent strongly agreed, 50.5% agreed, 8.55 disagreed and 8.0% strongly disagreed. As to<br/>whether organisation gave special reward for excellent performance 83.0% of the respondent<br/>agreed while 17.0% disagreed. In respect of whether all workers in the organisation had<br/>positive attitude to work 12.5% of the workers strongly agreed, 12.5% agreed, 41.5%<br/>disagreed while 33.5% strongly disagreed. Hypothesis one, showed significant relationship<br/>between organisation norms and employees’ output. Hypothesis two, equally showed positive<br/>relationship between reward system and employees’ target achievement. Hypothesis three,<br/>reviled positive relationship between worker’s attitude to work and their efficiency.<br/>Hypothesis four, demonstrated positive relationship between Organisational patterns and<br/>employees’ productivity.<br/>The performance of an employee goes a long way to determine the success or otherwise of<br/>the organisation. In view of this, top management of work organisation should ensure that a<br/>standardized culture profile be established in order to serve as reference material for existing<br/>and new employees so as to learn about organisational norms and core values. |
