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HRT6560 Organizational Culture Impact Organizational Performance

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HRT6560 Organizational Culture Impact Organizational Performance

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HRT6560 Organizational Culture Impact Organizational Performance

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Course Code: HRT6560
University: Amberton University

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Country: United States

Question

Please also use this as part of the literature review
South Africa is a multicultural nation and people bring their culture to the organisational culture. Individual will be attracted to companies who have the same values as theirs. With changes in the societal changes and political changes in the country are those external  factors influence companies to change their values/culture to match the changed workforce culture and  be able to attract more of changed workforce? Or they should not change their values/culture the workforce will have to change their values/culture to match company’s if they want to stay with the company or if they want to join the company? Culture is personality of a group, if group of certain culture dominate the labour supply market is the company who want services of those people not supposed to change their values/culture to match those culture groups for better performance. Culture influence performance research has proven that.
De Beer (1997) applies Trompenaars’ culture dimensions to the South African context and comes to the conclusion that South Africa is a country with seemingly opposing cultural identities. She argues that those of European descent seem to reflect specific interaction, rules, neutrality, achievement, and control whereas the African culture seems to reflect more interaction, more connectedness and more flexibility.
If companies change/add values to attract and maintain the workforce are they not going to have clatching/opposing values  because they will be having many groups from different cultures and having values/culture that matches all employees will be difficult task. Must company be stable on their values not change or add so that they only attract people who value their values only?.
Changing values/culture how long does it take, if performance is dropping while changing the culture must the company continue with the change or they must cancel the change? How much focus must be on the newly added company values by leadership to ensure new values are embedded and new culture is formed. Too much focus on new values is it not going to nake employees and management to slightly forget about old values and behave differently in contrast with old values because focus is more on new values , benefits, rewards, communication its mostly on new values.
Organisational culture starts with values. Company state values that are important to shape the culture needed to achieve company’s vision/mission. Any changes in values, additions or substation will cause change in organisational culture and change in organisational culture can have a positive or negative impact on the performance of the company.
Maybe Safety culture exceeded its in time for emphasis long time ago but vecause Top leardership in Eskom has been changing regularly and the new leadership will also push the existing culture in an effort not to be seen as different. Leadership are the people responsible for culture if they are not stable they come and go they cannot influence cultural change hence the existing culture of pushing /enforcing , encouraging safety culture has been the main culture in eskom its because the new leaders find the culture as it and don’t attempt to do anything t
Its important for companies  to identify  elements of different cultures that can be meaningfully integrated into an effective and productive work culture. Beukman, T L (2005) As values to a significant extent form the building blocks of culture in groups, societies and organisations, no discussion of work-related values will be complete without firstly examining the all-important notion of culture. Previous culture related research, the general dimensions of culture, the uniqueness of cultural differences between African societies and the West as well as culture’s relationship to leadership, especially within a transformational paradigm in South Africa, will be investigated.

Answer

Introduction
In this literature, review there will be discussion over the aspects of cultural and value effect on the company’s performance and stability. Culture holds a very strong position in a company’s operation. Now for understanding the importance of values and culture it is important to conduct a review of literature over the following. It can be said that culture and company’s value are related to the core objectives of the firm. The values and culture of the company decide their future objective and goals. The organizational approach is defined through their value and work culture. Organizational culture plays an important role in the overall work approach of the company. In this review, there will be analysis over the ways in which values and culture affect the overall performance of the company. The review will be based on company Named Eskom which is energy producing company in South Africa. The company has been a leading producer of energy in the South Africa as well as the whole African Continents. This shows the size of the company within the geographic areas it is working in. It can be said that the in such cases the workforce is diverse there people from diverse culture entering and exiting workforce and the turnover of employees within the form in diverse which is why it is evident that values and culture of the company will have effect on the workforce of the company. Hence, there will be discussion over the following terms in the current review of the literature. The review will conduct analysis over different aspects and dimensions of value and culture of  an organization and in what ways changes in the same have effect on the a company Eskom. The review will also provide a recommendation through the problem caused in changing value for the firm Eskom.
