scholarly journals ANALISIS BUDAYA ORGANISASI MODEL OCAI (ORGANIZATIONAL CULTURE ASSESSMENT INSTRUMENT) DAN MOTIVASI KERJA HIRARKI KEBUTUHAN ABRAHAM MASLOW KARYAWAN PADA PT TELEKOMUNIKASI INDONESIA, TBK BOGOR

2018 ◽  
Vol 1 (2) ◽  
pp. 79-85
Author(s):  
Nina Sri Indrawati ◽  
Dimas Aditya Pratama
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Service Providers ◽  
Work Motivation ◽  
Assessment Instrument ◽  
Hierarchy Of Needs ◽  
Abraham Maslow ◽  
West Java ◽  
Information And Communication ◽  
Analysis Models

ABSTRACTThis study aims to determine the organizational culture analysis models OCAI (Organizational CultureAssessment Instrument) and work motivation Abraham Maslow's hierarchy of needs of employees. PTTelekomunikasi Indonesia, Tbk Bogor located at Jalan Raya Padjadjaran No. 39 Bogor, West Java. Thecompany is engaged in the field of information and communication as well as service providers andtelecommunications network is complete in Indonesia. The problem lies on how to apply the normalbehavior in the company, is in conformity with the architecture leadership and corporate culture or not.Therefore, it is necessary to ensure appropriate analysis using models OCAI and Abraham Maslow'shierarchy of needs. The results showed that the company makes adokrasi culture and culture as a keymarket that is used by companies to evaluate all kinds of internal and external problems. Advice given tothe company is doing the application of organizational culture can play an important role for thecompany and pay attention to all the needs required employees to help improve the performance of thecompany.Keywords: Analysis, Organizational Culture, OCAI, Motivation, Hierarchy of Needs, Abraham Maslow.

scholarly journals Relevansi Teori Hierarki Kebutuhan Abraham Maslow Terhadap Motivasi Kerja Anggota Organisasi Penyuluhan Agama Islam

2020 ◽  
Vol 1 (2) ◽  
pp. 100-108
Author(s):  
Muhammad Ali Bagas
Keyword(s):  
Content Analysis ◽  
Work Motivation ◽  
Hierarchy Of Needs ◽  
Abraham Maslow ◽  
Related Data ◽  
Maslow's Hierarchy Of Needs ◽  
Library Research ◽  
Self Actualization ◽  
Needs Theory ◽  
Maslow’S Hierarchy Of Needs

This study aims to describe the relevance of Abraham Maslow's hierarchy of needs theory with the work motivation fellow of Islamic counseling organizations. The research used is; library research that using content analysis as a technique in analyzing related data. The results of this study, namely; Fulfilling the needs of each fellow Islamic counseling organization are one of the causes that can describe the ups and downs of work motivation fellow. The fulfillment needs to be referred to here, namely; needs formulated by Abraham Maslow, the physiological needs, the safety needs, the belongingness and love needs, the esteem needs, and the need for self-actualization.

scholarly journals Analisis Budaya Organisasi Stasiun Televisi Lokal X di Bandung dengan OCAI (Organizational Culture Assessment Instrument)

2020 ◽  
Vol 11 (2) ◽  
pp. 161-180
Author(s):  
Fauziyyah Sholeha Tunnisa ◽  
Anissa Lestari Kadiyono
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Two Dimensions ◽  
Assessment Instrument ◽  
Television Station ◽  
Local Television ◽  
The Future ◽  
The Media ◽  
Organizational Culture Assessment Instrument ◽  
Measuring Tool

