For any employee, their job involves much more than just completing their responsibilities and getting paid for it; the culture of their workplace is also an integral factor in job satisfaction and engagement. And, as more employees and employers alike focus on culture, it has become a significant differentiator in attracting and retaining talent. But, it is important to note that culture is more than just offering free lunch on Fridays or having an annual holiday party; culture affects how work gets done, how colleagues interact across all levels and, ultimately, how engaged employers are with the company. A company’s culture is a direct result of its leadership Culture is created and supported by the leaders. Culture is based on behaviors in an organization not words or marketing efforts. It could be both a positive and a negative for an organization, but always has an impact. It doesn’t change easily and is built over time. Corporate culture is seen as “how work gets done” in an organization. This project intends to study how organizational change can affect Human Resources, how organizational culture can impact Human Resources Policies, study the contribution of HR towards organizational culture, study the role of Human Resources in workplace culture, study how organizational culture is passed to new employees and finally how organizational structure and culture change.
TABLE OF CONTENT
Title page -- -- -- -- -- -- -- -- -- -- -- -- i
Approval -- -- -- -- -- -- -- -- -- -- -- -- ii
Dedication -- -- -- -- -- -- -- -- -- -- -- -- iii
Acknowledgement -- -- -- -- -- -- -- -- -- --iv
Abstract -- -- -- -- -- -- -- -- -- -- -- -- v
Table of Content -- -- -- -- -- -- -- -- -- -- vi
CHAPTER ONE
INTRODUCTION
1.0 Introduction -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- 1
1.1 Objective of the study -- -- - -- -- -- -- -- -- -- -- -- -- -- -- 3
1.2 Significance of the study -- -- -- -- -- -- -- -- -- -- -- -- -- -- --3
1.4 Scope of the study -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- 4
1.5 Statement of the hypothesis -- -- -- -- -- -- -- -- -- -- -- -- -- -- 4
1.6 Definition of terms-- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- 6
1.7 Background of case study-- -- -- -- -- -- -- 7
CHAPTER TWO
2.0 Literature Review
2.1 Culture and organisational culture ---- -- -- -- -- -- -- -- - -- 11
2.2 The role of HR in developing and shaping an organisational culture 20
2.3 Human Resource cultural levers -- -- -- -- -- -- -- -- -- -- -- 23
2.4 Impact of HR function on organisational culture-- -- -- -- -- -- -- 27
CHAPTER THREE
RESEARCH METHODOLGY
3.0 Introduction-- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- 30
3.1 Sources of data collection-- -- -- -- -- -- -- -- -- -- -- -- -- -- 30
3.2 Sample size and technique-- -- -- -- -- -- -- -- -- -- -- -- -- -- 30
3.3 Research design -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- 31
3.4 Data analysis technique-- -- -- -- -- -- -- -- -- -- -- -- -- -- -- 31
CHAPTER FOUR:
DATA PRESENTATION AND ANALYSIS
4.0 Introduction-- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- 33
4.1 Analysis of demographic characteristics-- -- -- -- -- -- -- -- -- - 33
4.2 Data presentation and analysis-- -- -- -- -- -- -- -- -- -- -- -- -- 34
4.3 Analysis of findings -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- 43
CHAPTER FIVE:
SUMMARY CONCLUSION AND RECOMMENDATION
5.0 Introduction-- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- 46
5.1 Summary and Recommendation -- -- -- -- -- -- -- -- -- -- -- -- 46
Bibliography
