Management

ninth editionninth edition

STEPHEN P. ROBBINSSTEPHEN P. ROBBINS

PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie CookThe University of West AlabamaThe University of West Alabama

MARY COULTERMARY COULTER

© 2007 Prentice Hall, Inc. © 2007 Prentice Hall, Inc. All rights reserved.All rights reserved.

Organizational Culture Organizational Culture and Environment:and Environment:The ConstraintsThe Constraints

ChapterChapter

33

© 2007 Prentice Hall, Inc. All rights reserved. 3–2

L E A R N I N G O U T L I N E L E A R N I N G O U T L I N E Follow this Learning Outline as you read and study this chapter.Follow this Learning Outline as you read and study this chapter.

•The Manager: Omnipotent or SymbolicThe Manager: Omnipotent or Symbolic

• Contrast the action of manager according to the Contrast the action of manager according to the omnipotent and symbolic views.omnipotent and symbolic views.

• Explain the parameters of managerial discretion.Explain the parameters of managerial discretion.

•The Organization’s CultureThe Organization’s Culture

• Describe the seven dimensions of organizational culture.Describe the seven dimensions of organizational culture.

• Discuss the impact of a strong culture on organizations Discuss the impact of a strong culture on organizations and managers.and managers.

• Explain the source of an organization’s culture.Explain the source of an organization’s culture.

• Describe how culture is transmitted to employees.Describe how culture is transmitted to employees.

• Describe how culture affects managers.Describe how culture affects managers.


L E A R N I N G O U T L I N E (cont’d) L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter.Follow this Learning Outline as you read and study this chapter.

•Current Organizational Cultural Issues Facing Current Organizational Cultural Issues Facing ManagersManagers

• Describe the characteristics of an ethical culture, an Describe the characteristics of an ethical culture, an innovative culture, and a customer-responsive culture.innovative culture, and a customer-responsive culture.

• Discuss why workplace spirituality seems to be an Discuss why workplace spirituality seems to be an important concern.important concern.

• Describe the characteristics of a spiritual organization.Describe the characteristics of a spiritual organization.


L E A R N I N G O U T L I N E (cont’d) L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter.Follow this Learning Outline as you read and study this chapter.

•The Environment (cont’d)The Environment (cont’d)

• Describe the components of the specific and general Describe the components of the specific and general environments.environments.

• Discuss the two dimensions of environmental Discuss the two dimensions of environmental uncertainty.uncertainty.

• Identify the most common organizational stakeholders.Identify the most common organizational stakeholders.

• Explain the four steps in managing external stakeholder Explain the four steps in managing external stakeholder relationships.relationships.


The Manager: Omnipotent or Symbolic?The Manager: Omnipotent or Symbolic?

• Omnipotent View of ManagementOmnipotent View of Management Managers are directly responsible for an Managers are directly responsible for an

organization’s success or failure.organization’s success or failure.

The quality of the organization is determined by the The quality of the organization is determined by the quality of its managers.quality of its managers.

Managers are held accountable Managers are held accountable for an organization’s performance for an organization’s performance yet it is difficult to attribute yet it is difficult to attribute good or poor performance good or poor performance directly to their influence directly to their influence on the organization.on the organization.

Manajer: Mahakuasa atau simbolik?Manajer: Mahakuasa atau simbolik?

• Mahakuasa View of Management Mahakuasa View of Management • Manajer secara langsung bertanggung jawab Manajer secara langsung bertanggung jawab

atas keberhasilan atau kegagalan organisasi. atas keberhasilan atau kegagalan organisasi. • Kualitas organisasi ditentukan oleh kualitas Kualitas organisasi ditentukan oleh kualitas

manajernya. manajernya. • Manajer harus bertanggung jawab? Untuk Manajer harus bertanggung jawab? Untuk

kinerja organisasi? Namun sulit untuk atribut? kinerja organisasi? Namun sulit untuk atribut? Kinerja yang baik atau buruk? Langsung ke Kinerja yang baik atau buruk? Langsung ke pengaruh mereka? Pada organisasi.pengaruh mereka? Pada organisasi.



The Manager: Omnipotent or Symbolic?The Manager: Omnipotent or Symbolic?