Value and cultural aspects within an organization
In the view of Alvesson and Sveningsson, (2015) values are moral ethics which abide the organization in there operational activities. Discussing elaborately values are core drivers of an organization’s activities and the approach the firm like Eskom taken in their operations. The care value which are set by firm in order to implicate a proper regulatory system within the firm. Values of a firm derive the work culture that a company has in the workforce environment. Work culture is directly related to the work environment in which employees or the managers of a company are working in. Values are stated to be like bonds as it acts like a bond thatstems mutual responsibility that the workforce of a company has in the operational activities (Tang, 2017). Value create bound of identical thinking this means employees thinking in line of the values of the firm will suit in the culture of a company (Van Grembergen and De Haes, 2018).  It can be said that value strengthens the bedrock of a company’s operation with strengthening of these values there are creation of effective work culture and workforceenvironment that derive effective performance in a company.  It can further be stated that the values are important and core elements that define the core objective and goals for which the company conducts their operations. It can be said that a strong value holding firm has strong and stable work approach which will make it effect in respect to a company which has low values (Valmohammadi and Roshanzamir, 2015). This shows that values are core elements within a company’s work culture. The value of a firm should  be centred towards integrity, ethics and innovation which will help the organization to grow an effective work culture in the operation for the workforce of the company as stated by (Helmreich and Merritt, 2017).
Culture is known to be way of life in general terms in the form of business context it can be said that the work culture is the way of working. Way of working is the work approach that a workforce has in their operation. It can be said that in a workforce of a delivery working or large company there people that come from different caste, creed, religion and country hence they bring different cultures with them to the company them (O’Reilly III et al. 2014).  Inheritance of personal and organizational value developed work culture within a work environment. It can be stated that although traditional, customs and literatures are different the values of both the organization and the individual employees will be the same if both are work coherently. Different values of individual and organization will only tend to deviate the overall work approach of the former. In this sense, it can be said that despite diversity in different factor of individual life of the values of an organization and employee must match if both have to work with coherence and in an simultaneous manners (Alvesson and Sveningsson, 2015). If there any disparity the individual would not be able to fit in the work culture of the organization. Hence it can be said that the way of work within a or organization is known as work culture which is derived by the values of the firm and the workforce culture of the company simultaneously.   
Explaining on what is Organizational culture
Organization culture connects to the actions of a group of employees that are in the same work environment like;

Their representation towards the organization,
Their engagement with other employees and,
How they accomplish the goals of an organization.

A culture of an organization must be strong or else there will be more efforts into controlling their employees and manage or monitoring their behavior (Alvesson and Sveningsson, 2015). When the culture of the company is good then it accuracies fewer monitoring and leads to more efficient work. When a company culture is clear then their employees will be more loyal towards the company. Teamwork is also one of the most important keys for good organizational culture. Trust and beliefs between the employees is very important and it leads the company towards growth. For a successful business, the contribution of each employee is very important. Employees learn only 10% from the formal training and other 90% comes by interacting with other co-workers and employees. More training leads to great jobs and makes the company more successful (Hogan and Coote, 2014). Each company should acquire good organizational culture to make the company touches new heights. The relationship between the employees, leaders, departments, and organizations are directly proportional to the growth of the company, better the relations higher the growth will be (Wang and Rafiq, 2014). To improve the culture, a company should listen to the ideas and views of their employees and work on them. Like internet giant Word press who regularly conducts a town-hall meeting to share and exchange the ideas and views between employees and management. A study shows that 75% employee works longer with an organization who listen and outlook their views and on the other hand 65% of employees leave a company who doesn’t pay much attention to the views of their employees (Valmohammadi and Roshanzamir 2015).
Communications is also one of the key factors for good organizational culture. Communications and interactions between employee-employee, employee-team leader, team leaders-departments and with the organization are very important to run the business smoothly and efficiently. If there is a lack of communications and interaction between the members of an organization then it well leads to the downfall of the business (Kontoghiorghes, 2016). When the values, vision, and goals are communicated well in between the employees then the outcome is very good and efficient. When the organizational values are known and understood by the employees then they engaged themselves more towards the work. Most of the employees want to make a positive impact.
