ORGANIZATIONAL CULTURE

Youke Faradhilla Nasution

DIPONEGORO UNIVERSITY SEMARANG

2012

WHAT IS ORGANIZATIONAL CULTURE?

CULTURE
According to Hofstede (in Umam 2010:123) defines culture as the values and beliefs that give people a perspective programmed or programmed way of seeing.

culture is a same perspective (way of looking) for most people

ORGANIZATION
Organization

is any form of alliance between two or more people who working together to achieve a common goal.

ORGANIZATIONAL CULTURE
Organizational culture refers to a system of shared meaning held by members that distinguishes the organization with other organizations.

FUNCTION OF ORGANIZATIONAL CULTURE AND CULTURE IN GENERAL:

As the identity and image of a society As a society binder. Togetherness is a powerful factor binding all members of the community As a source. Culture is a source of inspiration, pride, and resources As the driving force and modifiers As the ability to create value-added As a pattern of behavior

THE PROCESS OF FORMATION OF ORGANIZATIONAL CULTURE:

How Employees Learn Culture

Culture is transmitted to employees through a variety of forms, and the form most likely is :

Stories or Tales Ritual Material symbols Language

Creating an Ethical Organizational Culture

How can management do to create a more ethical culture, must merge from the following practices: Be a visible role model. Communicate ethical expectations. Provide ethical training. In real terms, give awards for ethical action and provide penalties against unethical. Provide protection mechanism.

Creating a Customer-Responsive Culture

The key variables are Shaping Culture Customer Response:

Type of employees themselves. Organizations must hire employees who are welcoming and friendly. A low level of formalization. It is the freedom to meet changing customer needs, because the rules, procedures and conditions would complicate the rigid culture of customer responsiveness.

CREATING A CULTURE THAT RESPONSE AGAINST CUSTOMERS

Strengthening low levels of formalization. Empowering employees to satisfy customers. Good listening skills. Employees must be able to listen and understand the message of the customer. Role Clarity. Employees. Employees act as "boundary spanning" between the organization and the customer.

Based on the character that has been identified previously, there are a number of actions that can be taken the manager, if the manager wants to make its culture to be more responsive to customers. This action is designed to shape the response of employees to solve customer problems: Selection Training and Socialization Structural Design Empowerment Leadership Performance Evaluation Benefits System