• Symbolic View of ManagementSymbolic View of Management Much of an organization’s success or failure is due to Much of an organization’s success or failure is due to

external forces outside of managers’ control.external forces outside of managers’ control.

The ability of managers to affect outcomes is The ability of managers to affect outcomes is influenced and constrained by external factors.influenced and constrained by external factors. The economy, customers, governmental policies, The economy, customers, governmental policies,

competitors, industry conditions, competitors, industry conditions, technology, and the actions of technology, and the actions of previous managersprevious managers

Managers symbolize control and Managers symbolize control and influence through their action.influence through their action.

Manajer: Mahakuasa atau simbolik?Manajer: Mahakuasa atau simbolik?

• Simbolis View of Management Simbolis View of Management Sebagian besar keberhasilan atau kegagalan suatu Sebagian besar keberhasilan atau kegagalan suatu

organisasi adalah karena kekuatan eksternal di luar organisasi adalah karena kekuatan eksternal di luar kendali manajer. kendali manajer.

Kemampuan manajer untuk mempengaruhi hasil Kemampuan manajer untuk mempengaruhi hasil dipengaruhi dan dibatasi oleh faktor eksternal. dipengaruhi dan dibatasi oleh faktor eksternal.

Ekonomi, pelanggan, kebijakan pemerintah, pesaing, kondisi Ekonomi, pelanggan, kebijakan pemerintah, pesaing, kondisi industri,? Teknologi, dan tindakan manajer? Sebelumnya industri,? Teknologi, dan tindakan manajer? Sebelumnya

Manajer melambangkan kendali dan pengaruh? Manajer melambangkan kendali dan pengaruh? Melalui tindakan mereka.Melalui tindakan mereka.



Exhibit 3–1Exhibit 3–1 Parameters of Managerial DiscretionParameters of Managerial Discretion


The Organization’s CultureThe Organization’s Culture

• Organizational CultureOrganizational Culture A system of shared meanings and common beliefs A system of shared meanings and common beliefs

held by organizational members that determines, in a held by organizational members that determines, in a large degree, how they act towards each other.large degree, how they act towards each other.

““The way we do things around here.”The way we do things around here.” Values, symbols, rituals, myths, and practicesValues, symbols, rituals, myths, and practices

Implications:Implications: Culture is a perception.Culture is a perception.

Culture is shared.Culture is shared.

Culture is descriptive.Culture is descriptive.

Budaya OrganisasiBudaya Organisasi

• Budaya Organisasi Budaya Organisasi Sebuah sistem makna bersama dan kepercayaan umum yang Sebuah sistem makna bersama dan kepercayaan umum yang

diselenggarakan oleh anggota organisasi yang menentukan, dalam diselenggarakan oleh anggota organisasi yang menentukan, dalam gelar besar, bagaimana mereka bertindak terhadap satu sama lain. gelar besar, bagaimana mereka bertindak terhadap satu sama lain.

"Cara kita melakukan sesuatu di sini." "Cara kita melakukan sesuatu di sini."

Nilai-nilai, simbol, ritual, mitos, dan praktek-praktek Nilai-nilai, simbol, ritual, mitos, dan praktek-praktek

• implikasi: implikasi: Budaya adalah persepsi. Budaya adalah persepsi. Budaya dibagi. Budaya dibagi. Budaya adalah deskriptif.Budaya adalah deskriptif.



Exhibit 3–2Exhibit 3–2 Dimensions of Organizational CultureDimensions of Organizational Culture


Exhibit 3–3Exhibit 3–3 Contrasting Organizational CulturesContrasting Organizational Cultures

DimensionDimension Organization AOrganization A Organization BOrganization B

Attention to DetailAttention to Detail HighHigh LowLow

Outcome OrientationOutcome Orientation LowLow HighHigh

People OrientationPeople Orientation LowLow HighHigh

Team OrientationTeam Orientation LowLow HighHigh

AggressivenessAggressiveness LowLow HighHigh

StabilityStability HighHigh LowLow

Innovation and Risk TakingInnovation and Risk Taking LowLow HighHigh


Strong versus Weak CulturesStrong versus Weak Cultures

• Strong CulturesStrong Cultures Are cultures in which key values are deeply held and Are cultures in which key values are deeply held and

widely held.widely held. Have a strong influence on organizational members.Have a strong influence on organizational members.

