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Capter 10 leadership of culture 2
1. Chapter 10
LEADERSHIP OF CULTURE, ETHICS
AND DIVERSITY
Effective Leadership
Christofer F. Achua
Robert N. Lussier
2. ORGANIZATIONAL CULTURE
All organizations have a culture, whether they
acknowledge it or not.
An organization’s culture is manifested in
the values, norms, and expectation that
leaders preach and practice, and its
employee ‘s attitude and behavior, in
ethical standards and policy.
3. The Organizational Culture
• The culture :
• Culture is the characteristics of a particular group of
people, defined by everything from
language, religion, cuisine, social habits, music and
arts
(Kim Ann Zimmermann)
• Organizational culture :
• Organizational culture defines a normative order that
serves as a source of concistent behavior within
organization.
4. Organizational Culture
• Organizational culture is a system of shared
meaning held by members that distinguishes the
organization from other organization ( Stephen
Robbin)
• Budaya organisasi adalah suatu sistem nilai
(persepsi) bersama yang dianut oleh para
anggota organisasi yang dapat membedakan
organisasi/perusahaan itu berbeda dengan
organisasi/perusahaan lain
5. CULTURE (BUDAYA)
• Culture is that complex whole which includes
knowledge, beliefs, art, morals, law, customs, and
any other capabilities and habits acquired by man
as a member of soceity ( Stephen Robbin)
• Budaya adalah suatu nilai kesatuan yang utuh
yang dihasilkan oleh manusia sebagai anggota
masyarakat termasuk didalamnya
pengetahuan, kepercayaan, seni,hukum,adat
istiadat,kebiasaan dan segala daya kemampuan
yang dihasilkan mereka
• Budaya adalah suatu nilai-nilai yang
diolah, dikerjakan dan dikembangkan oleh
seseorang atau sekelompok orang
6. The essence of an organization’s culture ( Stephen Robbin)
• Innovation and risk taking
• Sejauh mana karyawan didorong agar inovatif dan berani mengambil resiko
• Attention to detail
• Sejauh mana karyawan diharapkan bekerja cermat, analitis dan emmperhatikan hal2
detail
• Outcome orientation
• Sejauh mana manajemen memusatkan perhatian pada hasil bukan hal yang bersifat
teknis
• People orientation
• Sejauh mana setiap keputusan manajemen memperhatikan dampaknya pada
karyawan
• Team orientation
• Sejauh mana pekerjaan dilakukan bersama dalam Tim bukan individual
• Aggressiveness
• Sejauh mana karyawan diharapkan kompetitif dan agresif bukannya santai
• Stability
• Sejauh mana perusahaan memantapkan dulu organisasi (status quo) bukannya
pertumbuhan
7. The power of culture
Two functions of culture in organization :
1. Creates internal unity
2. Help organization adapt to the external
environment
8. Internal Unity
• Culture provides organizational members with a way of making
sense of their daily lives
• Budaya telah mempengaruhi para karyawan dalam kehidupan sehari-hari terurtama di lingkungan
kerjanya ( contoh : sapta marga TNI)
• A supporting culture provides a system of informal rules and peer
pressures, which can be very powerful in determining
behavior, thus affecting organizational performance.
• Budaya merupakan aturan informal yang dipatuhi oleh pegawai tercermin dalam perilaku mereka
ketika berhadapan dengan sesama pegawai atau dalam menghadapi pelanggan dan sikap dan
perilaku tersebut mampu mempengaruhi secara positif kinerja perusahaan ( contoh : Kejujuran
sebagai Budaya organisasi Bluebird Taxi)
• Culture provides a shared understanding about the identify of
an organization
• Budaya ternyata mampu memberikan toleransi keberagaman sehingga memiliki saling pengertian
dan kebersamaan menuju keunggulan kinerja (contoh : Avon & Starbuck)
• A strong culture provides a value system in which to operate
and its promotes strong employee identification with the
organization’s vision,mission, goals and strategy.
• Budaya dalam organisasi telah terbukti memperkuat visi, misi dan tujuan organisasi serta
strategi keberhasilan pencapaian tujuan ( Contoh : Avon, Starbuck, Bluebird, TNI dll)
9. External Adaption
• Culture determines how the organization responds
to change in its external environment
• Budaya menentukan bagaimana organisasi merespon perubahan
dalam lingkungan eksternal
• Culture plays a role in informing and supporting
sense-making by employees when external changes
are severe enaugh to force members to re-evaluated
aspects of their organization identity and purpose.
