- Kelompok Selatan includes several organizations: ARIA, ABI, ATIS, MESYA, KRISMA, FIFIE, and IKA. - Culture emerges in new groups through interactions between individuals and shared experiences. As groups grow larger, culture develops through smaller subgroups. - A new group's culture is formed through originating events that bring people together and shared experiences that create norms around tasks and relationships. Founders and early leaders play a key role in establishing the initial culture through their beliefs, vision, and ways of structuring the group.

1. Kelompok Selatan
• ARIA
• ABI
• ATIS
• MESYA
• KRISMA
• FIFIE
• IKA

2. HoW CuLtUrE EmErGes InNeW GrOuPs
Chapter 12

3. How Culture Emerges In New Group
Organisasi membawa penciptaan kebudayaan baru ke dalamsetiap individu – individu berdasarkan pengalaman yang sudahatau akan terjadi di Dalam suatu kelompok kecil. Jadipembentukan budaya baru pada kenyataannya, diperlukan untukmemahami bagaimana budaya dapat berkembang dalamorganisasi besar melalui kelompok kecil dengan cara interaksi(bertukar pikiran) dengan sesama individu untuk dapat lebihberkembang memahami proses pembelajaran kebudayaan dankepemimpinan dalam suatu organisasi.

4. Group Formation Through Originating
And Event Marker Events
Untuk mengamati dan menganalisis bagaimana budaya dimulai, bagaimanasuatu 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 yangtidak saling mengenal untuk membentuk mikrokultur. Selain itu juga untukdapat membentuk dan mengembangkan budaya yang positif antar sesama
pegawai agar terbentuk hubungan komunikasi dan berbudaya yang baik di
dalam organisasi.

5. 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.

6. 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
g

7. 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

8. 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

9. 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

10. The over personal
Others are the counter personal
Made anxious by the implied level of intimacy
Most active guardians of the group harmony image
Group Intimacy

11. 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

12. Revealing the Asumption
▪ Liking each other is not thegoal of this group
▪ Accept each other enough toenable learning and joint taskperformance
▪ Crucial learning: a personcan accept and work withanother person withouthaving to like him/her.

13. Two Basic Mechanism of Learning
Involved
▪ Positive problem solving ▪ Anxiety avoidance

14. 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

15. Stage 4 : Group Maturity
▪ The more the group hasshared emotionallyintense experiences,the stronger the cultureof that group will be
▪ Know who it is, what’sthe role, how toaccomplish mission,how to conduct itsaffair
▪ Taken for granted

16. 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
s that works gradually become cultural

17. HOW FOUNDERS /LEADERS CREATEORGANIZATIONALCULTURE
Chapter 13

18. CULTURE BEGINNIGS THROUGH FOUNDER / LEADER ACTION
Sources of Cultures
• The belief, values, and assumptions of the founder
• The learning experiences of group members
as the organizations evolve
• New belief, values, and assumptions
brought in by new members

19. 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) wasa Hungarian-born Canadian businessman, investor and
philanthropist. He was an immigrant to Canada who
transformed the grocery store founded by hismother, Steinberg's Supermarket.
Samuel Steinberg

20. 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 mainculture carriers departs

21. CULTURE CREATION
(Fred Smithfield Enterprises Case)

22. Ken Olsen / DECKen Olsen / DEC
www.pcmag.com

25. Organization became larger and more complex
Less time to negotiateLess time to negotiate
Each other didn’t know each other
Dicipline or Freedom ?

30. Summary &
Conclusions
▪ Organizations begin to create cultures through the action of founders orOrganizations begin to create cultures through the action of founders or
early leadersearly 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

31. THANK YOU