• Factors Influencing the Strength of CultureFactors Influencing the Strength of Culture Size of the organizationSize of the organization Age of the organizationAge of the organization Rate of employee turnoverRate of employee turnover Strength of the original cultureStrength of the original culture Clarity of cultural values and beliefsClarity of cultural values and beliefs

Kuat dibandingkan Budaya LemahKuat dibandingkan Budaya Lemah

• Budaya yang kuat Budaya yang kuat Apakah budaya di mana nilai-nilai kunci yang Apakah budaya di mana nilai-nilai kunci yang

dipegang dan dimiliki oleh banyak pihak. dipegang dan dimiliki oleh banyak pihak. Memiliki pengaruh yang kuat pada anggota Memiliki pengaruh yang kuat pada anggota

organisasi. organisasi.

• Faktor yang Mempengaruhi Kekuatan Budaya Faktor yang Mempengaruhi Kekuatan Budaya Ukuran organisasi Ukuran organisasi Umur organisasi Umur organisasi Tingkat perputaran karyawan Tingkat perputaran karyawan Kekuatan dari budaya asli Kekuatan dari budaya asli Kejelasan nilai-nilai budaya dan keyakinanKejelasan nilai-nilai budaya dan keyakinan



Benefits of a Strong CultureBenefits of a Strong Culture

• Creates a stronger employee commitment to the Creates a stronger employee commitment to the organization.organization.

• Aids in the recruitment and socialization of new Aids in the recruitment and socialization of new employees.employees.

• Fosters higher organizational Fosters higher organizational performance by instilling and performance by instilling and promoting employee initiative.promoting employee initiative.

Manfaat Budaya KuatManfaat Budaya Kuat

• Membuat komitmen karyawan yang lebih kuat Membuat komitmen karyawan yang lebih kuat terhadap organisasi. terhadap organisasi.

• Aids dalam rekrutmen dan sosialisasi karyawan Aids dalam rekrutmen dan sosialisasi karyawan baru. baru.

• Memupuk organisasi? Kinerja yang lebih tinggi Memupuk organisasi? Kinerja yang lebih tinggi dengan menanamkan dan? Mempromosikan dengan menanamkan dan? Mempromosikan inisiatif karyawan.inisiatif karyawan.



Organizational CultureOrganizational Culture

• Sources of Organizational CultureSources of Organizational Culture The organization’s founderThe organization’s founder

Vision and missionVision and mission

Past practices of the organizationPast practices of the organization The way things have been doneThe way things have been done

The behavior of top management The behavior of top management

• Continuation of the Organizational CultureContinuation of the Organizational Culture Recruitment of like-minded employees who “fit”Recruitment of like-minded employees who “fit” SocializationSocialization of new employees to help them adapt of new employees to help them adapt

to the cultureto the culture

Budaya OrganisasiBudaya Organisasi

• Sumber Budaya Organisasi Sumber Budaya Organisasi Pendiri organisasi Pendiri organisasi

Visi dan Misi Visi dan Misi

Praktek-praktek masa lalu organisasi Praktek-praktek masa lalu organisasi Cara hal-hal yang telah dilakukan Cara hal-hal yang telah dilakukan

Perilaku manajemen puncak Perilaku manajemen puncak

• Kelanjutan dari Budaya Organisasi Kelanjutan dari Budaya Organisasi Perekrutan berpikiran karyawan yang "cocok" Perekrutan berpikiran karyawan yang "cocok" Sosialisasi karyawan baru untuk membantu mereka Sosialisasi karyawan baru untuk membantu mereka

beradaptasi dengan budayaberadaptasi dengan budaya



Exhibit 3–4Exhibit 3–4 Strong versus Weak Organizational CulturesStrong versus Weak Organizational Cultures


How Employees Learn CultureHow Employees Learn Culture

• StoriesStories Narratives of significant events or actions of people that convey Narratives of significant events or actions of people that convey

the spirit of the organizationthe spirit of the organization

• RitualsRituals Repetitive sequences of activities that express and reinforce the Repetitive sequences of activities that express and reinforce the

values of the organizationvalues of the organization

• Material SymbolsMaterial Symbols Physical assets distinguishing the organizationPhysical assets distinguishing the organization

