INVESTIGATING THE RELATIONSHIP BETWEEN ORGANIZATIONAL CULTURE AND ORGANIZATIONAL EFFECTIVENESS IN MTN, CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

 Organizational culture refers to a collective set of beliefs, values, and assumptions shared among members of an organization (Erica & Simon, 2022). These foundational values play a significant role in shaping the conduct of organizational members, as individuals rely on them to inform their decisions and actions (Gennaro, 2018). Much attention has been directed towards understanding the influence of culture on an organization's ef pecific cultural dimensions and effectiveness indicators (e.g., Quinn and Spreitzer, 2018;  Denison, 2018). Furthermore, Siehl and Martin (2019) asserts that culture shapes employee attitudes, which subsequently influence organizational effectiveness. Although the link between culture and effectiveness is well-established in scholarly discourse, the mechanisms underlying this connection remain insufficiently explored. Organizational culture significantly impacts change strategies, with the congruence between culture and company objectives enhancing the likelihood of successful change endeavors (Schein, 2019). While senior managers typically shape organizational culture, Magee (2022) observes that the perceived culture by members may vary, encompassing implied, informal, or formalized elements. Thus, comprehending organizational culture is crucial for effective planning and performance execution. Nevertheless, managers play a central role in steering organizations towards performance objectives, molding both tangible and perceived organizational culture (Rieley & Clarkson, 2019). With the current emphasis on enhancing performance, organizations prioritize cultivating effective cultures to elevate performance (Minkov & Blagoev, 2021). Furthermore, to bolster organizational performance through effective organizational culture, several interconnected dynamics necessitate consideration. These dynamics encompass aligning employee behaviors with organizational values, ensuring clarity in principles and values, understanding the interplay between individual conduct and performance, and recognizing the impact of effective planning on performance outcomes (Mbuvi, 2020). This study seeks to address this gap by exploring employee attitudes as a potential explanatory mechanism through which organizational culture impacts organizational effectiveness. Therefore, a survey will be conducted in order to investigate the relationship between organizational culture and organizational effectiveness in MTN, Cameroon.

1.2 Statement of the Problem

As organizational culture impacts on performance and effectiveness has gained widespread recognition, it has grown more and more essential to day-to-day operations. In management research, managing performance has come to light as a major concern. Examining an organization's culture reveals a similar philosophy and set of rules that workers follow when it comes to the company's operations (Racelis, 2020). Furthermore, a large body of research studies how corporate culture affects worker productivity and performance. According to researchers like Hofstede (2020), organizational culture can be used as a gauge to evaluate the financial success of a company. Stewart (2019), evaluating the workplace culture of an organization can help increase profitability, which is the main goal of every business. He further highlights that the views and opinions of the workers are the most important component of organizational culture.It is in the light of these that the study seeks to investigate the relationship between organizational culture and organizational effectiveness in MTN, Cameroon.

1.3 Objectives of the Study

The main purpose of this study is to investigate the relationship between organizational culture and organizational effectiveness in MTN, Cameroon.  Specifically, the study will;

Find out whether there is a relationship between organizational culture and employee performance in Cameroon

Determine how effective organizational culture is in improving employee performance in Cameroon

Examine the impact of organizational culture on employee performance in Cameroon?

1.4 Research Questions

The following questions have been prepared for the study:

Is there a relationship between organizational culture and employee performance in Cameroon?

How effective is organizational culture in improving employee performance in Cameroon?

What is the impact of organizational culture on employee performance in Cameroon?

1.5 Research Hypotheses

Ho: there is no significant relationship between organizational culture and organizational effectiveness in MTN, Cameroon.

Ha: there is a significant relationship between organizational culture and organizational effectiveness in MTN, Cameroon.

1.6 Significance of the Study

The  findings of this study will help companies in Cameroon uphold ethical standards and fulfill their social obligations, contributing to sustainable business practices and positive societal impact. Also, policymakers and HR specialists in Cameroon will benefit from the findings of this research by learning how important it is to foster a positive workplace culture. This may result in the creation of programs and policies that support a safe workplace that fosters worker well-being and productivity. Additionally, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to the relationship between organizational culture and organizational effectiveness in MTN, Cameroon.

1.6 Scope of the study

The scope of this study is to investigate the relationship between organizational culture and organizational effectiveness in MTN, Cameroon. Empirically, this study will find out the extent to which organizational culture influences employee performance and job satisfaction in MTN Cameroon, find out the relationship between organizational culture and organizational effectiveness in MTN, Cameroon and investigate the impact of organizational culture on customer satisfaction in MTN Cameroon.

Geographically, the study will be delimited to employees of MTN, Cameroon

1.7 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. 

More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

1.8 Definition of Terms

Organizational culture: the shared values, beliefs, norms, and practices that characterize an organization and guide the behavior of its members.

Employee performance: refers to the level of productivity, efficiency, and effectiveness with which an employee performs their job responsibilities and meets the expectations set by their employer.

Organizational effectiveness: is the ability for an organization to achieve its goals and objectives efficiently while utilizing resources optimally. It includes various aspects such as productivity, profitability, customer satisfaction, innovation, employee satisfaction, and overall performance (Tare, 2019).