scholarly journals FATORES QUE CONTRIBUEM PARA A DIFICULDADE DE COMUNICAÇÃO ENTRE A MATRIZ E AS UNIDADES OPERACIONAIS NO SEGMENTO DE TERCEIRIZAÇÃO DO SERVIÇO DE ALIMENTAÇÃO

Revista Foco ◽  
2016 ◽  
Vol 9 (1) ◽  
pp. 70
Author(s):  
Elizabeth Jakomulsky
Keyword(s):  
Organizational Culture ◽  
Field Study ◽  
Organizational Identity ◽  
Research Method ◽  
Physical Distance ◽  
Theoretical Background ◽  
Leadership Motivation ◽  
De Se ◽  
Shed Light

Este artigo aborda e discute aspectos como cultura e identidade organizacional, papel da liderança imediata e motivação no trabalho que possam interferir na forma como o colaborador de uma empresa de terceirização de serviços se vê e age perante o cliente. Inicialmente, são tratados os conceitos de terceirização e diferentes abordagens de liderança, motivação, identidade e cultura organizacional, especificamente de Mascarenhas, Silva, Freitas, Denison, Hoojiberb, Lane e Lief. Então, o artigo apresenta o método de pesquisa e estudo de campo aplicado em uma empresa de terceirização de serviços no segmento de refeições coletivas. Os resultados são analisados detalhadamente, constatando a dificuldade do colaborador da ponta em entender a cultura da empresa onde trabalha. Para este profissional, parece ser mais fácil se ver de acordo com a cultura e identidade organizacional do cliente, uma vez que se sente mais próximo dele. A distância física é um fator preponderante, distanciando-o da identidade da empresa para a qual ele trabalha. As respostas dos líderes imediatos trouxeram a dificuldade que eles sentem em manter o elo entre o colaborador e a matriz da empresa, em trazer para o colaborador a importância dos valores, visão e missão da empresa. Muitos deles não concordam com a relevância de se entender e trabalhar de acordo com esses valores, causando uma onda de desmotivação que na equipe por falta desse entendimento. Com a análise do conteúdo adquirido nas entrevistas e embasamento teórico, este artigo aponta para a necessidade de uma forma de liderança gerencial mais próxima dos líderes, facilitando o relacionamento entre a liderança imediata e a matriz, estabelecendo o elo entre o colaborador da linha de frente e a empresa. A liderança imediata precisa se sentir amparada e segura por seus líderes para transmitir essa segurança à equipe. Uma liderança bem treinada e focada em alinhar as perspectivas da empresa à linha de frente poderá se dedicar de forma eficaz aos processos de integração e de socialização do colaborador.This article proposes a discussion and brings about issues such as organizational identity and culture, the role of upper leadership, motivation at work that might interfere in the way the employee hired by a given outsourcing company sees themselves and acts before the client. Initially, concepts such as outsourcing, different approaches of leadership, motivation, organizational identity and culture are explored, especially by Mascarenhas, Silva, Freitas, Denison, Hoojiberb, Lane and Lief. After that, the article presents the research method and field study applied to an outsourcing company from the segment of collective meals. Then, the results and its analysis, proving how difficult it is for the employee to comprehend the organizational culture and identity of the outsourcing company where they work, since their contact with the client seems to be much stronger. The physical distance between the employee and the outsourcing company headquarters seems to play an important role in this process. The answers of their first leaders during interviews shed light on the difficulty they have to keep the link between the employees and the outsourcing company, bring the values and the vision of the company closer to the team, since many of the members do not find it relevant to understand or work according to such ideals, causing general lack of motivation. Through the analysis of the data collected during interviews and theoretical background, this article indicates a form of managers’ leadership closer to their leaders, making communication easier between their first leaders and the outsourcing company’s headquarters, bringing both ends closer. The team of first leaders need to feel supported by their managers so they can pass down this same support to their employees. This means more training and focus to align the outsourcing company’s perspectives with the frontline of employees, making the organizational culture and identity come true, focusing mainly on the employee’s mingling and socializing processes.  

scholarly journals Scientist Organizational Identity – the Diversity of Perspectives