• LanguageLanguage Acronyms and jargon of terms, phrases, and word meanings Acronyms and jargon of terms, phrases, and word meanings

specific to an organizationspecific to an organization

Bagaimana Karyawan Belajar BudayaBagaimana Karyawan Belajar Budaya

• cerita cerita Narasi peristiwa penting atau tindakan orang yang Narasi peristiwa penting atau tindakan orang yang

menyampaikan semangat organisasi menyampaikan semangat organisasi

• ritual ritual Sekuens berulang dari kegiatan yang Sekuens berulang dari kegiatan yang

mengungkapkan dan memperkuat nilai-nilai mengungkapkan dan memperkuat nilai-nilai organisasi organisasi

• Simbol Material Simbol Material Aset fisik membedakan organisasi Aset fisik membedakan organisasi

• bahasa bahasa Akronim dan jargon istilah, frasa, dan arti kata spesifik Akronim dan jargon istilah, frasa, dan arti kata spesifik

untuk sebuah organisasiuntuk sebuah organisasi© 2007 Prentice Hall, Inc. All rights reserved. 3–22

Dissa Melina 1310511083 UNIVERSITAS ANDALAS3–23

How Culture Affects ManagersHow Culture Affects Managers

• Cultural Constraints on ManagersCultural Constraints on Managers Whatever managerial actions the organization Whatever managerial actions the organization

recognizes as proper or improper on its behalfrecognizes as proper or improper on its behalf

Whatever organizational activities the organization Whatever organizational activities the organization values and encouragesvalues and encourages

The overall strength or weakness of the The overall strength or weakness of the organizational cultureorganizational culture

Simple rule for getting ahead in an organization:Simple rule for getting ahead in an organization:

Find out what the organization rewards and do those things.Find out what the organization rewards and do those things.

Bagaimana Budaya Mempengaruhi Bagaimana Budaya Mempengaruhi ManajerManajer• Kendala budaya pada Manajer Kendala budaya pada Manajer

Apapun tindakan manajerial organisasi mengakui Apapun tindakan manajerial organisasi mengakui sebagai tepat atau tidak tepat atas namanya sebagai tepat atau tidak tepat atas namanya

Apapun kegiatan organisasi nilai-nilai organisasi dan Apapun kegiatan organisasi nilai-nilai organisasi dan mendorong mendorong

Keseluruhan kekuatan atau kelemahan dari budaya Keseluruhan kekuatan atau kelemahan dari budaya organisasi? organisasi?

• Aturan sederhana untuk semakin maju dalam Aturan sederhana untuk semakin maju dalam suatu organisasi: suatu organisasi: Cari tahu apa imbalan organisasi dan melakukan hal-Cari tahu apa imbalan organisasi dan melakukan hal-

hal.hal.



Exhibit 3–5Exhibit 3–5 How an Organization’s Culture Is Established How an Organization’s Culture Is Established and Maintainedand Maintained


Exhibit 3–6Exhibit 3–6 Managerial Decisions Affected by CultureManagerial Decisions Affected by Culture

• Planning

• The degree of risk that plans should contain

• Whether plans should be developed by individuals or teams

• The degree of environmental scanning in which management will engage

• Organizing

• How much autonomy should be designed into employees’ jobs

• Whether tasks should be done by individuals or in teams

• The degree to which department managers interact with each other

Bukti 3-6 Keputusan Manajerial Terkena Bukti 3-6 Keputusan Manajerial Terkena BudayaBudaya• perencanaan perencanaan

Tingkat risiko bahwa rencana harus berisi Tingkat risiko bahwa rencana harus berisi Apakah rencana harus dikembangkan oleh individu atau tim Apakah rencana harus dikembangkan oleh individu atau tim Tingkat pemindaian lingkungan di mana manajemen akan Tingkat pemindaian lingkungan di mana manajemen akan

terlibat terlibat • pengorganisasian pengorganisasian

Berapa banyak otonomi harus dirancang ke dalam pekerjaan Berapa banyak otonomi harus dirancang ke dalam pekerjaan karyawan karyawan