As stated by Bortolotti, Boscari and Danese, (2015) company transparency also plays an important role in improving organizational culture. When a company is transparent with their employees it builds the trust between them and leads to improves the culture. When a company shares the true data and information with their employees then it has a positive impact and improves productivity. Collaboration between the employees make them feel that they are a team and they can easily overcome any challenges together (Hogan and Coote, 2014). A company should gives feedback on the work to their employees regularly. Regular feedback by the company to employees help to increase the quality of their work. 68% of employees feel fulfilled when they receive the feedback regularly (Manojlovich and Ketefian 2016).
Discussing on way in which values develop work culture within an organization
For any company values related to work ethics are important to growth of the company and as well as it is important to have a positive work culture within the company premises. Positive work culture is culture derived from positive values built by the company which create and posting working environment. Values in an organization play a vital role in the work culture of the company and within the employees. Values of a organization should be based on  Integrity and ethics, Respect, Innovation and Drive, as these are the four core values are major parameters (Gee, 2018). Values and how they take part in establishing positive work culture within an organization are discussed below-

Integrity and ethics: These two principles are the primary values related to an organization, as these values add honestly, fair, lawful, and proper plan in an organization. Integrity and ethics are core ethical responsibility which the organization has to maintain in order achieve effective trustworthiness in front of there stakeholder which can be seen in Eskom. Therefore, integrity and ethics add an important value ethics to the company as every organization’s need to create a strong bonding of trust within their clients (Peltokorpiet al. 2015).
Respect: Respect and dedication towards the organization is important factor in the growth of any organization. Without a group of dedicated and respectful employees, who work for their company without any hesitation, a company is nothing . This also involves the individual human rights and privacy for every employees and create a neat, safe and healthy place of work regardless of religion, belief, cast, gender, nationality or ethnicity (Helmreich, and Merritt, 2017). Every employee will need such basic facilities and thus providing a positive work culture for the organization.
Innovation: Innovation in the work are small, little changes and innovative ideas which are indulge in work for the employees is a great need for the firm (Hogan and Coote, 2014). As it add more productivity towards their job and add innovative ideas in the given project. Such steps should be taken in order to keep employees indulge into work, hence a better work culture. Here innovation should not be considered as imitation, as they are complete different things (Briodyet al. 2018).
Drive- This value adds a clear goal to the company and never gets satisfied until the goal is achieved. In order to achieve a successful business a company’s goal should be defined and focused. Those companies who have such value as priority stay focused towards their goal and do not sit back and celebrate for accomplishing small milestone. The employees in such companies are focused towards their job and explore creativity, skills and learn quicker, thus adding work culture within an organization (Hickman and Silva, 2018).

Discussing in how value derived culture affects organizational performance
Eskom is value derived cultural organization operating in South Africa. It’s operational workforce consist of diverse race, creed caste and culture which bring different ideology to the workplace with their association with the company (Podsakoff et al. 2009). It is evident that cultures of a company effect the work performance off a company in aspects which are political, economical, operational and social in nature. As Eskom has some core values which focuses on higher energy production to better living standard in South Africa the culture of the company will be derived from this value. The following culture will tend to effect the governance, workforce, economic, social and technological performance of the company in a very significant way.  
In the governance, aspect it can be said that value of the firm to render larger and better service is a bedrock based on which the governance of the company will operate. The governance of the company is focused on continuous expansion on the company’s services and energy production. This mean that the culture of the company helps governance of the company to follow growth and expansion model which enhances the performance of the governing bodies within the companies (Hogan and Coote, 2014).
The workforce performance of the company shows the overall organization’s operational efficiency. As the workforce culture of the firm is based on the value of company demanding continuous expansion in energy production the workforce of the company always increases there capacity to increase their energy production capacity and to operate the energy production by the company which is beneficial for the workforce performance of the company.
