Role of Organizational Culture on Organizational Performance: An Empirical Investigation

The world is going through rapid changes and so are the organization and to keep face with these changes it is very important to adapt to these changes. One such change that an organization frequently faces is organizational culture. In today's era where diversity is embraced, it is obvious that organizations, every time gets impacted by diversity. For every organization whether big or small it becomes necessary to remain flexible and continuously improve the performance to gain competitive advantages. By improving organizational culture, the company can take the lead and survive in the market for long run. Organizational culture is becoming very important in improving the performance of the company especially when all the businesses are functioning in an uncertain, unpredictable and competitive environment. It becomes important to evaluate the culture of organization to determine the performance of the company. One of the important resource of any organization is its employee and it is very important to determine the mind set, attitude and behavior of employees working in an organization. By determining the behavior and working attitude of employees, organizations can simply measure the performance.


Introduction
Today's fast changing environment is becomes difficult for the organization to operate because of the complexities and inability to predict the changes. These changes some time maybe illustrated to change in work force, changes in technology, Expectations of customer, and competitive edge of the competitor. Many times organization predict this changes and effectively implement then throughout the process but sometimes it become difficult for some organization PSYCHOLOGY AND EDUCATION (2018)  to determine the changes and the lose to strike this success. However, it is very difficult to define culture but in aspect of organizational culture, multiple dimensions are provided. Therefore, it can be outlined as believes, values and assumptions shared in an organization. Simply, it can be defined as the mindsets of people working in an organization which ultimately determines the attitude. It can also be mirrored as a common motif, thinking, and feeling of employees.
Standards and conventions that dictate how workers should act in a certain organization are part of organizational culture. The workplace attitude and behavior of employees, as well as their loyalty to the company, are governed by the culture of the organization. the context of a specific social group's ideas, conventions, knowledge, practices, and conventionalized behaviour. Every company and organization has a unique personality. Organizations are made up of people, and the corporate culture unites them by providing them with a sense of purpose and a set of norms to live and work by (Bhalla, Nazanen, 2013 and Nayak, Padhi, Barik, Mohanty, Pradhan, 2011).
There is an interesting connecting between Organizational Culture and Organizational Effectiveness. Organizations require both a certain amount of flexibility and adaptability as well as stability, they require, control and discipline as well as a certain amount of freedom and autonomy, they require both logical formal structures and irrational informal relationships.
The organization's and its managers' capacity to strike the appropriate balance among these crucial factors, as required by the organization's aims and situation, was a prerequisite for effectiveness. The Company culture significantly influences the organizational and personal goals. Employee morale is increased when company members identify with the culture and like working there. Increase in levels of teamwork, knowledge sharing, and receptivity to novel ideas result from this. The way individuals think and make decisions, both consciously and unconsciously, and ultimately how they perceive, feel, and behave, are all impacted by organizational culture (Aktaş, Çiçek, &Kiyak, 2011 andLeithy, 2017).

Literature Review
According to studies, organizational culture isn't well defined, but most definitions show that shared values, beliefs, and attitudes inside an organization that have an impact on how it operates collectively make up organizational culture. Since there isn't a single, widely accepted definition of organizational culture, it is suggested that organizations should create an environment that can PSYCHOLOGY AND EDUCATION (2018)  increase employee motivation, engagement, and momentum because doing so will help them reach their ultimate objective. Employee and organizational performance can be affected by organizational culture. There are eight ways that when combined to form octa-pace culture help define organizational culture. Octopus culture is crucial for the organization's efficiency and effectiveness as well as for the improvement of company performance. The first characteristic of the Octopus culture is openness and risk-taking, which refers to how much freedom employees have in expressing their opinions, how eager they are to take a chance, and how willing they are to attempt something new. Another factor is confrontation, which refers to how individuals in a company proactively approach problems, don't run from them, and collaborate with others who are affected to discover solutions. The third factor is trust, which refers to how much the workers and management rely on one another for assistance, information sharing, and other tasks. It also suggests the ability to believe what others say and do. The fourth factor is authenticity, which explains how staff members establish relationships with others and accept their own emotions.
Value is connected with an individual's level of readiness, initiative, and action-orientation. They foresee problems and take appropriate action now or in the future in response to demands. The fifth component of the octa-pace model is proactivity, which measures how ready and willing people are to take on new responsibilities, how action-oriented they are, and how they foresee problems and respond to them. The sixth element is autonomy, which refers to a person's willingness to assert their authority and to urge others to do the same. It should be stressed that employees do have some liberty within the confines of their professional function, The seventh component of the octa-pace model is cooperation, which refers to how well employees cooperate and use one another's assets to accomplish a common objective. It also refers to how they jointly develop strategies, plan actions, and implement those initiatives. The last factor is experimentation, which refers to how inventive people are, how they prioritise trials, and how they explore novel approaches to tackle organizational problems (Kataria, Singh, Lal, 2016 and Jafri, 2012).
In a research it was estimated that organizational culture is also influenced by innovation therefore innovation can be mirror as a culture. Adoption of a novel concept or method within the organization is referred to as innovation. It may be a brand-new technology, service, or product. Innovation and change go hand in hand, whether the transformation is quick or gradual. Innovation may be defined broadly as the process through which new outputs, like as goods, systems, or processes, are created as well as the application of discoveries and interventions.
Innovation is the process of turning opportunities into practical applications, and it can only be deemed innovative when it is really put into effect. The amount of fresh information that is incorporated into an innovation is reflected in its degree of innovation. Firms with stronger innovation capabilities will be able to respond to the environment more effectively and more readily acquire the skills required to improve organizational performance and solidify a long-

Methodology
This study is descriptive in nature in which data is obtained from 175 respondents who identified the organizational culture. In the mix of all people have been covered. A checklist question was

Conclusion
Organizational culture has a big impact on how motivated workers are. Culture is meant to be a top-down process. If the governance can understand the relationship indicated above, any organization must provide a cooperative environment. It has been demonstrated that cultural influences distinctly affect motivation. Organizations now have a harder time surviving in a dynamic commercial climate. Among all the challenges businesses face today, motivating employees is the biggest. The most puzzling situation is that, despite some firms' success in motivating employees using a particular method, it typically fails when applied to another organization or group of employees. Organizational culture has a significant impact on success because it offers members of the organization a sense of identity, encourages devotion to its mission, objectives, and goals, and sets standards for member behaviour. As a consequence, all of the organization's members agree upon and share ideas and activities. Similar to this, culture inspires workers to acquire practical knowledge and talents, guides them in respect to the longterm goals and objectives of their companies, instills in them the desire for innovation, and moulds their attitudes towards everything linked to the workplace. As a result, culture enhances an organization's capabilities and effectiveness. Because it fosters loyalty to the organization's mission, objectives, and goals and establishes expectations for member behaviour, organizational culture has a substantial influence on success. The organization's members all concur on and share ideas and activities as a result. Similar to this, culture motivates employees to develop their skills and expertise, directs them towards the long-term aims and objectives of their organizations, fosters an innovation-driven mindset, and shapes their attitudes towards everything related to the workplace. The capabilities and efficiency of an organization are therefore improved by culture.