Apakah tugas-tugas yang harus dilakukan oleh individu atau Apakah tugas-tugas yang harus dilakukan oleh individu atau dalam tim dalam tim

Sejauh mana manajer departemen berinteraksi satu sama lainSejauh mana manajer departemen berinteraksi satu sama lain



Exhibit 3–6Exhibit 3–6 Managerial Decisions Affected by Culture (cont’d)Managerial Decisions Affected by Culture (cont’d)

• Leading

• The degree to which managers are concerned with increasing employee job satisfaction

• What leadership styles are appropriate

• Whether all disagreements—even constructive ones—should be eliminated

• Controlling

• Whether to impose external controls or to allow employees to control their own actions

• What criteria should be emphasized in employee performance evaluations

• What repercussions will occur from exceeding one’s budget

• terkemuka terkemuka Sejauh mana manajer prihatin dengan meningkatnya kepuasan Sejauh mana manajer prihatin dengan meningkatnya kepuasan

kerja karyawan kerja karyawan Apa gaya kepemimpinan yang sesuai Apa gaya kepemimpinan yang sesuai Apakah semua perbedaan pendapat-bahkan konstruktif yang-Apakah semua perbedaan pendapat-bahkan konstruktif yang-

harus dihilangkan harus dihilangkan • mengontrol mengontrol

Apakah untuk menerapkan kontrol eksternal atau untuk Apakah untuk menerapkan kontrol eksternal atau untuk memungkinkan karyawan untuk mengontrol tindakan mereka memungkinkan karyawan untuk mengontrol tindakan mereka sendiri sendiri

Kriteria apa yang harus ditekankan dalam evaluasi kinerja Kriteria apa yang harus ditekankan dalam evaluasi kinerja karyawan karyawan

Dampak apa yang akan terjadi dari melebihi anggaran Dampak apa yang akan terjadi dari melebihi anggaran seseorangseseorang



Organization Culture IssuesOrganization Culture Issues

• Creating an Ethical Creating an Ethical CultureCulture High in risk toleranceHigh in risk tolerance Low to moderate Low to moderate

aggressivenessaggressiveness Focus on means as Focus on means as

well as outcomeswell as outcomes

• Creating an Innovative Creating an Innovative CultureCulture Challenge and Challenge and

involvementinvolvement FreedomFreedom Trust and opennessTrust and openness Idea timeIdea time Playfulness/humorPlayfulness/humor Conflict resolutionConflict resolution DebatesDebates Risk-takingRisk-taking

Isu Budaya OrganisasiIsu Budaya Organisasi

• Menciptakan Budaya Menciptakan Budaya Etis Etis Tinggi toleransi risiko Tinggi toleransi risiko Rendah sampai Rendah sampai

sedang agresivitas sedang agresivitas Fokus pada sarana Fokus pada sarana

serta hasilserta hasil

• Menciptakan Budaya Menciptakan Budaya Inovatif Inovatif Tantangan dan Tantangan dan

keterlibatan keterlibatan kebebasan kebebasan Kepercayaan dan Kepercayaan dan

keterbukaan keterbukaan waktu Idea waktu Idea Main-main / humor Main-main / humor resolusi konflik resolusi konflik debat debat Risk-takingRisk-taking



Exhibit 3–7Exhibit 3–7 Suggestions for Managers: Creating a More Ethical CultureSuggestions for Managers: Creating a More Ethical Culture

• Be a visible role model.

• Communicate ethical expectations.

• Provide ethics training.

• Visibly reward ethical acts and punish unethical ones.

• Provide protective mechanisms so employees can discuss ethical dilemmas and report unethical behavior without fear.

• Menjadi panutan terlihat. Menjadi panutan terlihat. • Komunikasikan harapan etis. Komunikasikan harapan etis. • Memberikan pelatihan etika. Memberikan pelatihan etika. • Tampak menghargai tindakan etis dan Tampak menghargai tindakan etis dan

menghukum yang tidak etis. menghukum yang tidak etis. • Menyediakan mekanisme protektif sehingga Menyediakan mekanisme protektif sehingga

karyawan dapat mendiskusikan dilema etika dan karyawan dapat mendiskusikan dilema etika dan melaporkan perilaku tidak etis tanpa takut.melaporkan perilaku tidak etis tanpa takut.