2020 ◽  
Vol 12 (4) ◽  
pp. 29-48
Author(s):  
Łukasz Sułkowski ◽  
Justyna Dziedzic
Keyword(s):  
Organizational Identity ◽  
Organizational Context ◽  
Professional Socialization ◽  
Influence Factors ◽  
Value Added ◽  
Academic Profession ◽  
Theoretical Background ◽  
Academic Community ◽  
The Other

AbstractObjective: The purpose of this article is to show the diversity of possibilities for interpreting identities in the context of the academic profession by showing the different dimensions of participation in the academic community and personality transformations associated with the capture of certain attitudes and behaviors of the scientists.Methodology: The article is based on a critical analysis of the literature dealing with the sense of organizational identity in the scientific context. We expanded the characteristics associated with this issue to the recognitions arising from the complexity of participating in the life of science on many levels. The work provides an overview of the research approaches of potential detectable factors shaping the investigator’s personality in organizational terms. Provided a theoretical background on scientist identity in an organizational context in this paper provides the directions of the research that brings diagnosis in management sciences.Findings: Scientist organizational identity is the concept that provides a few interpretational directions that can be explored in the management context. The empirical views on this subject provide two levels of meaning. On the first level, it raises questions about individual needs related, on the one hand, to the factors of participation in this profession’s life, like prestige, carrier, and power. On the other hand, the second level’s meaning is connected with the scientist’s personality and compatible with his professional choices like scientific orientation on life choices and creative disposition of high professionalism. The multi-mentality of participation, both physical, emotional, and life academism discourse, brings many recognitions of the concept of scientific organizational identity.Value Added: Attention has been paid to the critical discourse on the theory of an organization’s influence on its scientific members’ identity. Also, an indication of the role of these processes in the power and hierarchy context. In the other context, we try to understand the role of individual human dispositions and professional socialization processes in the academic profession.Recommendations: Scientists’ organizational identity is an interesting direction to explore, that brings many reflections about the influence that brings the academic profession area to scientific senses of being. These processes also influence factors like bureaucracy, hierarchy, career politics, evaluation processes, and academic organizational narratives.

scholarly journals Analysis of the Role of Organizational Culture at the Center for Employee Education and Training

2020 ◽  
Vol 8 (SPE3) ◽  
Author(s):  
Kurniady Dedy Achmad ◽  
Sedarmayanti Sedarmayanti ◽  
Mulyaningsih Mulyaningsih ◽  
Maity Rubianty ◽  
Aan Komariah ◽  
...  
Keyword(s):  
Organizational Culture ◽  
Research Method ◽  
Education And Training ◽  
Qualitative Approach ◽  
Training Center ◽  
Ministry Of Education ◽  
Employee Education ◽  
Descriptive Research ◽  
And Training

The purpose of this study was to analyze the role of organizational culture at Bandung Regional Ministry of Education and Training Center. This research was conducted with a descriptive research method with a qualitative approach.

Factors Determining the Role and Tasks of HR Business Partnering in Enterprises

2021 ◽  
Vol 138-139 (1-2) ◽  
pp. 65-84
Author(s):  
Maria Wanda Kopertyńska ◽  
Natalia Dernowska
Keyword(s):  
Organizational Culture ◽  
Organizational Structure ◽  
Organizational Development ◽  
Business Strategy ◽  
Research Method ◽  
Structured Interview ◽  
The Other ◽  
Development Phase ◽  
The Impact

The article presents the results of research on the impact of selected factors, such as business strategy, organizational culture, the stage of organizational development, the location of HR in the organizational structure, the type of activity, and the sector to which the company belongs, on the role and scope of the tasks of HR Business Partnering (HR BP). The research method employed was an in–depth, partially structured interview conducted on a group of HR BPs from twenty companies belonging to various sectors. In the interview, the respondents rated the impact of each factor on a scale from 1 to 5, where 1 means definitely has no impact and 5 means there positively is an impact. On the basis of the research, it was shown that the company’s business strategy, organizational culture, and the location of HR in the organizational structure have the greatest impact on the shape and role of HR BP in the surveyed organizations. The organizational development phase is slightly less important. On the other hand, the type of activity of the organization as well as the sector to which the company belongs has only a slight impact on the role and scope of tasks of HR BP in the company.

