Budaya organisasi - Etika Bisnis

Summary

This presentation on organizational culture explores its key components, including its definition, types, elements, and the impact it has on business performance. It highlights four types of organizational culture: client, educative, hierarchical, and market. The presentation delves into the functions of organizational culture, such as differentiating organizations and enhancing commitment. It also compares strong and weak cultures and explains how organizations like Garuda Indonesia and Gojek implement their corporate cultures. The session concludes by emphasizing the importance of cultural alignment in fostering a positive work environment and driving sustainable business success.

Takeaways

• 😀 Organizational culture is the set of values and behaviors that influence human actions and attitudes in an organization.
• 😀 Organizational culture can be divided into four types: client culture, educative culture, hierarchical culture, and market culture.
• 😀 Idealistic elements of organizational culture include unwritten doctrines and philosophies, while behavioral elements are visible through actions, communication, and design.
• 😀 Key characteristics of organizational culture include innovation, risk-taking, attention to detail, result-orientation, and group orientation.
• 😀 Organizational culture differentiates one organization from another and fosters commitment among its members.
• 😀 A strong organizational culture is characterized by employee loyalty, clear behavioral guidelines, and values that are consistently expressed in daily behavior.
• 😀 A weak organizational culture is marked by group conflicts, unclear goals, and the prioritization of self-interest over organizational interests.
• 😀 Strong organizational culture is maintained through a selection process, top management actions, and socialization of new members.
• 😀 Examples of organizational culture include Garuda Indonesia's market culture, which focuses on customer-centricity and efficiency, and Gojek's culture emphasizing speed, social impact, and innovation.
• 😀 The function of organizational culture is to shape beliefs, behaviors, and problem-solving strategies within an organization, ensuring alignment with company values.

Q & A

What is organizational culture?

Organizational culture refers to the shared values, beliefs, and practices within an organization that influence the behavior and attitudes of its members.

What are the four types of organizational culture mentioned in the script?

The four types of organizational culture are: 1) Client culture, 2) Educative culture, 3) Hierarchical culture, and 4) Market culture.

What are the two main elements of organizational culture?

The two main elements of organizational culture are idealistic elements and behavioral elements. Idealistic elements are unwritten values often tied to the owner’s philosophy, while behavioral elements are visible aspects such as daily behaviors and dress codes.

According to Robbins, what are the seven characteristics of organizational culture?

The seven characteristics are: 1) Innovation and risk-taking, 2) Attention to detail, 3) Outcome orientation, 4) People orientation, 5) Team orientation, 6) Aggressiveness, and 7) Stability.

How does organizational culture impact overall performance?

Organizational culture functions as a differentiator between organizations, facilitates the generation of ideas, and fosters organizational commitment, all of which contribute to overall performance improvement.

What are the three levels of organizational culture?

The three levels of organizational culture are: 1) Artifacts (visible manifestations), 2) Values (basis for evaluating actions and situations), and 3) Basic assumptions (underlying beliefs about the organization and its members).

What is the difference between a strong and weak organizational culture?

A strong organizational culture is firmly adopted, consistent, and deeply embedded in the organization, leading to high employee loyalty. A weak culture lacks clear values, leading to confusion and weak employee commitment.

What are the characteristics of a strong organizational culture?

Characteristics of a strong culture include clear behavioral guidelines, cohesive workgroups, consistent internalization of values, and an organizational focus on key figures, rituals, and heroes.

What are the key factors in maintaining organizational culture?

The key factors include the selection process for new hires, actions of top management that reinforce cultural norms, and the socialization of new employees into the existing culture.

How does organizational culture apply to companies like Garuda Indonesia and Gojek?

Garuda Indonesia’s organizational culture focuses on market culture, with an emphasis on customer-centricity and efficiency. Gojek’s culture is based on speed, social impact, and innovation, with a strong focus on inspiring, being selfless, and data-driven decision-making.