ABSTRACTNow, the world has entered globalization, it forms an industry which is determined by the international market. This change has an impact on companies in the media and broadcasting sectors. Now, the company is trying to be at the advance with client-based values. Facing up this rapidly changing environment requires a strategy to adapt. Determination of these strategies can be helped by knowing the organizational culture that is owned by the company. Local television station X is one of the local television stations that has survived for more than 20 years in media and broadcasting sector, To determine a strategy to face the market in the future, this television station needs to know the organizational culture it has, so that it can determine the direction of the preferred organizational culture in the future. OCAI (Organizational Culture Assessment Instrument) is a measuring tool that is often used and precisely in diagnosing organizational culture and organizational effectiveness. This measuring instrument is filled by all employees of television station X from various positions. The results of this study indicate that the dominant organizational culture possessed by this television station is clan culture, but this culture still tends to be weak, this can be due to two dimensions of organizational culture that have different patterns. There is a need for improvement in the communication system to improve work communication relations between management levels at local television station X in order to form a strong corporate culture. ABSTRAK Saat ini telah memasuki globalisasi, hal tersebut membentuk industri yang ditentukan oleh pasar internasional. Perubahan ini berdampak pada perusahaan yang bergerak di sektor media dan broadcasting, sehingga saat ini perusahaan berusaha menjadi yang terdepan dengan nilai-nilai berbasis pada klien. Mengahadapi lingkungan yang cepat berubah ini diperlukan sebuah strategi untuk dapat beradaptasi. Penentuan strategi tersebut dapat terbantu dengan mengetahui budaya organisasi yang dimiliki oleh perusahaan. Stasiun televisi lokal X adalah salah satu stasiun televisi lokal yang bertahan setelah kurang lebih 20 tahun berkiprah dalam sektor media dan broadcasting, untuk menentukan strategi untuk menghadapi pasar dimasa yang akan datang, maka stasiun televisi ini perlu mengetahui budaya organisasi yang dimiliki, sehingga dapat menentukan arah budaya organisasi yang dilebih disukai dimasa yang akan datang. OCAI (Organizational Culture Assessment Instrument) merupakan alat ukur yang sering digunakan dan tepat dalam mendiagnosa budaya organisasi dan efektifitas organisasi. Alat ukur ini diisi oleh seluruh karyawan stasiun televisi X dari berbagai jabatan. Hasil dari penelitian ini, bahwa budaya organisasi dominan yang dimiliki oleh stasiun televisi ini adalah budaya clan, tetapi budaya ini masih cenderung lemah, hal tersebut dapat disebabkan dua dimensi budaya organisasi yang memiliki pola berbeda. Perlu adanya perbaikan dalam sistem komunikasi untuk memperbaiki hubungan komunikasi kerja antara level manajemen di stasiun televisi lokal X agar dapat membentuk budaya perusahaan yang kuat.

scholarly journals Implementasi Organizational Culture Assessment Instrument (Ocai) Untuk Pemetaan Budaya Organisasi Pt. Semen Indonesia (Persero) Tbk Sebagai Rujukan Winning Culture

MANAJERIAL ◽  
2020 ◽  
Vol 7 (01) ◽  
pp. 37
Author(s):  
Nur Elisa Faizaty ◽  
Reza Melynda Oktavia ◽  
Mirza Dwinanda Ilmawan
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Industrial Revolution ◽  
Sampling Technique ◽  
Organization Culture ◽  
Cement Industry ◽  
Assessment Instrument ◽  
Main Concern ◽  
Dominant Culture ◽  
Clan Culture

Background - Industrial revolution 4.0 make competition between countries will be more competitive. This competition was also felt by PT Semen Indonesia (Persero) Tbk, which is the market leader in the cement industry in Indonesia. Company that implement corporate culture very well, was reached hundred times growth that companies that don’t consider corporate culture s main concern. Aim – This study aims to mapping the organization culture through OCAI (Organizational Culture Assessment Intstrument. Design / methodology / approach - The sampling technique uses the proportionate stratified random sampling method which consists of 6 General Managers, 20 Senior Managers, 34 Head Section, 33 Head Teams and 13 Staffs. The instrument used in this study was the Organizational Culture Assessment Intstrument (OCAI), which maps organizational culture into four types of organizational culture through six-dimensional measurement, namely dominant characteristics, organizational leadership, employee management, organizational adhesives, and success criteria. Data collection techniques used are questionnaires. Finding - The results of the research show that the dominant culture now perceived is hierarchical culture, and the expected dominant culture is clan culture. The results of the validation from the expert stated that as a state-owned corporation that has a global go vision, the clan culture adopted by employees is irrelevant. Culture that is applied to be more suitable for going global is market culture as the main culture or common culture. Whereas the second culture or dominant sub-culture is a type of cultural hierarchy. Research implication - The existence of this mapping is expected to be an input to management, how management can create a more dominant competitive culture and unite employees with a culture that has been determined by management.

