Annotated Bibliography
HANOI UNIVERSITY
FACULTY OF MANAGEMENT AND TOURISM
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RELATIONSHIP BETWEEN ORGANIZATIONAL
CULTURE AND PERFORMANCE
(1391 words)
The two primary articles:
1.”Impact of Organizational Culture on Employee Performance” written by Awadh, A.M and Sadd, A.M. (2013)
2. “Organizational Culture as a Root of Performance Improvement” written by Rose,
R.C; Kumar, N; Abdullah, H and Ling, G.E. (2008)
Teacher:
Ms. Nguyen Thi Thanh Hang
Student:
Nguyen Thi Hai Linh
Class:
Tut 2 AC k12
Course:
Introduction to Management
Date:
December 06, 2013
TABLE OF CONTENTS
I.
Introduction ......................................................................................................1
II. …show more content…
Both journals stated a hypothesis that there is a transparent link between them and a good organizational culture may positively influence its performance. While the former journal focused on indentifying and measuring strong relationship between performance and organizational culture in general, the latter examined this relation in specific case among American, Japanese, European and Malaysian multinational companies operating in Malaysia by obtaining necessary data from self-administered questionnaires designed for respondents of high technology industry. Sixteen items adapted from Rajendar and Jun Ma’s (2005) work were used to assess the organizational culture on seven-point scale which represents the agreement of respondents. This secondary research paper which is used as a report of my understanding after reading these two journals will focus on general useful information about organizational culture, performance and their mutual influences.
II.
Discussion of findings
1. Organizational culture
Since culture plays a significant role in how the employees and managers work in the firm, the organizational culture is one of the most popular and controversial concepts in the …show more content…
According to Rose et al. (2008), performance measures can be comprised of results, behaviors (criterion-based) and relative (normative) measures, education and training concepts and instruments, including management development and leadership training for building necessary skills and attitude of performance management. Both journals mentioned about the traditional performance measurement basing on strategic performance system which includes both financial and non-financial measures and means that we should also consider about intangible asset. Using this method leads to competitiveness which can help in enhancing competitive advantage based upon effective pressures (Rose et al., 2008).
Awadh and Saad (2013) mentioned about four casual relationships between performance management and culture: growth, customers, internal business process and financial reward management system. They said that learning about these four relations can help focusing on cooperative tools of an organization to improve communication and receive feedback which may enhance the performance management. Awadh and Saad (2013) also defined three contributions of culture to performance: forceful management, nature
FACULTY OF MANAGEMENT AND TOURISM
----------o0o----------
RELATIONSHIP BETWEEN ORGANIZATIONAL
CULTURE AND PERFORMANCE
(1391 words)
The two primary articles:
1.”Impact of Organizational Culture on Employee Performance” written by Awadh, A.M and Sadd, A.M. (2013)
2. “Organizational Culture as a Root of Performance Improvement” written by Rose,
R.C; Kumar, N; Abdullah, H and Ling, G.E. (2008)
Teacher:
Ms. Nguyen Thi Thanh Hang
Student:
Nguyen Thi Hai Linh
Class:
Tut 2 AC k12
Course:
Introduction to Management
Date:
December 06, 2013
TABLE OF CONTENTS
I.
Introduction ......................................................................................................1
II. …show more content…
Both journals stated a hypothesis that there is a transparent link between them and a good organizational culture may positively influence its performance. While the former journal focused on indentifying and measuring strong relationship between performance and organizational culture in general, the latter examined this relation in specific case among American, Japanese, European and Malaysian multinational companies operating in Malaysia by obtaining necessary data from self-administered questionnaires designed for respondents of high technology industry. Sixteen items adapted from Rajendar and Jun Ma’s (2005) work were used to assess the organizational culture on seven-point scale which represents the agreement of respondents. This secondary research paper which is used as a report of my understanding after reading these two journals will focus on general useful information about organizational culture, performance and their mutual influences.
II.
Discussion of findings
1. Organizational culture
Since culture plays a significant role in how the employees and managers work in the firm, the organizational culture is one of the most popular and controversial concepts in the …show more content…
According to Rose et al. (2008), performance measures can be comprised of results, behaviors (criterion-based) and relative (normative) measures, education and training concepts and instruments, including management development and leadership training for building necessary skills and attitude of performance management. Both journals mentioned about the traditional performance measurement basing on strategic performance system which includes both financial and non-financial measures and means that we should also consider about intangible asset. Using this method leads to competitiveness which can help in enhancing competitive advantage based upon effective pressures (Rose et al., 2008).
Awadh and Saad (2013) mentioned about four casual relationships between performance management and culture: growth, customers, internal business process and financial reward management system. They said that learning about these four relations can help focusing on cooperative tools of an organization to improve communication and receive feedback which may enhance the performance management. Awadh and Saad (2013) also defined three contributions of culture to performance: forceful management, nature