Organizational culture mapping analysis through Organizational Culture Assessment (OCA)

Kartika Mega Tama

= http://dx.doi.org/10.20473/mkp.V32I22019.186-195
Abstract views = 877 times | downloads = 683 times

Abstract


Organization is characterized by the different senses of culture and uniqueness that distinguish one’s entity from others. Culture plays an important role in organization as a good culture can provide organization support to achieve goals. Organizational culture acts as a guideline for an individual’s daily behavior that will influence the decision-making process and provide direction for leaders and members to achieve organizational goals. In its creation, organizational culture was built according to organization circumstances. Organizational culture has important roles in the maintenance and development of the organization’s vision and mission. Organizational culture is an essential tool in the improvement of organizational performance and member capability. Therefore, there is an need for the Karawitan Dance Activity Unit (UKTK) of Universitas Airlangga to project the state of the existing and expected culture of the organization. By conducting cultural mapping, existing visions and missions of an organization can be transformed. Organizational culture was measured by the Organizational Culture Assessment (OCA) method. The measurement is held by distributing instruments and contains 20 questions. The questionnaire was distributed to both leaders and members of the UKTK Airlangga University and its aim was to identify the expected culture of the university relative to the reality of culture. The results of the questionnaire showed that respondents felt the culture at the UKTK is of a mechanistic nature. Similarly, the expected culture of the UKTK is of a mechanistic nature. The compatibility between cultural reality and expectations in the UKTK supports organizational goals. This situation can generate good relationships between the leaders and members of the UKTK Airlangga University which results in harmony throughout the organization. The existing mechanistic organizational culture can be seen as a strategy by which to achieve the objectives of the UKTK in Airlangga University. The results of the study can also strengthen the organizational culture as it can be a powerful means by which to control and increase the consistent behavior of members of the organization. In addition, the awareness of the existing organizational culture can facilitate the implementation of work programs agreed upon by the UKTK organization of Airlangga University.


Keywords


organizational culture; OCA (Organizational Culture Assessment); mechanistic culture

Full Text:

PDF

References


Astuti, A. D. D. (2013) Pemetaan Budaya Organisasi Menggunakan Organizational Culture Assessment Instrument (OCAI) pada PT.Perkebunan Nusantara XIII (PERSERO) Di Dumai. Universitas Atma Jaya Yogyakarta.

Cameron, K. S. and Quinn, R. E. (2006) ‘Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework (Rev. edition)’. San Fransisco: John Wiley & Sons.

Chatab, N. (2007) Profil Budaya Organisasi.

Helms Mills, J. C. . and Mills, A. . (2000) Handbook of Organizational Culture and Climate. California: Sage.

Iriani, R. P. (2010) IDENTIFIKASI DAN ANALISIS BUDAYA PERUSAHAAN DI PABRIK SCC & C (Spread Cooking Category and Culinary) PT UNILEVER INDONESIA TBK..pdf.

Kotter, J. P., and J. L. H. (1992) ‘Corporate Culture and Performance’.

Kusumaningtyas, Y. and Darmastuti, I. (2016) ‘Analisis Pemetaan Budaya Organisasi Menggunakan Organizational Culture Assessment Instrument ( Ocai ) Pada Fakultas’, 13.

Mahendra, S. (2013) ‘Hubungan Komunikasi Vertikal dengan Motivasi Kerja Karyawan PT. United Tracktor, Tbk. Samarinda’.

Michelle, A. (2006) ‘Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework’, Personnel Psychology. doi: 10.1111/j.1744-6570.2006.00052_5.x.

Prof. Dr. Sugiyono, M. P. (2013) Metode penelitian bisnis (pendekatan kuantitatif, kualitatif dan R&D).

Rangkuti, F. (2016) SWOT Balanced Scored: Teknik Menyusun Strategi Korporat yang Efektif plus Cara Mengelola Kinerja dan Resiko.

Reigle, R. F. (2003) Organizational culture assessment: Development of a descriptive test instrument, ProQuest Dissertations and Theses.

Robbins, S. and Judge, T. A. (2008) Perilaku Organisasi. 12th edn. Jakarta: Salemba Empat.

Tanadi, M. (2014) ‘E- Journal Graduate Unpar Pemetaan Budaya Organisasi di PT . Wisata Dewa Tour dan Travel tahun 2013 E- Journal Graduate Unpar’, 1(1), pp. 45–67.

UKTK (2018) Visi dan Misi UKTK Unair. Available at: http://uktk.ukm.unair.ac.id/2017/02/09/visi-dan-misi/.

Veithzal Rivai, E. J. S. (2014) ‘Manajemen Sumber Daya Manusia untuk Perusahaan: Dari Teori ke Praktik’. Jakarta: Rajawali Pers.

Winardi, J. (2003) Teori organisasi dan pengorganisasian. Jakarta: Raja Grafindo Persada.


Refbacks

  • There are currently no refbacks.


Copyright (c) 2019 Masyarakat, Kebudayaan dan Politik

Indexing by:

     

     

       

View MKP Stats

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License