Organization Culture Issues (cont’d)Organization Culture Issues (cont’d)

• Creating a Customer-Responsive CultureCreating a Customer-Responsive Culture Hiring the right type of employees (ones with a strong Hiring the right type of employees (ones with a strong

interest in serving customers)interest in serving customers)

Having few rigid rules, procedures, and regulationsHaving few rigid rules, procedures, and regulations

Using widespread empowerment of employeesUsing widespread empowerment of employees

Having good listening skills in relating to customers’ Having good listening skills in relating to customers’ messagesmessages

Providing role clarity to employees to reduce Providing role clarity to employees to reduce ambiguity and conflict and increase job satisfactionambiguity and conflict and increase job satisfaction

Having conscientious, caring employees willing to Having conscientious, caring employees willing to take initiativetake initiative

• Menciptakan Budaya Pelanggan-Responsif Menciptakan Budaya Pelanggan-Responsif Mempekerjakan jenis hak karyawan (orang-orang Mempekerjakan jenis hak karyawan (orang-orang

dengan minat yang kuat dalam melayani pelanggan) dengan minat yang kuat dalam melayani pelanggan) Memiliki beberapa aturan yang kaku, prosedur, dan Memiliki beberapa aturan yang kaku, prosedur, dan

peraturan peraturan Menggunakan pemberdayaan meluas karyawan Menggunakan pemberdayaan meluas karyawan Memiliki keterampilan mendengarkan yang baik dalam Memiliki keterampilan mendengarkan yang baik dalam

berhubungan dengan pesan pelanggan 'berhubungan dengan pesan pelanggan ' Memberikan kejelasan peran kepada karyawan untuk Memberikan kejelasan peran kepada karyawan untuk

mengurangi ambiguitas dan konflik dan meningkatkan mengurangi ambiguitas dan konflik dan meningkatkan kepuasan kerja kepuasan kerja

Memiliki teliti, karyawan peduli bersedia untuk Memiliki teliti, karyawan peduli bersedia untuk mengambil inisiatifmengambil inisiatif



Exhibit 3–8Exhibit 3–8 Suggestions for Managers: Creating a More Customer-Suggestions for Managers: Creating a More Customer-Responsive CultureResponsive Culture

• Hire service-contact people with the personality and attitudes consistent with customer service—friendliness, enthusiasm, attentiveness, patience, concern about others, and listening skills.

• Train customer service people continuously by focusing on improving product knowledge, active listening, showing patience, and displaying emotions.

• Socialize new service-contact people to the organization’s goals and values.

• Design customer-service jobs so that employees have as much control as necessary to satisfy customers.

• Empower service-contact employees with the discretion to make day-to-day decisions on job-related activities.

• As the leader, convey a customer-focused vision and demonstrate through decisions and actions the commitment to customers.

Saran untuk Manajer: Membuat Lebih Saran untuk Manajer: Membuat Lebih Pelanggan-Responsif BudayaPelanggan-Responsif Budaya• Mempekerjakan orang layanan-kontak dengan kepribadian dan sikap Mempekerjakan orang layanan-kontak dengan kepribadian dan sikap

yang konsisten dengan keramahan-layanan pelanggan, antusiasme, yang konsisten dengan keramahan-layanan pelanggan, antusiasme, perhatian, sabar, kekhawatiran tentang orang lain, dan keterampilan perhatian, sabar, kekhawatiran tentang orang lain, dan keterampilan mendengarkan. mendengarkan.

• Melatih layanan pelanggan orang terus-menerus dengan berfokus pada Melatih layanan pelanggan orang terus-menerus dengan berfokus pada peningkatan pengetahuan produk, mendengarkan secara aktif, peningkatan pengetahuan produk, mendengarkan secara aktif, menunjukkan kesabaran, dan emosi menampilkan. menunjukkan kesabaran, dan emosi menampilkan.