Economic performance of the company is determine through its productivity it can be said that as the value of the firm to render higher and larger energy to the country it can also be said that through rendering high amount of energy production the company will derive higher revenue which will enhance its economic performance. This means that value derived culture of the company tends to enhance the economic performance of the company. 
Social performance of the company is determined through the activities that the firm performs for the society. As the value of the company is to enhance better living standards in the country the overall organizational culture support the idea of higher and larger energy production enhances the company’s contribution to the so country in developing the living standards of the society (Kontoghiorghes, 2016).
In order to render an expanded energy production within the country it is important that the company has technological advancements. The value and culture of the company supports the idea of expansion and enlargement of there energy production which sets the base for technological advancement within the company for better energy production. Hence, bit can be said that the culture of the company has enhanced the technological performance of Eskom. 
Discussing on the different Cultural elements of Eskom
In regards of the company’s vision and mission statement, It has been observed the Eskom is focused to render higher amount of energy supply services which will help the country to develop their energy usage strength and to prove a better standard of living to the one residing in the country (Cao et al. 2015). Eskom being such devoted energy producing company has workforce that is inclined to toward higher amount of energy production. The work culture of the company is more centered towards higher energy producing process. As the company is based in South Africa, there is mixed and diverse workforce culture which can be seen in the company.  South Africa is said to be a country with many diverse and multicultural aspects (Hogan and Coote, 2014). In this case,the if the values of the employee and the employee are the same they both will be able to operate in a significant manner.  In case of Eskom the employee turnover ratio is very high which show that the company has significant value which attract various candidates and employees in South Africa towards the company. I has been observed the company has a focus on increasing the energy products within the country. This mean the work approach as well as the workforce culture within the organization also promotes expansion and increase of energy production capacity of the firm. The cultural elements within the workforce of the company are very diverse in nature as there are various cultures which is included in the workforce of the company (Wang and Rafiq, 2014).  In accordance to the trompenaars culture dimension theory, it has been identified that the workforce in the organization or the people in South Africa tend to have a opposing cultural identities (McAlearneyet al. 2018). The country has culture that the European descendants think of rules, neutrality, achievement and interaction the African subordinate think of connectedness, flexibility and interactions. Base on these cultural values the differentiation of the multicultural has been done in the country (Chang and Lin, 2015). It can be stated that the cultural diversity has huge impact on the overall work culture of the company. As Eskom is operating in such multicultural environment, the workforce of the company is also full of peoples from opposing cultural identities. It can be stated that culture of the company is focused on the energy production of the company hence the main focus of workforce culture if develop effective operations which will lead to effective increase energy producing capacity of the firms. In this basis of the above discussion it can be stated that the work culture of the company is progressive and developmental which is mixed with multicultural workforce environment that is focused on maintaining the vision and mission of the company. The company is also said to be follow a safety culture from long time which is culture in which Eskom has collected the beliefs and values as well as the perception of all the individual employees in the firm to know the risks in relation to the workplace and community within the firm .   
Discussion on how organizational culture have affected the organizational performance of Eskom
As in other company’s organizational culture and values would have affected the firm’s performance (Zheng et al. 2010). Eskom performance is also affected by the organizational culture that it has in the working environment of the company. It can be stated that the Eskom has been operating in country as a leading energy producer. It is very important to notice that the firm is the leading producer of both South Africa and the African Continent that shows its efficiency on the market as well as in the country. It can be said that achieving such height for a firm is not possible for company to achieve without an effective workforce operations (KIMATA and ITAKURA, 2016). The firm’s performance has been very well over the years that is combined effect of the overall workforce which operates the company on a day to day basis. It can be said that the company will only be able to operate such effective when the workforce environment in the company is promoting growth and development (Avilova, Gulei and Shavyrina, 2015). It can be said that through the use of effective business values and work culture the company has accomplished various milestones which has helped the following is doing well in the country. It has to be mentioned the role of having a sound organizational culture played significant role in the successful performance of the company in the recent years (Wang and Rafiq, 2014). It can be said that there are various economic, social and moral aspects related to the organizational culture in relation to the organizational performance of Eskom . The company has strong values built by the mission and vision whi8ch laid down an efficient organizational as well as work culture that benefited the overall performance of the company and helped the company in performing adequately in the market (Naranjo-Valencia et al.2016). It can be said that the company has multicultural workforce environment that brings a lot of ideologies and ideas to the company that has benefited the interaction and communication of the company resulting in effective operation of the company that ultimately enhance the overall performance of the company.
