Regent Business School: Eskom Culture and Performance Dissertation

This dissertation, submitted to Regent Business School, investigates the impact of organizational culture on the performance of Eskom's Northern Cape Operating Unit. Employing quantitative research methods, the study analyzes survey responses and data analysis, including mean and mode calculations, to assess the correlation between Eskom's institutional practices and employee performance. The research explores the current practices, identifies their impact on performance, and recommends strategies for improvement. The findings indicate a positive relationship between culture and performance, with a focus on the effects of rules, regulations, values, and employee satisfaction. The dissertation includes detailed questionnaires and graphical representations to support the analysis, concluding that a strong organizational culture directly influences performance outcomes. It also highlights the impact of managerial practices, employee involvement, and the importance of aligning institutional needs with staff priorities.

Culture Performance Research
Exploring the Impact of organizational practice on the organizational performance at Northern
Cape Operating Unit, Distribution division Eskom
By Student Name
Dissertation Paper
Professor
University Affiliation
City location of university
Date
PHASE FOUR
DATA ANALYSIS

Culture Performance Research
This phase presents polls as well as detailed records concerning validity assessment as well as
reliability followed by the deliverance of the outcomes of rationale inquest. Visual Partial Least
Square is software, which has been employed in carrying out this dissertation.
Quantitative research is the most effective and preferred data analysis method for the
organizational practice relationship with performance of the Eskom Company. This is because of
qualitative capacity to measure both attitudes and behavior. In creation of models that can
forecast an individual’s stand or if the individual has a different perception of a phenomenon is
when quantitative study comes in handy.
Through involvement of certain types examination of given statistics, quantitative research
approaches search for quantify data as their basis. After comparison of the duo strategy in this
research, the Eskom culture research will use quantitative technique. This prototype has been
developed by analyzing similar literature after which creation of the study hypotheses followed.
In reality, the study is trying explain particular connection the Impact of institutional practice on
the institutional performance at Northern Cape Operating Unit, Distribution division Eskom.
This dissertation had three primary objectives including
• In pursuance of identifying the current institutional practice that is found at Eskom
• In pursuance of identifying the impact of institutional practice on the performance of the
institution Eskom
• In pursuance of recommending suitable techniques for improving the institutional practice in
Eskom
In a literature review, discussion on the theoretical view of the impact of the practice on the
performance of the institution in a financial manner satisfies the first objective of this
dissertation. Similarly, the second section dealt with the impact of institutional practice on the
values that are being provided in pursuance of the employee by the institution that is in
fulfillment of the second objective.

Culture Performance Research
Furthermore, as required by the third objective, suitable strategic recommendations on enhancing
institutional practice in Eskom was also discussed. After all those review, practical part of the
reviews will be scrutinized through questionnaires & evident reports directed at Eskom staff as
well as executives. The above-mentioned depositions will later be scrutinized as well as
reviewed with the theory we discussed in pursuance of finding out how they connect to every
other.
Survey Response
The MEAN Data analysis
A total sample score of 60 employees regarding their overall organizational performance based
on the observation of the company has set procedures, values, delivery at work and flexibility
was carried out. This was in a bid to come up with a prediction of the general employees
performance, in a similar manner, a comparative data was randomly performed on other
workforce. The collected data was then compared after their mean was calculated.
Below is a statistical sampling of half of the total sample data.

Culture Performance Research
.
Performance scores for 20 employees
Employee Score x/100
Emp 1 0.3
emp2 0.5
emp3 0.6
emp4 0.9
emp5 0.8
emp6 0.5
emp6 0.8
emp7 0.7
emp8 0.4
emp9 0.6
emp10 0.5
0 2 4 6 8 10 12 14 16
0
1
2
3
4
5
6
7
Column B
Column C
Column D
The MODE data analysis
Mode, which is the number that appears the most in a data, set. In data analysis of the collected
data from Home Inn, China, this method will be used in analyzing the general picture of the
organization’s performance. A general upward trend was noted by the employees on the
performance of the organization. Sampling data analysis that was conducted on 60 of the
employees gives an upward trend with above average performance. This data was analyzed and
resulted in the graphical representation below.
Culture conformity data collection
Employee E1 E
2
E3 E4 E
5
E6 E7 E
8
E9 E1
0
E111 E1
2
E13 E1
4
E15
Performance
indexes
50 50 40 50 50 30 80 50 70 50 60 50 40 50 50
Mode
Employee E1 E17 E18 E19 E2 E21 E22 E2 E24 E25 E26 E2 E28 E29 E30

Culture Performance Research
6 0 3 7
Performance
index
50 50 70 50 50 30 40 50 60 50 50 60 40 50 60
Mode
Employee E3
1
E32 E33 E34 E3
5
E36 E37 E3
8
E39 E40 E41 E4
2
E43 E44 E45
Performance
index
50 50 50 50 30 50 50 50 40 50 50 40 50 50 40
Mode
Employee E4
6
E47 E48 E49 E5
0
E51 E52 E5
3
E54 E55 E56 E5
7
E58 E59 E60
Performance
index
50 50 60 40 50 40 40 50 50 40 50 50 30 50 50
Mode 50
Culture conformity, is known to have a positive upward trend depending on how it is
implemented by the executives. A partial implementation and follow up of set processes and
procedures means an average performance will be the outcome of the results when it comes to
achieving the set targets. An average performance would be a 50 or slightly higher in the scale of
0-100.
Culture conformity on an institution that has closer follows up on the processes and culture
Employee E1 E
2
E3 E4 E
5
E6 E7 E
8
E9 E1
0
E111 E1
2
E13 E1
4
E15
Performance
index
60 50 80 50 80 50 80 80 80 50 80 70 80 50 80
Mode