PENILAIAN PERUBAHAN BUDAYA ORGANISASI BERBASIS ORGANIZATIONAL CULTURE ASSESMENT INSTRUMENT: STUDI PADA PERUSAHAAN JASA PARIWISATA DI YOGYAKARTA

2017 ◽  
Vol 12 (1) ◽  
pp. 1
Author(s):  
Daniel Yudistya Wardhana
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Corporate Culture ◽  
Culture Condition ◽  
Assessment Instrument ◽  
Current Result ◽  
Service Company ◽  
Clan Culture ◽  
Medium Enterprise ◽  
Six Dimensions

The purpose of this study is to identify the current culture of a hospitality service company and explain the changing direction of future culture in the company management, in order to improve the human resources quality within the organization. The context of this study is human resources andhospitality research with a focus on small medium enterprise in Yogyakarta, Indonesia. This research is conducted by using Organizational Culture Assessment Instrument (OCAI) in order to assess theactual corporate culture condition and the preferred culture that is desired to be in the company. By measuring six dimensions of OCAI and assessing the culture characteristic, the current result showsthe tendency to clan culture with 28.1 points and hierarchy culture with 25.5 points. Meanwhile, the potential feature, which is the clan culture, tends to increase with 30.2 points and adhocracy culture tends to increase to 25.1 points.Keywords: OCAI, Corporate Culture, Human Resources, HospitalityTujuan penelitian ini adalah untuk mengidentifikasi budaya perusahaan jasa perhotelan saat ini dan menjelaskan perubahan arah budaya masa depan dalam manajemen perusahaan, dalam rangkameningkatkan kualitas sumber daya manusia di dalam organisasi. Konteks penelitian ini adalah penelitian sumber daya manusia dan perhotelan dengan fokus pada Usaha Kecil Menengah diYogyakarta, Indonesia. Penelitian ini dilakukan dengan menggunakan Instrumen Penilaian Budaya Organisasi (OCAI) untuk menilai kondisi budaya perusahaan aktual dan budaya pilihan yangdiinginkan untuk dimiliki perusahaan. Dengan mengukur enam dimensi OCAI dan menilai karakteristik budaya, hasil saat ini menunjukkan kecenderungan budaya klan dengan 28,1 poin danbudaya hirarki dengan 25,5 poin. Sementara itu, fitur potensial, yaitu budaya klan, cenderung meningkat dengan 30,2 poin dan budaya adhokrasi cenderung meningkat menjadi 25,1 poin.Kata kunci: OCAI, Budaya Perusahaan, Sumber Daya Manusia, Perhotelan

scholarly journals ANALYZING CORPORATE CULTURE IN HOTEL COMPANY USING ORGANIZATIONAL CULTURE, ASSESSMENT INSTRUMENT (OCAI) : CASE STUDY X HOTE IN JAKARTA

2018 ◽  
Vol 1 (1) ◽  
pp. 23-39
Author(s):  
Theresia Melisa Lumbantoruan ◽  
Munawaroh Zainal ◽  
Dea Prasetyawati
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Current Situation ◽  
Assessment Instrument ◽  
Culture Result ◽  
Clan Culture ◽  
Organizational Culture Assessment Instrument ◽  
Key Dimensions ◽  
A Company

Organizational Culture Assessment Instrument well-known as OCAI commonly uses to describe the type of culture in a company. Using values framework as and instrument, this research attempt to find out what type of culture base on four culture type of Cameron and Quinn: Clan Hierarchy, Adhocracy and Market. Asking `89 of hotel staff respondent and applying on the framework, hotel staff exhibited Hierarchy culture as dominant in current situation and they preferred Clan culture for the future. This discrepancies between the current and preferred culture indicates that a change in culture, especially to clan culture. Result of culture perspectives between levels of hierarchy indicates staff and managers preferred to have clan culture. Culture profile on Six Key Dimensions of Culture (SKDC). Result showed that the overall scores and ranking were almost congruent in the current culture of all aspects. The preferred culture were reasonably congruent, Having clan culture dominating all aspects.