Discussion on what were the main contributors due to which changes and addition in value caused an effect on the organizational performance
The effectiveness of an organisation that not only depends upon how and organisational goals quotes but also depend upon how the management of the organisation make their policies and procedures on behalf of the workers. It is important to understand that the organisation must have commitment level to the employees so that the productivity of the organisation increases without affecting their motivating level. Most interesting the one must be clear about the objectives and the rules that actually helped the organisation to follow and operate in an organisational distress. Understanding every aspect of an organisation directly related to the situation for the organisation Strike for success in the future context of work.
Diversity and Unity cannot be brought into the same path until unless there is cooperation as well as coordination made (Choudhary, Akhtar and Zaheer, 2013). Cooperation and coordination in Africa and all the countries around the world are huge can text and it must be understood properly before implementing any idea policies or standard for an organisation operating in countries. It is most important to understand that the familiar system of an organisation cannot be always useful for a single organisation and that must be formed and created in accordance to the cultural values as well as the nature of the organisational workers working (Podsakoff et al. 2009). Being a country of reach inheritance and culture Africa has gone through huge changes that have made the cultural values strong and dignified. The organisations working in Africa, therefore, value their views presented by the employee and therefore make and break their policies as well as standard in accordance with the requirement. However, there have been scenarios that have led to the changes in organisational values Due to a certain standard that was not actually followed by the organisational board management. In case of similar case scenario was noted for the organisation in Africa known as Eskom.
Changes in organisational work force are directly related to that of the changes in the cultural values of an organisation. As suggested by (Alpkan et al. 2010), communication is an important aspect when it comes to the stabilization of organisational culture and values. On considering that every opportunity in an organisation is variable in nature communication plays an important role to communicate within the member of the organisation at the very fast way possible to ensure that those opportunities are not lost. When discussing the reason behind changing of the organisational values of the organisation the Eskom in Africa, we found unavailability of the study to understand the cultural aspects of the organisation as prime factor. Without understanding the cultural aspect of the organisation there cannot be proper communication made (Hartnell, Ou and Kinicki, 2011). Zheng, Yang and McLean,, (2010), in their article have suggested that the organisational performance, as well as the communication, are directly related to each other. Now when there is improper communication with each other due to the unsuccessful study of the cultural values of an organisation, the performance in Eskom has evidently decreased.
No study was conducted in the understanding of the culture for the organisation they are green uncertainty in understanding the employee empowerment that was generally growing in the workplace (Walumbwa et al. 2011). Toxicity in employee environment grows when there is improper understanding of the cultural differences that the organisational workers have, as it create differences in understanding problems. When discussing about the toxicity of an employee in an organisation we do not ask for understanding the way the employee believe or behave but the way that the organisation could be impacted due to the deficiency of those employees. The differences and the requirement for the changes in the culture was also due to the amending of the fact that the employees differences view more evident and constructive day by day. Individual when start working without the consent of the employers in an organisation leap towards me fact that generally hymn for the organisational operation and performance . However in case of eskom it is seen that the changes in the organisational values which was at the end necessary have related to the fall in the performance of the organisation. With the improper evaluation of the cultural aspect in the organisation situation, there came problem that led to change to resistance in the organisation. Towards change in the organisation, there is creation of more of dissatisfaction leading towards the ultimate situation of organisation performance deficiency. The objective of an organisation as per Vandenabeele, (2009) is to ensure that the performance does not fall due to be the satisfaction among the employees in the organisation. Every managerial concept is based upon the mental state and the satisfaction level of the employees and therefore the standard of understanding organisational cultural values proves to be an important aspect. Reason behind Changing of the cultural values indicates towards the requirement for having proper evaluation in performance management. In order to understand every context of organisational performance evaluator one need to be open about every requirement of the organisational workers. When considering about the aspects related to the development of an organisation if we tried our best to ensure that the organisation policy and the values do not change but due to unforeseeable circumstances the values of the organisation were forced to change that led to the satisfaction among the employees leading towards inefficient was abilities from their point of view (Jiménez-Jiménez and Sanz-Valle, 2011).
