ORGANIZATIONAL

CULTURE
TITO YUSTIAWAN, DRG., M.KES
DEPARTEMEN ADMINISTRASI DAN KEBIJAKAN KESEHATAN
FAKULTAS KESEHATAN MASYARAKAT
UNIVERSITAS AIRLANGGA

Outline
1.

Pengertian Budaya Organisasi

2.

Fungsi dan Peran Budaya

Organisasi dalam keberhasilan
organisasi

3.

Tipe Budaya Organisasi

4.

Proses membangun Budaya

Organisasi

5.

Efektivitas Budaya Organisasi

6.

Cara Analisis (Pengukuran) Budaya

What is Culture?
Values, norms, guiding beliefs, and understandings that are shared by
members of an organization

Taught to new members as the correct way

to think, feel, and behave
Organizational culture exists at two levels

Observable symbols
Underlying values
2013 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

Culture is an abstraction, yet the forces that are

created in social and organizational situations that
derive from culture are powerful. If we dont
understand the operation of these forces we become
victim of them.

Schein, E. (2004) Organizational Culture and Leadership, Third Edition

WHAT IS ORGANIZATIONAL CULTURE?

A system of shared meaning and beliefs
held by organizational members that
determines, in large degree, how they act
Composite picture of organizational culture
may be derived from seven dimensions
Organizations personality often shaped by
one of these dimensions
3.6

Scheins formal definition of organizational

culture:
A pattern of shared basic assumptions that a
group has learned as it solved its problems of
external adaptation and internal integration,
that has worked well enough to be
considered valid and therefore, to be taught
to new members as the correct way to
perceive, think, and feel in relation to those
problems.

Elements of
Organizational
Culture

Artifacts of
organization
al culture

Organizationa
l culture

14-7

Characteristics of
Organizational Culture
Philosophy
Observed
behavioral
regularities

on treatment
of employees/
customers
Rules of
employee
behavior

Organizational
Culture

Norms

Dominant
values

Organizational
climate

DIMENSIONS OF ORGANIZATIONAL CULTURE

2003 Pearson Education

Canada Inc.

3.7

10

Observable Aspects of Organizational Culture

2013 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

Four Functions of Organizational

Culture
Organizational
identity

Sense-making
device

Organizational
Culture

Social system
stability

Collective
commitment

Embedding Organizational
Culture
Formal statements of organizational
philosophy, mission, vision, values, and
materials used for recruiting, selection and
socialization
The design of physical space, work
environments, and buildings
Slogans, language, acronyms, and sayings
Deliberate role modeling, training programs,
teaching and coaching by managers and
supervisors
Explicit rewards, status symbols (e.g., titles),
and promotion criteria
Stories, legends, and myths about key people

Building Culture
Recruitment and selection.
Socialization.
Performance Evaluation.
Leadership. - Employee Motivation & Decision Making
Compensation Packages.
Grievance Handling.
Conflicts and Differences handling.
Discipline and Morale
Career Planning and Development

Developing OC involves
* Developing a strong corporate identity
* Development of important values
* Building healthy traditions
* Developing consistent management
practices

Cultural aspect of HRD

concerned with
* Development of Appropriate OC
* Creating conducive Organizational Climate
* Improving Communication
* Evolving effective reward system

Strong Corporate Identity

develops when employees have a sense of belonging,
and feel proud of working with the organization, which
develops as a result of interaction of employees with the
organization.
*
*
*
*

Developing an attractive Induction Booklet

Films on success experiences in the organization
Company newsletters
Mobility of People

Developing important values

Values of excellence and human consideration
develop only by demonstrating these values in action.
* Surveys of Values and differences b/w espoused
v/s practiced values
* Special value orientation program
* Examining the various systems operating in the
organization
* Special OD intervention in Cooperation and
Collaboration

Building Healthy traditions &

practices
Traditions are built in org. on the basis of important
Functional rituals or celebrations
*
*
*
*
*

Induction program for new entrant

Promotions as transition
Ritual associated with old age and retirement
Exceptional behavior
Celebration of special individual & important
organizational days

Types
* Autocratic or feudal culture is characterized by
centralized power concentrated in a few persons,
and observation of proper protocol in relation to
the person/s in power.
* Bureaucratic culture is characterized by primacy
of procedures and rules, hierarchy and distant
and impersonal relationship.
* Technocratic culture emphasizes technical
/ professional standards and improvement.
* Entrepreneurial culture in concerned about
achievement of results and providing excellent
services to the customers.