Corporate Culture and Digital Transformation Strategy in Universities in Indonesia

2021 ◽  
Vol 39 (10) ◽  
Author(s):  
Nizar Alam Hamdani ◽  
Galih Abdul Fatah Maulani ◽  
Sukma Nugraha ◽  
Teten Mohamad Sapril Mubarok ◽  
Anggun Oktavia Herlianti
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Human Resources ◽  
Corporate Culture ◽  
Digital Technology ◽  
Private Universities ◽  
Digital Transformation ◽  
West Java ◽  
Business Entities ◽  
Transformation Strategy

All business entities, including private universities, have always to deal with changes in their environment. One of the keys to address such changes is digital technology. The present study examines the extent to which corporate culture affects the implementation of a digital transformation strategy in private universities. Data were collected through a survey addressed to 39 top management executives from different private universities in Garut, West Java, Indonesia. Data analysis was carried out by means of SmartPLS. The results showed that corporate culture in private universities had a significant effect on the implementation of digital transformation strategy in their organizations. This is associated with factors other than technological aspects such as human resources, behavior, and organizational culture.  

scholarly journals Organizational Culture and Employee Performance: Assessing the Influence on the Implementation of Public Services During The Covid 19 Pandemic

2021 ◽  
Vol 18 (2) ◽  
pp. 176-187
Author(s):  
Widyawati Widyawati ◽  
Sulmiah Sulmiah ◽  
Nurlaela Nurlaela
Keyword(s):  
Organizational Culture ◽  
Service Delivery ◽  
Public Service ◽  
Quantitative Methods ◽  
Public Services ◽  
Service Providers ◽  
Work Motivation ◽  
Employee Performance ◽  
Public Service Delivery ◽  
Time Service

Public service providers during the COVID-19 pandemic face challenges in realizing quality services. At this time, service providers need the support of an organizational culture that is sensitive to change and optimal employee performance. Therefore, to determine the influence of organizational culture and employee performance in public services, this study is directed to analyze organizational culture and employee performance in supporting the implementation of quality public services in agencies engaged in public services in Central Mamuju Regency. In order to obtain objective research results, quantitative methods were used. Research data were obtained from questionnaires distributed to 102 samples, which were then strengthened by the results of interviews and secondary data related to the research topic. The results showed that the relationship between organizational culture and employee performance in influencing the quality of public service delivery during the COVID-19 pandemic was inseparable from the leadership and financial management factors of the organization. Leaders who cannot make decisions in favor of employees reduce employee work motivation. In addition, the use of applications as a solution for public service delivery during a pandemic cannot be utilized properly due to a lack of management budget. So that organizational culture and employee performance in public service agencies in Central Mamuju Regency cannot encourage the implementation of quality public services for the community during the COVID-19 period.

scholarly journals ORGANIZATIONAL (CORPORATE) CULTURE AS A FACTOR OF OFFICIAL INTERACTION IN THE MILITARY AND PROFESSIONAL ENVIRONMENT

2021 ◽  
Vol 13 (3) ◽  
pp. 189-197
Author(s):  
Alexander Kolosovich ◽  
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Military Service ◽  
Assessment Instrument ◽  
Professional Activity ◽  
Professional Environment ◽  
Service Interaction ◽  
Military Unit ◽  
Formal Leadership ◽  
The Military