Recommending Strategies in which the current situation can be solved and the performance of the company can be enhanced
Development of an organiation, is generally based on how the employees feel about one another and that is what the cultural aspect of any organisation is defined. Most interesting ways to improve organisational culture there must be knowledge about what is organisational culture and the values of the organisation must say in accordance to those. Improvement in the work environment of an organisation is dependent upon proper evaluation of cultural aspect and frequency in impressing others in the organisation. In a proper view to the operation of eskom in South Africa, there is a critical concept of improper studying of organisational cultural values. Due to the improper reading of the cultural values in the organisation there has been enough loss upon the operation, in terms of employee satisfaction. However, to ensure that the organisation is again working to its full potential there must be recommendation provided which would directly have impact about the mental state and satisfaction of the employees (Zack, McKeen and Singh, 2009). Decreasing of performance and productivity in the organisation are the result of the satisfaction among employees due to the improper Changing of values in the organisation. Now to ensure that all these negative impact are mitigated following are the recommendation that could be implemented to ensure better future. Providing of SMART recommendation is to make clear progress over the mitigation of the issue faced. S stands for Specific, M stands for Measurable, A stands for attainable, R stands for Relevant and T Stands for Time Bound.
Communication needs to be improved
S: The need for increasing communication efficiency is specific to the cause of increasing the organisational value that was changed by the management team of Eskom in Africa
M: The concerned for increasing the efficiency in communication is quite measurable because there will be enough evidence of organisational workers getting along with each other with ease and having their conversation in accordance to the requirement of the organisational goal as the whole.
A: The recommendation is obviously attainable with meeting conducted in proper interval. There can be rules made to discuss the issues and the problem those are generally faced by workers around the organisational workplace.
R: Recommendation presented above is relevant to the fact that the organisational workers need to be in proper state of mind by conversing about the issues they face.
T: When coming to the understanding of being time bound, we see that the communication is to be improved within a specific time because one cannot be made aware of smaller facts for longer period of time. If there is no specific time bound activities present, then there will be no advancement.
Paying notice to the need of the employees
S: Paying notice to the need of the employees is actually specific, because, without paying importance to the requirement of the employees there cannot be development of employee satisfaction.
M: Recommendation is obviously measurable because if the requirement of the employees are actually noticed and paid attention then there will be enough amount of motivation to be seen that would result in increasing productivity.
A: Objective of paying more attention to the requirement of the employees is actually doable, since the requirement of the employees needs to be fulfilled always and it falls under responsibility of the employers.
R: The recommendation is relevant to the requirement of the organisation as because to increase the productivity and develop the values of the organisational workers there needs to be proper attention to the requirement.
T: The recommendation is time bound as because objective of the organisation is to increase productivity.
Gathering regular feedback
S: Gathering of response or feedback is quite specific as it would justify and eventually mark the objectivity of understanding the views on the requirement of the employees
M: The above recommendation is measurable as because after gathering of feedback there will be enough knowledge that would help them to the satisfaction level and understand the position where the organisational employees are.
A: The recommendation is quite seriously attainable as because providing a feedback form is quite easy and letting the employees know and understand the importance of those feedback form is in the hands of the employer of the organisation
R: The concept of gathering regular feedback from the employees in the organisation is relevant to the actual issue of dissatisfaction and reduction in productivity of the organisation. It’s so because with the increasing productivity in the organisation there is a direct indication that the satisfaction levels as well as the views of the organisational workers are most probably not fulfilled
T: The recommendation is most evidently time-bound as because gathering of feedback is not a process that can be present it anytime of day but can only be provided at the time of meeting and other agenda preparation. Phone from the app of recommendation of gathering regular feedback we can justify that this recommendation is well in accordance to the requirement of the general state of organisational operation.
