LINGKUNGAN DAN BUDAYA ORGANISASI

1. LINGKUNGAN DAN BUDAYA ORGANISASI Chapter 3

2. LINGKUNGAN ORGANISASI • Lingkungan manajerial adalah lingkungan internal dan eksternal yang mampu mempengaruhi kinerja manajer dalam organisasi

3. LINGKUNGAN ORGANISASI • General environment – affects indirectly • Task environment • Affects directly • Influences operations and performances • Internal environment – elements within the organization’s boundaries

4. LINGKUNGANORGANISASI 1. Lingkungan Internal Organisasi (Internal Environment) yaitu Lingkungan yang berada di dalam organisasi yang terdiri dari karyawan, manajemen dan budaya organisasi 2. Lingkungan Eksternal Organisasi/ Lingkungan Organisasi (Organizational Environment) yaitu meliputi semua elemen yang berada di luar organisasi tetapi berpotensi mempengaruhi organisasi. Lingkungan ini terdiri atas : a. Lingkungan Umum (General Environment) merupakan Lapisan lingkungan eksternal yang mempengaruhi organisasi secara tidak langsung. Termasuk dalam lingkungan ini antara lain dimensi internasional, teknologi, sosiokultur, ekonomi dan legal politik. b. Lingkungan Tugas (Task Environment) yaitu Lapisan lingkungan eksternal yang secara langsung mempengaruhi operasi dan kinerja organisasi. Lingkungan ini meliputi pesaing, pemasok, pelanggan dll.

5. Organizational Environments Technological General Environment Technological Customers Socio-Cultural International Task Environment Employees Labor Market Competitors Culture Management Suppliers Internal Environment Economic Legal/Political Suppliers

6. International Dimension Dimensi internasional merepresentasikan peristiwa-peristiwa yang berasal dari negara lain dan mempengaruhi organisasi di suatu negara. Di era globalisasi, dimensi internasional dapat memunculkan : • kompetitor baru • pelanggan baru • supplier baru, • serta membentuk trend sosial, teknologi, dan ekonomi

7. Technological Dimension • Scientific and technological advances • Specific industries • Society at large • Impact • Competition • Relationship with Customers • Medical advances • Nanotechnology advances

8. DIMENSI TEKNOLOGI • Dimensi teknologi termasuk ilmu pengetahuan dan kemajuan teknologi di suatu bidang industri atau masyarakat secara umum. • Dimensi ini banyak mempengaruhi perubahan-perubahan besar atas organisasi aneka industri. • Dua puluh tahun lalu, suatu organisasi paling banter punya 1 PC desktop. Sekarang,ada jaringan komputer, akses internet, video conferencing, telepon seluler, website, dan laptop. Bahkan, teknologi tersebut kini sudah jadi standar harian. • Misal lainnya adalah perkembangan buku digital, TV digital, Surat kabar Digital dll

9. Socio-Cultural Dimension • Dimension of the general environment • Demographic characteristics • Norms • Customs • Values

10. Economic Dimension • General economic health • Consumer purchasing power • Unemployment rate • Interest rates • Recent Trends • Frequency of mergers and acquisitions • Small business sector vitality

11. Task Environment Sectors that have a direct working relationship with the organization • Customers • Competitors • Suppliers • Labor Market

12. Labor Market Forces Labor Market Forces Affecting Organizations today • Growing need for computer literate information technology workers • Necessity for ongoing investment in human resources – recruitment, education, training • Effects of international trading blocks, automation, outsourcing, shifting facility locations upon labor dislocations

13. Adopting to the Environment • Boundary-spanning • Inter-organizational partnerships • Mergers or joint ventures

14. External Environment and Uncertainty High Adapt to Environment High Uncertainty Rate of Change in Factors in Environment Low Uncertainty Low High Low Number of Factors in Organization Environment

15. Competitive Intelligence - CI • What - Activities to get as much information as possible about one’s rivals • Where - Web sites, commercial databases, financial reports, market activities, news clippings, trade publications, personal contacts • Why – Spot potential threats or opportunities Ethical Dilemma: Competitive Intelligence Predicament, P. 105

16. Interorganizational Partnerships Shift in paradigm • Trust, value added to both sides • Equity, fair dealing, everyone profits • E-business links to share information and conduct digital transactions • Close coordination; virtual teams and people on site • Involvement in partner’s product design and production • Long-term contracts • Business assistance goes beyond the contract

17. Levels of Corporate Culture Culture that can be seen at the surface level Visible 1. Artifacts, such as dress, office layout, symbols, slogans, ceremonies Invisible Deeper values and shared understandings held by organization members 2. Expressed values, such as “The Penney Idea,” “The HP Way” 3. Underlying assumptions and deep beliefs, such as “people are lazy and can’t be trusted”

18. Visible Manifestations • Symbols • Stories • Heroes • Slogans • Ceremonies

19. Environment and Culture • A big influence on internal corporate culture is the external environment • Cultures can vary widely across organizations • Organizations within same industry reveal similar cultural characteristics Experiential Exercise: Working in an Adaptive Culture, p. 104

20. Corporate Culture Adaptability Adaptive Culture Unadaptive Culture Managers tend to behave somewhat insularly, politically, and bureaucratically. As a result, they do not change their strategies quickly to adjust to or take advantage of changes in their business environments. Visible Behavior Managers pay close attention to all their constituencies, especially customers, and initiate change when needed to serve their legitimate interests, even if it entails taking some risks. Managers care mainly about themselves, their immediate work group, or some product (or technology) associated with that work group. They value the orderly and risk-reducing management process much more highly than leadership initiatives. Managers care deeply about customers, stockholders, and employees. They strongly value people and processes that can create useful change (e.g., leadership initiatives up and down the management hierarchy). Expressed Values Source: John P. Kotter and Jmaes L. Heskett, Corporate Culture and Performance (New York, The Free Press, 1992), 51.

21. Four Types of Corporate Cultures Needs of the Environment Flexibility Stability External Achievement Culture Adaptability Culture Strategic Focus Involvement Culture Consistency Culture Internal

22. Cultural Leadership • Articulates a visionthat employees can believe in • Defines and communicates central values that employees believe in • Values are tied to a clear and compelling mission, or core purpose • Heeds the day-to-day activities that reinforce the cultural vision – work procedures and reward systems match and reinforce the values

23. High-Performance Culture Creating and maintaining a high-performance culture in today’s turbulent environment and changing workplace is not easy. • Managers widely communicate their cultural values through their words and particularly their actions • Value statements that are not reinforced by management behavior are meaningless or even harmful for employees and the organization • Cultural leaders uphold their commitment to values during difficult times or crises.