Culture Performance Research
Employee E1
6
E17 E18 E19 E2
0
E21 E22 E2
3
E24 E25 E26 E2
7
E28 E29 E30
Performance
index
50 80 70 60 70 50 80 50 60 80 80 60 80 80 60
Mode
Employee E3
1
E32 E33 E34 E3
5
E36 E37 E3
8
E39 E40 E41 E4
2
E43 E44 E45
Performance
index
70 80 50 80 70 80 60 80 40 80 70 40 80 50 70
Mode
Employee E4
6
E47 E48 E49 E5
0
E51 E52 E5
3
E54 E55 E56 E5
7
E58 E59 E60
Performance
index
80 70 60 50 70 40 80 70 80 80 50 80 80 50 70
Mode 80
For graphical representation purpose, only 15 of the 60 sample data of the employees have been
used. This partial representation ensures neat and visibly clear chart but still reliable and
effective data representation.

Culture Performance Research
Emp 1
Emp 2
Emp 3
Emp 4
Emp 5
Emp 6
Emp 7
Emp 8
Emp 9
Emp 10
Emp 11
Emp 12
Emp 13
Emp 14
Emp 15
0
10
20
30
40
50
60
70
80
PI before
PI after
PI before
PI after
After strict enforcement of the organizational culture, it was observed that the responses from the
interviewed employees show improved performance to commendable level.
In the above analysis, it is clear that organizational culture directly impacts performance hence
the Eskom’s culture and performance correlate in a similar manner.
Job Type: Subordinates
Section A: General Information Questionnaire
General Information Questionnaire
Kindly put a mark
your gender
Gentleman [ X ] Lady [ ]
The section you work
for
Operations
Your Current position Employee[ X ] Supervisor [ ] Manager [ ]

Culture Performance Research
Please indicate the
period you have
worked for Eskom
Below 5 years [ ] 5-10 years [ X ] Past 10 years
[ ]
Table1 lists the questionnaire
Institutional Practice Questionnaire
Various statements on the diverse employee agreement regarding culture as an impacting factor
on performance
Home Inns Institutional Practice Questionnaire
Statement Number of employees in
agreement
Performance impact (%)
Existence of criticality on rules,
regulations, and values at Home
Inns
30 20
Fair coexistence on the rules,
regulations and values
24 20
Home Inns rules provide clear
processes, instructions, as well as
procedures for the employee,
22 40
Staff respect every other’s needs
when making decisions
35 30
Managers are flexible when
making decisions
38 45
Managers take time to build
relationships with other staff
45 52

Culture Performance Research
Staff believe in personal freedom
and achievement
45 50
Staff value team work over
individualism
62 66
Home Inns rewards individual
performance
56 72
Home Inns rewards team
performance
48 76
Home Inns’s needs and staff
priorities are aligned.
46 78
Home Inns promotes creativity
among staff
44 68
Managers involve staff in decision
making in Home Inns
38 62
I keep work and personal lives
separate
72 75
Home Inns acknowledges
individual staff strengths and
credentials
32 48
Home Inns ensures clear
instructions are availed to staff
concerning their tasks and duties
44 54
Personal dissatisfaction are catered
for
38 58
Home Inns supervisor are critical
to body language
20 28
My individual character is
grounded on my work
38 42
Titles are overemphasized in
Home Inns
40 46
There is some designated parking 75 85

Culture Performance Research
for some managers
I am required to be punctual in all
meetings
88 98
I participate in determining my
performance
36 54
.
Where series 1, the number of employees who agree on the set culture whereas series 2, the
performance outcome
Effects of Institutional Practice and Performance
Various statements presenting the effects of institutional practice on performance with indication
on the extent of reflection on Home Inns.
Job Type: Managerial
General Information Questionnaire

Culture Performance Research
Mark on your gender Gentleman [ X ] Lady[ ]
The section you work
for
Managerial
Your Current position Employee[ ] Supervisor [ ] Manager [ X ]
Please indicate the
period you have
worked for Home Inn
Below 5 years [ ] 5-10 years [ ] Past 10 years
[ X ]
lists the questionnaire
Section R: Institutional Practice Questionnaire
Various statements on diverse practices adopted by Home Inns.
Home Inns Institutional Practice Inquiry
Survey Highly
differ
Differ Indifferent conform Conform
strongly
Existence of criticality for rules,
regulations, as well as values at Home
Inns
X
Fair coexistence on the rules, regulations
and values
X
Home Inns rules provide clear X

Culture Performance Research
processes, instructions, as well as
procedures for the employee,
Staff respect every other’s needs when
making decisions
X
Managers are flexible when making
decisions
X
Managers take time to build
relationships with other staff
X
Staff believe in personal freedom and
achievement
X
Staff value team work over
individualism
X
Home Inns rewards individual
performance
X
Home Inns rewards team performance X
Home Inns’s needs and staff priorities
are aligned.
X
Home Inns promotes creativity among
staff
X
Managers involve staff in decision
making in Home Inns
X
I keep work and personal lives separate X
Home Inns acknowledges individual
staff strengths and credentials
X
Home Inns ensures clear instructions are
availed to staff concerning their tasks
and duties
X
Personal dissatisfaction are catered for X
Home Inns supervisor are critical to
body language
X
My individual character is grounded on X