BAB IV; BUDAYA & LINGKUNGAN ORGANISASI

Summary

The transcript explores the concept of organizational culture, highlighting its shared values, beliefs, and practices that shape a company's identity. It distinguishes between visible elements, like dress codes and rituals, and invisible aspects, such as underlying assumptions. The culture serves as a means of internal integration and external adaptation, crucial for an organization's success. Furthermore, it discusses the internal and external environments affecting organizations, alongside the role of stakeholders in influencing operations. Overall, it emphasizes the importance of cultivating a culture that aligns with both organizational goals and the external landscape.

Takeaways

• 😀 Organizational culture is defined by shared values and beliefs that form the organization's identity.
• 😀 There are three levels of organizational culture: visible (e.g., dress code, symbols), invisible (e.g., discipline, meaning of achievements), and deep assumptions (e.g., beliefs about authority).
• 😀 The main functions of organizational culture include internal integration and external adaptation.
• 😀 Adaptive cultures can adjust to external environments, while non-adaptive cultures struggle with such changes.
• 😀 Organizational culture is instilled through philosophies, missions, values, and practices such as recruitment and socialization.
• 😀 Founders' philosophies significantly influence the criteria used in hiring and the norms established in the organization.
• 😀 The socialization process helps new employees adapt to the organizational culture through storytelling and symbols.
• 😀 The organizational environment is divided into internal and external elements that impact operations.
• 😀 External stakeholders, including customers and suppliers, directly influence organizational activities, while indirect factors include social, economic, political, and technological variables.
• 😀 Internal stakeholders, such as employees and management, are crucial in daily operations and the overall success of the organization.

Q & A

What is organizational culture, and why is it important?

Organizational culture is a shared set of values and beliefs that form the identity of a company. It is important because it influences how employees interact, how decisions are made, and ultimately, the effectiveness of the organization.

What are the three levels of organizational culture?

The three levels of organizational culture are: 1) Visible culture, which includes physical symbols, dress codes, and ceremonies; 2) Invisible culture, which encompasses norms and meanings of success; and 3) Core beliefs or assumptions, which are deeply embedded and often unspoken.

How does organizational culture help in internal integration?

Organizational culture acts as a unifying process that integrates internal components of the organization, fostering a sense of belonging and shared purpose among employees.

What are the characteristics of adaptive and non-adaptive organizational cultures?

Adaptive organizational cultures are flexible and responsive to external environments, while non-adaptive cultures are rigid and unable to adjust to changes in their surroundings.

How is organizational culture instilled in members?

Organizational culture is instilled through various methods, including the organization’s vision and mission, recruitment processes, office design, use of slogans and symbols, and through training programs conducted by managers.

What is the role of founders in shaping organizational culture?

Founders significantly influence organizational culture by establishing the core philosophy and values, which impact hiring criteria and management practices, creating lasting norms within the organization.

What are the two main types of organizational environments?

The two main types of organizational environments are internal and external environments. The internal environment consists of elements within the organization, while the external environment includes all outside factors that can affect operations.

What are the direct and indirect action elements in the external environment?

Direct action elements are external factors that directly influence an organization's activities, such as stakeholders. Indirect action elements are external factors that affect the organization's climate without direct influence.

Who are considered stakeholders, and how are they categorized?

Stakeholders are individuals or groups that are directly or indirectly affected by an organization’s goals. They are categorized into external stakeholders (like customers and suppliers) and internal stakeholders (such as employees and shareholders).

What role do financial institutions play in an organization?

Financial institutions provide essential funding for organizations, supporting activities such as starting a business, expanding operations, or investing in new projects.