• Budaya berperan dalam menginformasikan dan mendukung sikap
dan antisipasi perusahaan / karyawan ketika perubahan eksternal
dirasa cukup berat sehingga menekan para pegawai/ perusahaan
untuk mengevaluasi identitas organisasi , tujuan dan strategi
10. Characteristics of type of critical
culture
• Low performance culture
• Insular thinking - Cara berpikir yang ter isolasi
• Resistance to change - Menolak perubahan
• Politized internal environment - Unit kerja sebagai kerajaan
kecil
• Unhealthy promotion practice – promosi tidak sehat
• High performance culture
• Culture reinvorcement tools - Budaya sebagai alat penguatan
organisasi
• Intensely people oriented - berorientasi pada manusia
• Result oriented – berorientasi pada hasil
• Emphasis on achievement and excellence - Menekankan
pada prestasi dan keunggulan
12. Intensely People Oriented
• Treat employee with dignity and respect
• Grant employees enough autonomy to excel and contribute
• Cultivate a relationship with employees based on mutual respect
and interdependency
• Initiate unique one-to-one relationships with top performers
• Give increased responsibility to the best employee
• Implement mentor programs
• Celebrate employee achievement
• Hold manager at every level responsible for the growth and
development of the people who report to them
• Use the full range or rewards and punishment to enforce highr
performance standard
• Encourage employees to use their own initiative and creativity in
performing their jobs
• Set reasonable and clear performance stabdards for all employees
13. Result Oriented
• All employee set a goals
• There is commitment and motivation to achieve
a goals
• These goal used a basis for performance
evaluatioan and feedback
• Give awards to employees who successfully
reached the target (over target) in the form of
pins,buttons, badges, certificate, medals
14. Emphasis on achievement and
excellence
• Create an atmosphere in which there is
constructive pressure to be the best
• Management pursues policies and practices that
inspire people to do the best.
• Achieving excellence requires a corporate culture
that bring about presistent per unit cost
reduction, zero defect, improved product
quality, and extra ordinary customer services
15. Leadership actions for shaping
culture
• Leader shaping as role model
• Celebrating achievement
• Interacting face-to-face with rank-and-file
• Matching organizational Structure to Culture
• Matching HR paractice to culture
• Matching operating policies and practice to culture
• Creating a strategy-culture-fit
• Aligning reward/Incentive system with culture
• Matching work environment desig to culture
• Developing a written values statement
17. Karakteristik budaya organisasi ( Charles
Hamden & Turner)
• Individu dapat menciptakan budaya organisasi dengan
gagasan, perasaan dan informasi yang dilaksanakan secara
konsisten
• Budaya organisasi dapat memberikan keunggulan yang
didapatkan ( rewarding excellence), yaitu mewujudkan
kebutuhan organisasi dan para anggotanya
• Budaya organisasi merupakan “penegasan” tidak ada
organisasi yang memulai dengan “ketiadaan” anggota
organisasi memerlukan “diilhami” dengan keyakinan dan
penegasan terhadap sesuatu
• Budaya organisasi cenderung mendahulukan pemahaman
diri anggotanya sebelum kepada pelanggan
• Budaya organisasi harus merupakan kesamaan pandangan
para anggotanya
18. Starbuck’s Mission statement
Establish Starbuck as the premier purveyor of the finest
coffee in the world while maintaining our uncompromising
principles while we grow.
1. Provide a great work environment and treat each other with
respect and dignity
2. Embrace diversity as an essential component in the way we do
business
3. Apply the highest standards of excellence to
purchasing, roasting, and fresh delivery of our coffee
4. Develop enthusiastically satisfied customers all of the time
5. Contibute positivelly to our communities and our envorenment
6. Recognized thta profitability is essential to our future success.
19. Ada 5 orientasi budaya organisasi yang
diadaptasi dan diaplikasikan oleh pemilik
starbuck yaitu:
1. Make it your own
2. Everything matters
3. Suprise and delight
4. Embrace resistance
5. Leave your mark
20. Sources :
1. Starbuck Corporate Culture, Katies Brindley, Michelle
Grant, Evangelita Nez, Ryan S – University of Phoenix.
2. The Starbuck Experience - Joseph Michelli
21. BLUEBIRD TAXI
• Visi
• ‘Menjadi Perusahaan yang mampu bertahan dan
mengedepankan kualitas untuk memastikan kesejahteraan
yang berkelanjutan bagi para stakeholder’
• Misi
• ‘Tujuan kita adalah tercapainya kepuasan pelanggan, dan
mengembangkan serta mempertahankan diri sebagai
pemimpin pasar di setiap kategori yang kita masuki. Dalam
transportasi darat, kita menyediakan layanan yang handal, dan
berkualitas tinggi dengan penggunaan sumber daya yang
efisien dan kita melakukannya sebagai satu tim yang utuh.’
