A study on the impact of organizational culture on Employee productivity in the hospitality and tourism industry

Organizational culture is defined as a set of shared, fundamental assumptions about an organization. Beliefs about what is valued, how people should behave, and what is “normal” within an organization. These general assumptions are Formal rules (such as policies and processes) and informal rules (commonly understood expectations, standards and norms) that guide workplace behavior and define what is and is not acceptable. Organizational culture is like the personality of an organization, the set of reasons why employees at all levels of the organization behave the way they do. For example, it shows what employees should pay attention to, how they should react emotionally, and what actions they should take in different situations. Culture is born where people live and work together. Organizational culture refers to the beliefs, values, and attitudes that define an enterprise. Company culture, like any culture, evolves naturally, whether nurtured or not. Hospitality staff serve people, so customers get a real sense of business every time these two interact. Therefore, managing a hospitality culture is very important if you strive to always make the right impression. The economy, politics, culture and society as a whole are undergoing major changes and we are now in a highly competitive environment. Employers, managers and their teams in alignment must adapt to these changes and evolve to gain a competitive advantage. Experts attach great importance to organizational culture and consider it essential for organizational success. A positive and strong culture influences an organization Members working together for the benefit of the organization to become successful organization. A company has a strong culture that allows it to easily adapt to the external environment and to continuously improve its field of activity. Managers play a key role in shaping organizational culture through their attitudes. This can lead to adaptive or non-adaptive organizational culture to the external environment.

Employees are the cornerstone of the hospitality industry. The success of this industry depends on dedicated employees. This study was conducted to analyze the predictors of organizational culture that influence employee engagement among hospitality workers. Data were collected and analyzed using multilevel sampling techniques and interpreted using simple percentages, Pearson's correlation, and multiple regression. Results show that, among different aspects of organizational culture, autonomy and experimentation are highly associated with all aspects of employee engagement. Trust predicted commitment and comprehension, whereas collaboration only affected comprehension of employee engagement. Autonomy and experimentation acted as predictors of all three aspects of employee engagement for her: power, dedication, and absorption. Hospitality management must take steps specifically to create an engaging organizational culture that benefits the organization and the industry as a whole. Employee performance is influenced by employee power, commitment, and enthusiasm for work, and these factors increase employee engagement. Organizational culture is a key factor in driving employee engagement. This research work explores an organizational culture influences every aspect of a business, from punctuality and tone to contract terms and benefits. When your workplace culture aligns with your employees, they are more likely to feel comfortable, supported, and valued. Organizations that prioritize culture are better able to weather difficult times and changing business environments and come out stronger.