• Sosialisasi orang layanan-kontak baru dengan tujuan dan nilai-nilai Sosialisasi orang layanan-kontak baru dengan tujuan dan nilai-nilai organisasi. organisasi.

• Desain pekerjaan layanan pelanggan sehingga karyawan memiliki Desain pekerjaan layanan pelanggan sehingga karyawan memiliki banyak kontrol yang diperlukan untuk memuaskan pelanggan. banyak kontrol yang diperlukan untuk memuaskan pelanggan.

• Memberdayakan karyawan layanan kontak dengan keleluasaan untuk Memberdayakan karyawan layanan kontak dengan keleluasaan untuk membuat hari-hari keputusan tentang kegiatan yang berhubungan membuat hari-hari keputusan tentang kegiatan yang berhubungan dengan pekerjaan. dengan pekerjaan.

• Sebagai pemimpin, menyampaikan visi yang berfokus pada pelanggan Sebagai pemimpin, menyampaikan visi yang berfokus pada pelanggan dan menunjukkan melalui keputusan dan tindakan komitmen kepada dan menunjukkan melalui keputusan dan tindakan komitmen kepada pelanggan.pelanggan.

3–37


Spirituality and Organizational CultureSpirituality and Organizational Culture

•Workplace SpiritualityWorkplace Spirituality The recognition that people have an inner life that The recognition that people have an inner life that

nourishes and is nourished by meaningful work that nourishes and is nourished by meaningful work that takes place in the context of community.takes place in the context of community.

•Characteristics of a Spiritual OrganizationCharacteristics of a Spiritual Organization Strong sense of purposeStrong sense of purpose

Focus on individual developmentFocus on individual development

Trust and opennessTrust and openness

Employee empowermentEmployee empowerment

Toleration of employees’ expressionToleration of employees’ expression


Benefits of SpiritualityBenefits of Spirituality

• Improved employee productivityImproved employee productivity• Reduction of employee turnoverReduction of employee turnover• Stronger organizational performanceStronger organizational performance• Increased creativityIncreased creativity• Increased employee satisfactionIncreased employee satisfaction• Increased team performanceIncreased team performance• Increased organizational performanceIncreased organizational performance


Defining the External EnvironmentDefining the External Environment

• External EnvironmentExternal Environment Those factors and forces outside the organization that Those factors and forces outside the organization that

affect the organization’s performance. affect the organization’s performance.

• Components of the External EnvironmentComponents of the External Environment Specific environment:Specific environment: external forces that have a external forces that have a

direct and immediate impact on the organization.direct and immediate impact on the organization.

General environment:General environment: broad economic, socio- broad economic, socio-cultural, political/legal, demographic, technological, cultural, political/legal, demographic, technological, and global conditions that and global conditions that maymay affect the organization. affect the organization.


Exhibit 3–9Exhibit 3–9 The External EnvironmentThe External Environment


Exhibit 3–10Exhibit 3–10 Selected U.S. Legislation Affecting BusinessSelected U.S. Legislation Affecting Business

• Occupational Safety and Health Act of 1970

• Consumer Product Safety Act of 1972

• Equal Employment Opportunity Act of 1972

• Worker Adjustment and Retraining Notification Act of 1988

• Americans with Disabilities Act of 1990

• Civil Rights Act of 1991

• Family and Medical Leave Act of 1993

• Child Safety Protection Act of 1994

• U.S. Economic Espionage Act of 1996

• Electronic Signatures in Global and National Commerce Act of 2000

• Sarbanes-Oxley Act of 2002

• Fair and Accurate Credit Transactions Act of 2003


How the Environment Affects ManagersHow the Environment Affects Managers

• Environmental UncertaintyEnvironmental Uncertainty

The extent to which managers have knowledge of The extent to which managers have knowledge of and are able to predict change their organization’s and are able to predict change their organization’s external environment is affected by:external environment is affected by: Complexity of the environment:Complexity of the environment: the number of components the number of components

in an organization’s external environment.in an organization’s external environment.

Degree of change in environmental components:Degree of change in environmental components: how how dynamic or stable the external environment is.dynamic or stable the external environment is.


