Manajemen Mutu 02 Budaya Mutu

Summary

This video explores the concept of organizational culture, focusing on how shared values, beliefs, and assumptions shape workplace behaviors. It explains the three levels of culture—artifacts, values, and basic assumptions—while providing examples of symbols, stories, heroes, slogans, and ceremonies that reinforce company culture. The video highlights the importance of cultivating a strong organizational culture to drive quality management, emphasizing practices like 5S and quality circles. Additionally, it addresses the challenges of sustaining a quality culture and provides strategies for maintaining it, including leadership involvement, employee empowerment, and continuous engagement.

Takeaways

• 😀 Culture is the collection of values, beliefs, and norms shared by members of an organization, which helps managers understand complex and hidden aspects of organizational life.
• 😀 Organizational culture consists of patterns of shared values and assumptions regarding how things are done, and these are learned by members through interactions with both internal and external factors.
• 😀 Culture is categorized into three levels: artifacts (visible symbols, behaviors, and practices), values (deeply embedded beliefs), and basic assumptions (underlying and unquestioned beliefs).
• 😀 Artifacts, such as attire, behavior patterns, and office layout, are observable elements that reflect the deeper organizational culture.
• 😀 Symbols, stories, heroes, slogans, and rituals are key elements that transmit and reinforce organizational culture.
• 😀 A strong culture helps align the behavior of all members of the organization with its values, creating a unified approach towards achieving common goals.
• 😀 A weak culture leads to confusion, inconsistent behavior, and poor performance, as individuals may not fully align with the organization’s core values and goals.
• 😀 Leadership plays a critical role in managing and shaping organizational culture by supporting high ideals, being role models, and emphasizing the vision and values regularly.
• 😀 TQM (Total Quality Management) requires a cultural shift to be successful, emphasizing values, practices, and behaviors that support quality improvements across all levels of an organization.
• 😀 Practices like 5S (Sort, Set in order, Shine, Standardize, Sustain) are fundamental cultural tools for maintaining a high standard of quality and operational discipline within an organization.

Q & A

What is organizational culture and how is it defined in the script?

Organizational culture is defined as a set of shared values, beliefs, understanding, and norms that are collectively held by the members of an organization. It helps managers understand the complex and hidden aspects of organizational life, and it reflects how things are done within the organization.

What are the three levels of culture described in the script?

The three levels of culture are: 1) Artifacts, which include visible and observable elements like attire, behavior patterns, and office setup; 2) Values, which are the beliefs held by members of the organization; and 3) Basic Assumptions, which are unconscious beliefs that guide the behavior of organizational members.

What is the significance of symbols in organizational culture?

Symbols are objects, actions, or events that convey meaning to others within the organization. They can include awards, recognition ceremonies, and other symbols that reinforce organizational values and encourage desired behaviors.

How do stories contribute to organizational culture?

Stories are narratives based on real events that are often repeated and shared among employees to reinforce the organization’s values. These stories motivate employees by highlighting successful examples or important milestones, thereby keeping the culture alive.

What role do heroes or role models play in organizational culture?

Heroes or role models are individuals who embody the values, goals, and characteristics of a strong organizational culture. They serve as examples for other employees to follow and help reinforce the organization's core values.

What is the purpose of slogans in organizational culture?

Slogans are concise statements that express the organization's core values. They are used to communicate the company’s mission or beliefs in a simple and memorable way, reinforcing the organization’s identity and guiding behavior.

What is the function of official ceremonies in an organization's culture?

Official ceremonies are planned events designed to commemorate special occasions or achievements, emphasizing the organization’s values. They are a way to celebrate success, recognize outstanding contributions, and foster a sense of unity among employees.

What is the difference between strong and weak organizational cultures?

A strong organizational culture is one where all employees align with the company’s values, goals, and behaviors. This alignment strengthens the company’s performance and cohesion. In contrast, a weak culture is characterized by unclear values, conflicts, and inconsistent behaviors, leading to confusion and poor performance.

What are the key factors to observe when trying to understand a company's culture?

Key factors include the company’s mission statement, official goals, business practices, symbols, ceremonies, and stories. These elements reflect the organization's culture and help outsiders and new employees understand its values and priorities.

Why is managing cultural change crucial when implementing Total Quality Management (TQM)?

Managing cultural change is crucial because TQM requires a shift in values, attitudes, and behaviors among employees. Without cultural change, traditional management practices may hinder the successful implementation of TQM, leading to failure. A strong quality culture supports continuous improvement and customer satisfaction.