Post on 01-Nov-2014
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Kelompok Selatan
• ARIA
• ABI• ATIS
• MESYA
• KRISMA
• FIFIE
• IKA
HoW CuLtUrE EmErGes In NeW GrOuPs
Chapter 12
How Culture Emerges In New Group
Organisasi membawa penciptaan kebudayaan baru ke dalam setiap individu – individu berdasarkan pengalaman yang sudah atau akan terjadi di Dalam suatu kelompok kecil. Jadi pembentukan budaya baru pada kenyataannya, diperlukan untuk memahami bagaimana budaya dapat berkembang dalam organisasi besar melalui kelompok kecil dengan cara interaksi (bertukar pikiran) dengan sesama individu untuk dapat lebih berkembang memahami proses pembelajaran kebudayaan dan kepemimpinan dalam suatu organisasi.
Group Formation Through Originating And Event Marker
Events
Untuk mengamati dan menganalisis bagaimana budaya dimulai, bagaimana suatu kelompok bersepakat dengan lingkungan External dan Internal, adalah dengan adanya / melalui suatu acara (Event) , yang dimana event ini sendiri lebih dimaksudkan untuk mengumpulkan orang – orang yang tidak saling mengenal untuk membentuk mikrokultur. Selain itu juga untuk dapat membentuk dan mengembangkan budaya yang positif antar sesama pegawai agar terbentuk hubungan komunikasi dan berbudaya yang baik di dalam organisasi.
How Individual Intentions Become Group Consequences
Pembetukan budaya yang diamati dari dekat bagaimana seorang individu melakukan
berbagai tindakan. Yang dimana dalam suatu kelompok salah satu anggota ada yang
lebih aktif dan sering memulai memberi masukan – masukan, ide – ide, dan saran
untuk berbuat lebih baik dalam organisasi yang dimana seorang individu tersebut
ingin lebih berpartisipasi dan membawa / memimpin kelompok kecil tersebut ke arah
yang lebih baik dan benar, selain itu juga untuk dapat membawa proses
pembelajaran
kebudayaan dalam berorganisasi yang positif dalam berinteraksi demi mencapai misi
dan tujuan organisasi yang maksimal.
Building Meaning Through Sharing Feeling
Originating event
– Environmental accident
– Decision by an originator to bring a
group of
people together for some purpose
– An advertised event or common
experience that
attracts a number of individuals
• Each member brings wealth of prior
learning in theform of assumptions,
expectations, and patterns of coping
• Initial sharing
Dealing With Assumptions About Authority
Every group must solve the problems of member
identity , common goals, mechanism Of
influence and how to manage both
aggression and intimacy
Stage 1 : Dealing with assumptions About Authority
“people oftentimes discover that they work in an organization without knowing its culture, without understanding how the organization
came to be what it is, or how the organization could be changed were its survival
threatened”
Socioemotional Focus
Stage 2 : Building Norms Around Intimacy
▪ At this stage,
intervension that
may be disturbing
are simply ignored
and laughed off.
▪ Strength: function
of the individual
needs of group
members & actual
experience
Fusion
The over personal
Others are the counter personalMade anxious by the implied level of intimacy
Most active guardians of the group harmony image
Group Intimacy
Pairing is Common at Stage 2
▪ Need for love and
intimacy can be easily
projected to members
• By projecting pair, The
group can maintain its
sense of solidarity
▪ We are great group, we like
each other, we can do
great things together
Revealing the Asumption
▪ Liking each other is not the goal of this group▪ Accept each other enough to enable learning and joint task performance▪ Crucial learning: a person can accept and work with another person without having to like him/her.
Two Basic Mechanism of Learning Involved
▪ Positive problem solving▪ Anxiety avoidance
Stage 3 : Group Work & Functional Familiarity
▪ Not only know what to expect at each other▪ Learn how to work together even if they don’t like each other
▪ Exerts less pressure to conform & build norms▪ Encourage some measure of individuality & personal growth
▪ Focus on the task
Stage 4 : Group Maturity
▪ The more the group has shared emotionally intense experiences, the stronger the culture of that group will be▪ Know who it is, what’s the role, how to accomplish mission, how to conduct its affair▪ Taken for granted
Summary
▪ To understand organizational cultures, it’s necessary
to understand culture origin
▪ By examining the stages of group growth &
development
▪ Basic socio-phsycological are raw material to
accomplish group’s task & to create viable
comfortable organization
▪ Norms that works gradually become cultural
assumption
HOW FOUNDERS / LEADERS CREATE ORGANIZATIONAL CULTURE
Chapter 13
CULTURE BEGINNIGS THROUGH FOUNDER / LEADER ACTION
Sources of Cultures
• The belief, values, and assumptions of the founders
• The learning experiences of group members as the organizations evolve
• New belief, values, and assumptions brought in by new members
Steinberg's, a Montreal grocery chain founded in
1917, appeared to be the picture of success. It was
opening new stores constantly, developing new
markets and new opportunities, bringing in millions
of dollars. Among other achievements, the chain
pioneered self-service and grocery carts in
Canada, thus offering significantly lower prices
than full-service competitors. The company went
bankrupt in 1992, after 75 years in business.
Samuel Steinberg,(1905 - May 24, 1978) was a Hungarian-born Canadian businessman, investor and philanthropist. He was an immigrant to Canada who transformed the grocery store founded by his mother, Steinberg's Supermarket.
Samuel Steinberg
Mission
Believed
Vision
Structure- His way or the high way
The analysis :
• Structure are important
•Something can became part of
the culture only if it works in the
sense of making the organization
successful and reducing anxiety
The lesson :•Culture does not survive if the main culture carriers departs
CULTURE CREATION (Fred Smithfield Enterprises Case)
Ken Olsen / DECKen Olsen / DEC
www.pcmag.com
Organization became larger and more complex
Less time to negotiateLess time to negotiate
Each other didn’t know each other
Dicipline or Freedom ?
Summary & Conclusions
▪ Organizations begin to create cultures through the action Organizations begin to create cultures through the action of founders or early leadersof founders or early leaders
Succeed Failed
Strong original cultures created
IF…IF…Environment
change
Disfunctional CHANGE some of its culture
Other leaders will
step in
Group fails early
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