Introduction. The professional activity of servicemen is a special kind, where the coordination of their actions is important for the performance of the task, the preservation of life. This is the kind of professional activity in which mistakes of mutual understanding, inconsistency of actions are very expensive. Therefore, it is expedient and promising to focus on the peculiarities of the formation and functioning of service interaction in the military-professional environment under the influence of its existing organizational culture. Purpose. The study is driven by a desire to focus on defining organizational (corporate) culture as a factor in the existence of a military unit in general and on service interaction in the interests of the ability to perform military service tasks. Methods. To achieve the goal of the study, the following methodological tools were selected: Parametric sociometry, for which a questionnaire was developed. To assess the socio-psychological characteristics of military unit a relatively new method for research in military psychology and very well known in organizational psychology (management psychologists), namely the method of diagnosing organizational culture K. Cameron and R. Quinn OSAI (Organization Culture Assessment Instrument) was used. A survey was also conducted on the level of readiness for service of each serviceman and the intensity of service. Results. The application of these methods in the empirical study made it possible to obtain information of an empirical nature, which was processed by applying factor analysis by the method of "principal component analysis" in the software SPSS - 20. Conclusion. Service interaction of servicemen in the performance of their combat missions is extremely necessary not only to achieve appropriate results, but also to save lives. It is not common enough in the vast majority of situations. Organizational and psychological features of the formation of service interaction in the performance of military service tasks are strong formal leadership, a sufficient level of complexity, as well as the intensity of service tasks, through which servicemen are more focused on each other and, thus, more focused on better service tasks.

scholarly journals PENGEMBANGAN BUDAYA ORGANISASI DENGAN ORGANIZATIONAL CULTURE ASSESSMENT INSTRUMENT DI PT XYZ

2017 ◽  
Vol 8 (1) ◽  
Author(s):  
Ryyld Ipbtas Yusri
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
High Performance ◽  
Organization Culture ◽  
Sustainable Growth ◽  
Leadership Role ◽  
Assessment Instrument ◽  
Competing Values ◽  
Performance Culture ◽  
Organizational Culture Assessment Instrument

In the year 1998-2010, PT XYZ have faced a tough business challenges. Therefore PT XYZ have establish a new strategic direction to ensure sustainable growth in long term period. Either one of that strategic is to develop high performance culture as enabler to achieve it’s vision in 2020. However currently, PT XYZ have not had a comprehensive design how to develop organization culture. So the porpuse of this studi to describe the dominant culture type in both current and preferred situation as weel as by good right culture type which is aligned with the executives talent in PT XYZ. This study based on the Organizational Culture Assessment Instrument (OCAI) built upon a theoretical model called the “Competing Values Framework”. This framework refers to whether an organization has predominant internal or external focus and whether it strives for flexibility or stability. Moreover, the purpose of the OCAI is to assess six key dimensions of organization culture. The results of this study showed that current organization culture is Hierarchy which is driven by efficiency, consistency and uniformity values. However, the preferred or the should be organization culture is Market which is driven by goal achievement and competitiveness values. Fortunately, the PT XYZ’s executive talent have align with preferred culture so that it can ease to develop new organization culture. Several initiatives can be purposed to manage the change of the corporate culture. The initiatives consist of leadership role alignment, consistent communication, improve employees capability and optimize systems and procedures.

scholarly journals Defining the differences in corporate culture in wood-processing and forest enterprises

BioResources ◽  
2020 ◽  
Vol 15 (2) ◽  
pp. 3320-3343
Author(s):  
Silvia Lorincová ◽  
Katarína Stachová ◽  
Zdenko Stacho ◽  
Zuzana Joniaková ◽  
Jana Blštáková ◽  
...  
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Organizational Leadership ◽  
Corporate Culture ◽  
Research Output ◽  
Assessment Instrument ◽  
Wood Processing ◽  
Strategic Goals ◽  
Forest Enterprises ◽  
A Company

Corporate culture represents a personality of a company. Suitable corporate culture should be a summary of behavior and action of the company as a whole and its individual employees on their way to achieving the strategic goals of the company. Using the Organizational Culture Assessment Instrument methodology, the corporate culture on a sample of 1,114 respondents in wood-processing and forest enterprises in Slovakia is defined and compared. The hypothesis that there were statistically significant differences between wood-processing and forest enterprises in individual components of corporate culture is confirmed in the paper. The differences in the perception of corporate culture in the area of organizational leadership and criteria of success can be considered the research output. In the area of organizational leadership, there are significant differences in the respondents’ opinions. In the area of criteria of success, employees of the wood-processing enterprises preferred the success of these companies based on the development of human resources and teamwork. There were no significant differences in the area of overall corporate culture. Both groups of employees preferred clan corporate culture.

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