22. ORGANIZATIONAL CULTURE
Bluebird Taxi
• SAFE, COMFORTABLE, EASY AND PERSONALIZED
• ANDAL ( AMAN, NYAMAN, MUDAH DAN PERSONALIZED)
• KEY SUCCESS IS HONESTY
• KEJUJURAN KUNCI KESUKSESAN
24. Types of Organizational Culture
• Cooperative Culture :
• Leadership belief in strong, mutually reinforcing exchanges and linkages
between employee and department ( the goal : policies,procedures, standards
to encorage cooperations, teamwork, power sharing among the employee)
• Adaptive Culture :
• Leadership belief in active monitoring of the external environment for
emerging opportunities and threats ( Made up policies,procedures and practice
support employee ability to respond quickly to changing environmental
conditions.)
• Competitive Culture :
• Leadership that encourages and values a highly competitive work
environment (policies,procedures and work practice, rules and task are
designed to foster both internal competition ( employee vs
emplooye, department vs department, division vs division)and external
competition ( company vs company)
• Bureaucratic Culture :
• Leadership that values order, stability, status, and efficiency ( set
rules, policies and procedures which ensure an orderly way of business way.)
25. Valued-Based Leadership
• Values : generalized belief or behavior that are
considered by an individual or a group to be
important
• Value based leadership examines the influence
of an executive’s value upon the strategic
development of organization.
• A leader’s decision and actions reflect his or her
personal values and belief.
26. The leader’s role in Advocating Ethical Behavior
The successfull companies are distinguished by their
commitment to strong organizational values that
emphasize ethical behavior.
(International Journal of Public Administration – March 2008)
The tools available leaders to use in enforcing ethical
behavior :
Code of Ethics
Ethics Committe
Training Programs
Disclosure mechanism
27. Perubahan budaya korporat dapat terjadi
apabila :
• Budaya yang sudah ada tidak sesuai lagi dengan
18/04/2013
lingkungannya
• Organisasi akan selalu bersifat kompetitif dan
Broto MP STPPH 2010
berubah
• Organisasi yang berkembang sangat pesat
• Organisasi tidak mampu berkembang
28. The impact of globalization on diversity
The factor that had led companies to value and
manage diversity is globalization
The economies of the world is interconnected
Corporations are becaming increasingly global
Globalizations has led firms to
originated,produce, and market their products
and services worldwide.
Global labor market is emerging (dominated India
and China)
29. Promoting Diversity
• The opportunity to learn from one another,
• Achieve better business performance
• Connect with the widest range of consumers.
• To deliver our business goals, it is vital we have people with the
right talent, skills and creativity.
• Develop their full potential,
• Understand and respond - better and faster
• Diverse thinking across all levels and functions.
(From : Chapter 7)
30. Reason for embracing diversity
Diversity makes for business good . -- Academic of Management Review
(2007)
• Embracing diversity can offer a company a marketing
advantage
• Embracing diversity can help a company to develop and
retain talented people.
• Embracing diversity can be cost effective.
• Embracing diversity may provide a broader and deeper
base of creative problem solving and decision making.
Note : Despite its benefit, diversity can also bring about
negative outcomes if not effectively managed (damage
morale, increase turnover, conflict and communication
barrier)
31. Obstacle to Achieving Diversity
oStereotypes and Prejudice
o Tendency to form of adverse opinion, assumpiton without
evidence (gender, race, religion, ethnicity)
oEthnocentrism
o The belief that one’s own group or sub culture is naturally
superior to other groups and cultures
oPolicies and Practices
o Organizational policy and practices agains maintaining a diverse
workforce.
oThe Glass ceiling
o Therefore an invisible barrier that separates women and
minorities from top leadership positions.
oUndfriendly Work Environment
o Work environment for many minorities is a lonely, unfriendly and
stressfull place
32. The factors related to Diversity Success
TOP MANAGEMENT SUPPORT AND COMMITMENT
Support and commitment of senior management / CEO is critical to the
success of diversity
CORPORATE PHILOSOPHY
Corporate philosophy is a strategic imperative strives to embed
diversity into daily practices and procedures operations
PRO-DIVERSITY HUMAN RESOURCES PRACTICES
The HR department is the gateway throgh which teh employees pass in
order to become members of an organizations
ORGANIZATIONAL COMMUNICATION ON DIVERSITY
Organizational effort to communicate the message of diversity are
important factors for diversity success (nesletter,poster,calendars etc)
INCLUDING DIVERSITY AS A CRITERIA FOR MEASURING SUCCESS
Put the diversity objectives are included among the criteria to
measuring managerial performance.
