Assumption about managing internal integration
Close to half of all top CEOs focus more energy into reshaping corporate culture and employee behavior than they do in monitoring company financials or customer relations.
“...bottom line results represent the cumulative results of highly involved workforces. But they would not have been possible without strong management support for the challenging effort to create and sustain a world-class culture.”
However - Organizational Culture develops whether you shape it or not. It is unlikely to fit your business strategy unless you shape it consciously. Seventy percent of 500 diversified corporations stated they lack the skill and knowledge
Pilih satu perusahaan yg termasuk 100 besar versi Fortune Indonesia atau Forbes atau Globe Asia
What-Pelajari perubahan budaya yg dulu (before) and sekarang (after).
Why-Faktor apa yg menyebabkan perubahan budaya?
How-Bagaimana perubahan itu dilakukan?
When-Kapan, berapa lama, berapa tahap?
Who-siapa saja yg terlibat?
Problem Solving Approach:
Do analysis; finding facts
Define the problems
Propose alternatives solution
Lesson learn for our company
Positive Reinforcement Approach:
Do analysis; finding facts
Define the most important and positive things
Propose ways to excel the great things more
Lesson learn for our company
Culture change is an HR issue only If the change is communicated frequently and loudly, the culture changes will occur
Culture ‘unfolds’ therefore you don’t need to plan for it or manage it
A group cannot accomplish tasks, survive, and grow if it cannot manage its internal relationships. Learning how to manage those internal relationships occurs at the same time that the group is accomplishing its tasks.
Because the processes that build and develop the group occur at the same time as the processes of problem solving and task accomplishment, ultimately the culture of the group will reflect both externally and internally oriented processes. These internal processes
“...bottom line results represent the cumulative results of highly involved workforces. But they would not have been possible without strong management support for the challenging effort to create and sustain a world-class culture.”
However - Organizational Culture develops whether you shape it or not. It is unlikely to fit your business strategy unless you shape it consciously. Seventy percent of 500 diversified corporations stated they lack the skill and knowledge
Pilih satu perusahaan yg termasuk 100 besar versi Fortune Indonesia atau Forbes atau Globe Asia
What-Pelajari perubahan budaya yg dulu (before) and sekarang (after).
Why-Faktor apa yg menyebabkan perubahan budaya?
How-Bagaimana perubahan itu dilakukan?
When-Kapan, berapa lama, berapa tahap?
Who-siapa saja yg terlibat?
Problem Solving Approach:
Do analysis; finding facts
Define the problems
Propose alternatives solution
Lesson learn for our company
Positive Reinforcement Approach:
Do analysis; finding facts
Define the most important and positive things
Propose ways to excel the great things more
Lesson learn for our company
Culture change is an HR issue only If the change is communicated frequently and loudly, the culture changes will occur
Culture ‘unfolds’ therefore you don’t need to plan for it or manage it
A group cannot accomplish tasks, survive, and grow if it cannot manage its internal relationships. Learning how to manage those internal relationships occurs at the same time that the group is accomplishing its tasks.
Because the processes that build and develop the group occur at the same time as the processes of problem solving and task accomplishment, ultimately the culture of the group will reflect both externally and internally oriented processes. These internal processes