Empirical Studies
As supported by Raisch et al. (2009), an organisation enjoying the advantage of smooth work environment has direct relation to that of properly evaluating and formulating policies and procedures for cultural development in organisation. Most importantly, activities for bringing together culture diversity under one harmonious umbrella have their own way of improving organisation productivity. Development of an organisation cannot be brought forward, without understanding the requirement of the workers working for them. As mentioned by Rahiman and Kodikal, (2017), in their article, regarding the importance of values in understanding organisational behaviour, we come to know that the values that relates to the gradual understanding of organisational work also relates to the increasing of the motivation for the workers. However as per Posner and Munson, (1979), organisation workers also need to ensure that none of their activities target anything other than the betterment of the organisation as whole. The most obvious option of organisational behaviour to be in response to the requirement of the organisational objectivity is to make proper amendments of the fact that constitutes of the betterment of the organization as a whole. As supported by Gregory et al. 2009), values of the organisation must not be changed until and unless it is seemed to be of ultimate requirement. In case of the Eskom organisation in Africa they did change the requirement of the organisational values before them properly evaluated the cultural aspect of the company.
Gap of Literature
There are some gap in the above stated review of literatures which will be doused in the current section. As it can be seen that previously all the author have defined the ways in which organizational culture affect the overall performance but the reversal of the same has not be explained prominently. This means the effect of company’s performance over its organizational culture has not been explained. In the current research this aspect will be highlighted (Wick et al. 2015). It has been seen that previous literature multicultural dimensions and effective use value in organizational performance have been highlighted which is also limited in this research there will be use of effective knowledge to demonstrate how a valued derived organizational culture is effected through changes in the values which occurs in the company (Curry et al. 2015).  The following literature review has focused on how value and cultural aspect in an organization affect their performance. The factors related to the significant impacts have been defined to ensure that every aspect related to the overall effect of value change in a company is determined. Although it can be said that there various term based on which such evaluation can be made the current research has focused on how changes in value have effect the behavioral changes in the employees (Bortolottiet al. 2015). Due to which there has been problem regarding the overall performance of the workforce because of which the company has faced a decline in their overall performance. The researcher in the article have not shed light on the behavioral impacts of value change very elaborate hence in this research there has been a focus on how value changes within a firm have an effect on the behavioral activities of an employee in a workforce affecting their overall performance (Kontoghiorghes, 2016). It can be said that in the review of literature above the author has described on what is the significant effect of values in changing the behavioral aspect of  employees under significant organizational culture. The current research will be conducted in order to determine the effective way in which Eskom can bring changes in the value without having any major problems in the workforce of the company whereas there will also be discussed on making value changes in the organization will be suitable for Eskom or not.
Conclusion
Concluding in the light of above context it can be said that values and organizational culture are two important parameter based on which the entire dimension of a workforce operations is based on. Values and organizational culture are directly related to each other the tend to affect the each other in a comprehensive manner. Value is the major bedrock based on which the company create their own organizational culture. The organizational culture tehne define the work culture as well as the workplace culture of the organization. Employees joining the form from diverse culture also tend to believe in the organization culture and dapt the following in line of working with the organization. These create a workforce which common beliefs, values and assumption that further enhances the workforce productivity in a firm. It can be said that system of values and culture directly affect the behavioral activities in a company. The culture of the workforce and the work culture of the company determine the behavioralapproach and activities which the employees in line of there operational activities conduct.  It has also been seen in the above discussion that changes in the values of the firm is major change which happen to the existing organizational culture. This means through the use of effective changes in the values of the firm will invite changes in the overall workforce culture in the firm. This will also invite changes in the behavioral activities of the employees there can also be problem if they do not agree to the current changes in value like in case of Eskom. Such situations are to be mitigated if the company wants to maintain its performance in the future.
References
Alpkan, L., Bulut, C., Gunday, G., Ulusoy, G. and Kilic, K., 2010. Organizational support for intrapreneurship and its interaction with human capital to enhance innovative performance. Management decision, 48(5), pp.732-755
Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress.Routledge.
Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress.Routledge.
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