The role of organizational culture in normalizing paramedic exposure to violence

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Justin Mausz ◽  
Mandy Johnston ◽  
Elizabeth Anne Donnelly
Keyword(s):  
Organizational Culture ◽  
Public Health Problem ◽  
Cultural Norms ◽  
Content Type ◽  
Urban Service ◽  
The Individual ◽  
Constructivist Epistemology ◽  
Inductive Thematic Analysis ◽  
Shed Light

Purpose Violence against paramedics is a complex – but underreported – problem. Extant research suggests organizational culture may play a role in sustaining cultural norms that downplay the significance and limit reporting. The purpose of this paper is to qualitatively explore paramedics’ experience with violence, with particular emphasis on understanding how organizational culture contributes to under-reporting. Design/methodology/approach The authors surveyed paramedics from a single, large, urban service in Ontario, Canada, asking participants to describe their experiences with violence, including whether – and why or why not – the incidents were reported. Within a constructivist epistemology, we used inductive thematic analysis with successive rounds of coding to identify and then define features of organizational culture that limit reporting. Findings A total of 196 (33% of eligible) paramedics completed the survey. Fully 98% of participants disclosed having experienced some form of violence; however, only a minority (40%) reported the incidents to management, or the police (21%). The authors defined a framework within which a lack of support from management, and consequences for offenders, implicitly positions the ability of paramedics to “brush off” violent encounters as an expected professional competency. Disclosing emotional or psychological distress in response to violent encounters invited questions as to whether the individual is personally suited to paramedic work. Originality/value While the extant research has indicated that underreporting is a problem, the findings shed light on why – a critical first step in addressing what has been described as a serious public health problem.

Organizational Identity and Culture Change

2021 ◽  
pp. 105-130
Author(s):  
Davide Ravasi ◽  
Majken Schultz
Keyword(s):  
Organizational Culture ◽  
Organizational Identity ◽  
Culture Change ◽  
Cultural Practices ◽  
Distant Future ◽  
The Third ◽  
New Vision

In this chapter, we build on research on the interplay between organizational culture and identity to propose a teleological model of culture change that acknowledges the multiple ways in which organizational identity may influence the process. Based on prior studies, we identify three change pathways. The first is characterized by the use of new identity claims to consolidate new and emerging practices, and incorporate them into the organizational culture. The second acknowledges how members may be pushed to alter established cultural practices by a severe misalignment between image and identity. The third draws attention to the role of new identity claims, articulating a new vision for the distant future, to stimulate the incorporation of new elements in the organizational culture.

The Mediating Role of Stress on the Relationship between Organizational Culture and Dysfunctional Attitudes: A Field Study

2020 ◽  
pp. 147-156
Author(s):  
Ali Bayram ◽  
Nuh M. Buyuksivaslıoglu ◽  
Mustafa Seker ◽  
Terekhin Vyacheslav ◽  
Bauyrzhan Botakarayev
Keyword(s):  
Organizational Culture ◽  
Field Study ◽  
Dysfunctional Attitudes ◽  
Mediating Role ◽  
The Relationship

scholarly journals Budaya Organisasi Berbasis Nilai Agama Hindu

2020 ◽  
Vol 3 (1) ◽  
pp. 77-93
Author(s):  
I Wayan Sukabawa
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Data Collection ◽  
Cultural Values ◽  
Data Reduction ◽  
Research Method ◽  
Data Presentation ◽  
Analysis Techniques ◽  
Hindu Religion

This study aims to find the implementation of organizational culture, in this case the Ministry of Religion of the Regency of Buleleng based on Hindu values. The research method used was qualitative with the location of the Office of the Ministry of Religion in Buleleng Regency. Data collection techniques used were observation, interviews and document studies. Data analysis techniques include (1) data collection, (2) data reduction, (3) data presentation, and (4) conclusion drawing or verification. The implementation of organizational culture in the Office of the Ministry of Religion of Buleleng Regency especially in the Head of the Hindu Religion Affairs is inseparable from the role of the socialization of socio-cultural values themselves, both government leaders, traditional leaders, or family leaders. Theoretically, the process of institutionalizing values to society goes through several stages, including the stages known, understood, obeyed, and valued.

