Abstract:
The study was motivated by the researcher’s observation of the existence of a negative organisational culture which was also characterised by a high EAP referral rate for personal and work-related problems and employee poor job performance at the DWS’ Groot Marico office.
A qualitative research approach involving semi-literate to illiterate employees that was utilised for this study provided a first and unique opportunity to explore factors that influence the Groot Marico organisational culture. Semi-structured interviews with systematically randomly selected participants were used to collect data.
A collective case study was used because of its relevance in terms of understanding how concepts such as employee values, assumptions, beliefs, leadership, job performance and management of change impact on the organisational culture at the Groot Marico office. The study also explored employees’ awareness and utilisation of the Departmental EAP and their recommendations on how the EAP services can be improved in order to assist with challenges experienced.
The systematic theoretical overview provided a framework in terms of understanding the complex nature of the phenomenon of organisational culture, as well as its association with the concepts of job performance and EAP. The eco-system’s approach provides a good explanation as to why the work environment, which is described as a nurturing and more intimate by its nature, has a profound effect on the behaviour of the Groot Marico office employees.
The research findings indicated that participants’ common and negative work-related experiences and challenges translated to a negative Groot Marico office organisational culture. The study further indicated that participants’ poor job performance had nothing to do with employees’ lack of understanding of their job descriptions but could be associated with the widespread negative organisational culture. Of outmost importance, the study pointed to poor Departmental leadership as the main contributor to the Groot Marico office organisational culture.
Although the remedial role of EAP was identified as important due to the already existing personal and work-related problems highlighted by participants, it became very clear that EAP’s preventative and proactive roles would be more effective in managing a situation as complex as the Groot Marico office organisational culture. The use of organisational development (OD) strategies as part of EAP interventions was therefore highly recommended.