Exhibit 3–11Exhibit 3–11 Environmental Uncertainty MatrixEnvironmental Uncertainty Matrix


Stakeholder RelationshipsStakeholder Relationships

• StakeholdersStakeholders

Any constituencies in the organization’s environment Any constituencies in the organization’s environment that are affected by the organization’s decisions and that are affected by the organization’s decisions and actionsactions

• Why Manage Stakeholder Relationships?Why Manage Stakeholder Relationships?

It can lead to improved organizational performance.It can lead to improved organizational performance.

It’s the “right” thing to do given the interdependence It’s the “right” thing to do given the interdependence of the organization and its external stakeholders.of the organization and its external stakeholders.


Managing Stakeholder RelationshipsManaging Stakeholder Relationships

1.1. Identify the organization’s external Identify the organization’s external stakeholders.stakeholders.

2.2. Determine the particular interests and Determine the particular interests and concerns of the external stakeholders.concerns of the external stakeholders.

3.3. Decide how critical each external stakeholder Decide how critical each external stakeholder is to the organization.is to the organization.

4.4. Determine how to manage each individual Determine how to manage each individual external stakeholder relationship.external stakeholder relationship.


Exhibit 3–12Exhibit 3–12 Organizational StakeholdersOrganizational Stakeholders


Terms to KnowTerms to Know

• omnipotent view of omnipotent view of managementmanagement

• symbolic view of symbolic view of managementmanagement

• organizational cultureorganizational culture• strong culturesstrong cultures• socializationsocialization

• workplace spiritualityworkplace spirituality• external environmentexternal environment• specific environmentspecific environment• general environmentgeneral environment• environmental uncertaintyenvironmental uncertainty• environmental complexityenvironmental complexity• stakeholdersstakeholders

ninth editionninth edition

STEPHEN P. ROBBINSSTEPHEN P. ROBBINS

PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie CookThe University of West AlabamaThe University of West Alabama

MARY COULTERMARY COULTER

MANAJEMEN - STIE IEU YOGYAKARTA 49

PENGANTAR PENGANTAR MANAJEMENMANAJEMEN

Pertemuan Ke-3Pertemuan Ke-3

Budaya OrganisasiBudaya Organisasi dan Lingkungan organisasidan Lingkungan organisasiDiana Leli Indratno, S.E., M.M.

MANAJEMEN - STIE IEU YOGYAKARTA

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DeskripsiDeskripsi

Materi dalam pertemuan ke-3 ini Materi dalam pertemuan ke-3 ini merupakan materi yang berisi (merupakan materi yang berisi (a) a)

Budaya OrganisasiBudaya Organisasi dan Lingkungan dan Lingkungan OOrganisasirganisasi, dan (b) , dan (b) Mengelola dalMengelola dalam am

suatu Lingkungan Globalsuatu Lingkungan Global


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Tujuan Instruksional Tujuan Instruksional Khusus (TIK)Khusus (TIK)

Mahasiswa mampu Mahasiswa mampu menjelaskan menjelaskan Budaya Budaya

OrganisasiOrganisasi dan dan Lingkungan Lingkungan OOrganisasirganisasi




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Soal LatihanSoal Latihan

1.1. Apakah budaya organisasi itu ?Apakah budaya organisasi itu ?

2.2. Bandingkan budaya kuat dan budaya kuat. Bandingkan budaya kuat dan budaya kuat. Manakah yang akan memiliki dampak Manakah yang akan memiliki dampak lebih besar terhadap para manajer?lebih besar terhadap para manajer?

3.3. Apa yang dimaksud dengan lingkungan Apa yang dimaksud dengan lingkungan organisasi? Jelaskan lingkungan khusus organisasi? Jelaskan lingkungan khusus dan lingkungan umum organaisasi?dan lingkungan umum organaisasi?


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ReferensiReferensi

Robbins, Stephen P. & Coulter, Mary. 2002. Robbins, Stephen P. & Coulter, Mary. 2002. ManagementManagement, International Edition. , International Edition. Prentice-Hall International Inc, New Jersey.Prentice-Hall International Inc, New Jersey.

Terry, G. 1986. Terry, G. 1986. Asas-asas Manajemen.Asas-asas Manajemen. Penerbit Alumni, Bandung.Penerbit Alumni, Bandung.

Education

Management