scholarly journals The Effect Of Organizational Culture On Employee Performance: The Mediating Role Of Organizational Commitment

2018 ◽  
Vol 1 (3) ◽  
Author(s):  
GILANG BAGASKARA ISKANDAR ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Police Officers ◽  
Research Method ◽  
Employee Performance ◽  
Law And Order ◽  
Mediating Role ◽  
Positive Effect

Police officers duties and roles in today’s democratic society are getting complex. As theparty whose responsibility is to enforce law and order, it makes their performance matter themost. This research is aimed to figure out the effect of organizational culture on employeeperformance with the mediating role of organizational commitment. The researchmethodology that used in this study is a case study with survey research method. Purposivesampling technique is used to determine the sample for this research. The sample of thisresearch are 200 police officers of Polres Ciamis. SPSS and Amos statistical software arebeing used for data analysis purpose. The results of this study indicate that organizationalculture has a positive effect on both organizational commitment and employee performance.Additionally, organizational commitment has a positive effect on employee performance aswell as mediating the causal relationship between organizational culture and jobperformance. The result of this study is expected to give the implications to Polres Ciamis inincreasing the performance of its officers.

scholarly journals Peran Komunikasi Dan Budaya Organisasi Pada Kinerja Karyawan PT. Duta Merpati Indonesia

2021 ◽  
Vol 1 (2) ◽  
pp. 63
Author(s):  
Prima Okta Islamiyah ◽  
Sukaris Sukaris
Keyword(s):  
Organizational Culture ◽  
Research Method ◽  
Negative Impact ◽  
Positive Impact ◽  
Employee Performance ◽  
Data Sources ◽  
Primary Data ◽  
Company Performance ◽  
Rapid Changes

ABSTRAK Perkembangan bisnis saat ini telah mengalami perubahan begitu cepat mulai dari era globalisasi sampai dengan era industri 4.0, serta era dimana bisnis beroperasi pada masa pandemik Covid-19. Kondisi tersebut menuntut perusahaan harus mampu beradaptasi dengan perubahan-perubahan tersebut agar kinerja perusahaan dan kinerja karyawan tetap terjaga dan dapat meningkat. Secara internal peningkatan ini dapat dimulai dari pola komunikasi dan orang-orang dalam organisasi tetap memegang budaya organisasi yang kuat. Tujuan dari penelitian ini adalah untuk mengetahui peran komunikasi dan budaya organisasi dalam meningkatkan kinerja karyawan. Metode penelitian yang digunakan adalah kualitatif deskriptif, sumber data yang digunakan dalam penelitian ini yaitu sumber data primer, pengumpulan data dengan menggunakan metode observasi, wawancara dan dokumentasi yang dikumpulkan dari informan pada PT. Duta Merpati Indonesia. Hasil penelitian menunjukkan bahwa 1) Adanya komunikasi yang kurang baik antara karyawan dengan karyawan dan juga antara karyawan dengan atasan, yang dapat berdampak negatif terhadap kinerja karyawan, 2) PT. Duta Merpati Indonesia memiliki budaya organisasi yang dapat berdampak positif pada kinerja karyawan. ABSTRACT Today's business developments have undergone rapid changes starting from the era of globalization to the industrial era 4.0, as well as the era in which businesses operate during the Covid-19 pandemic. These conditions require companies to be able to adapt to these changes so that company performance and employee performance are maintained and can improve. Internally, this improvement can be started from communication patterns and people in the organization still hold a strong organizational culture. The purpose of this study was to determine the role of communication and organizational culture in improving employee performance. The research method used is descriptive qualitative, the data sources used in this study are primary data sources, data collection using observation, interviews and documentation methods collected from informants at PT. Duta Merpati Indonesia. The results show that 1) There is poor communication between employees and employees and also between employees and superiors, which can have a negative impact on employee performance, 2) PT. Duta Merpati Indonesia has an organizational culture that can have a positive impact on employee performance.

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