ORGANISATIONAL CULTURE AND WORKPLACE MENTORING OF OIL SERVICING COMPANIES IN RIVERS STATE, NIGERIA
Abstract
This paper explored the role and impact of organisational culture on workplace mentoring in the Oil Servicing Industry, in Rivers State. The interpretivist-subjectivist philosophy was adopted in this study which inspired the use of the exploratory research design and consequently the use of the qualitative multi-method of data collection in the form of observations and interviews. Thus, primary data were gathered from 12 staff of the aforementioned companies, and analysed using thematic analytical tools. The analysis of this paper was conducted using the NVIVO software for data management and analysis. After analyses, the results revealed that organisational culture plays a critical role in workplace mentoring. It was then concluded that effective mentoring at workplace is highly dependent on the existing culture of the organization. The paper therefore recommended that in order for organisations in the Oil Servicing Industry to gain much from mentoring schemes set up, such schemes must be embedded in a culture that fosters learning and development.
Key Words: Organisational Culture, Role Culture, Task Culture, Workplace Mentoring
CITATION: Emu, B. C. (2020). Organisational culture and workplace mentoring of oil servicing companies in Rivers State, Nigeria. The Strategic Journal of Business & Change Management, 7(1), 376 – 386.
Full Text:
PDFReferences
Agulanna, E. C. & Awujo, A. C. (2011). Human resources management: A graphic approach. Owerri: Career Publishers.
Ahmed, M., & Shafiq, S. (2014). The impact of organizational culture on organizational performance: A case study of telecom sector. Global Journal of Management and Business Research, 14(3), 66-78
Armstrong, M. (2012). Armstrong's Handbook of Management and Leadership: Developing Effective People Skills for Better Leadership and Management. California: Kogan Page Publishers.
Barnett, N. L. (2013). A coaching approach to improving concordance. International Journal of Pharmacy Practice, 21(4), https:doi.org/10.1111/ijpp.12004.
Blair, E. (2015). A reflexive exploration of two qualitative data coding techniques. Journal of Methods and Measurement in the Social Sciences, 6(1), 14-21.
CMI. (2015). Developing a mentoring scheme. Retrieved from https://www.managers.org.uk/knowledge-bank/developing-a-mentoring-scheme
Girard, J. & Girard, J. (2015). Defining knowledge management: Toward an applied compendium. Online Journal of Applied Management, 3(1), 1-20.
Guest, G., MacQueen, K. & Namey, E. (2011). Applied thematic analysis. Los Angeles: Sage Publications.
Mavuso, M. A. (2007). Mentoring as a knowledge management tool in organizations. (Unpublished Master Thesis). University of Stellenbosch, Stellenbosch, South Africa.
Meyer, M., & Fourie, L. (2004). Mentoring and coaching. Randburg: Knowres Publishing.
Micheal, A. (2008). Mentoring and coaching. Retrieved from http://www.cimaglobal.com/Documents/ImportedDocuments/cid_tg_mentoring_coaching_Aug08.pdf.pdf
Ramalho, J. (2014). Mentoring in the workplace. Journal of Industrial and Commercial Trainning, 46(4), 177-181.
Scalia, V. (2018). The basic anatomy of all corporate mentorship programs. Retrieved from https://blog.gloo.us/anatomy-corporate-mentorship-programs
Schein, E. H. (1984). Coming to a new awareness of organizational culture. Sloan Management Review, 25(2), 3-16.
Singh, V., Bains, D. & Vinnicombe, S. (2002).Informal mentoring as an organizational resource. Journal of Long Range Planning, 35(4), 389-405.
Stewart, A. T. (2001). The wealth of knowledge. New York, Doubleday.
DOI: http://dx.doi.org/10.61426/sjbcm.v7i1.1533
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.