Case Individual Characteristics Ability Personality And Culture Value

1 STUDENT COURSE CODE SEMESTER/ SEASSIONS : Aille Kimberly : AC20100 : 2022/2023 Sessions CASE INDIVIDUAL CHARACTERISTICS: ABILITY, PERSONALITY, AND CULTURE VALUE Eye Studying Behavior Organization CHAPTER II DISCUSSION 2 2.1. Mark Culture Term culture originate from Language Latin that is “core” which means processing, working, especially cultivating land and farming. Edwards (1997) define culture in a manner wide as knowledge knowledge, belief/ trust, art, moral, law, customs, and various ability andother habits acquired as a member of society. Meanwhile, Vijay Sathe interpret culture as set assumption important which owned with community members. Continuing the wider understanding of culture from Sathe, Edgar H. Scein (1983) states culture is a basic assumption that created, found and developed by group certain as learning to overcome problems of external adaptation and internal integration which official and executed well. Culture as values (values) and trust (belliefs) which giving people a programmed perspective (programmed of seeing). With thereby, culture is something method view which the same for part big people (Hofstede in Pheysey, 1993). Values as everything which glorified, honored or valued in culture the. As for Belief is defined as, what someone thinks is true (true). With thus, the form of cultural understanding can be seen from three things, namely: first culture That abstract (ideal), trust, assumption base, idea, idea, moral, norm, customs, laws or regulations. Second, culture is an attitude which is patterns of behavior or habits of human activities in the community environment public, which describe ability adapt, good in a manner internal as well as external. The three cultures appear physically which are forms physical work man. 18 Based on the opinions of the experts above, it can be concluded that culture is a culture which grow at each area which can influence behavior for members of society. Culture can produce an identity good in a manner individual, group, organization, even community public certain. 2.1.1. Function Culture Culture is the work of human creativity that has been produced and has been used as part of everyday life. A culture that is used and applied in life over a long period of time will affect formation pattern from something public, like habit diligent work, and this habit has a long-term effect or continues to occur until old age late afternoon. Because of that a culture is not impossible to change, as long as there is strong desire and passion to make that change, then yourself will be 3 able to change and build a wrong culture into a culture that is good and correct. Ndraha (1997) put forward multiple functions culture, namely: 19 • Identity And image something public, • Binder something public, • Source inspiration, pride, and source power, • Strength mover, • Ability for form value plus, • Pattern behavior, • Outlook, • Replacement formalization, • Mechanism adaptation to change, • Process make public congruent with country so that formed nation state. 4 Meanwhile, in an organization, culture has several functions, viz First , culture has a boundary-setting role; that is to say, culture creating a clear distinction between one organization and another. Dimensions cultural Which differentiate One culture with culture other including connection between human by nature, individualist versus collectivism orientation of time, orientation activities, informality of language and religion. Second, culture brings a sense identity for its members organization. third, culture make it easy the emergence of a commitment to something wider than self-interestsomebody. Fourth, that culture increases the stability of the social system. Culture is the social glue that helps unite the organization give standards which appropriate for what Which must said and carried out by employees. Finally, culture functions as a mechanism makers of meaning and control that guide and shape attitudes and behavior employees. Employees remain professional when the organization pursues its goals without done with actions which violate norm even leadillegal. 20 2.1.2. Culture value in Organization Culture in the human context can be a binder or adhesive for something group, organization, ethnic group nor country which intact. Culture can become source inspiration which proud, where if every member or group empower and develop the culture in a manner more wide so will be proud for that particular group. Culture also drives and strengthens the fighting spirit of the nation For liberate And advance something area or Country. Culture is assets most important Which can made as capital for develop the life of the nation and state prosperous, fair and dignified. because with culture man can known and life side by side in a manner Healthy And harmonious. As for element- element culture, that is, knowledge 20 Sentot Priest Wahjono. Behavior Organization . 5 knowledge, belief, art, morals, law, custom, behavior/habits (norm) public, assumption base, system mark, learning, And problem adaptation external or internally. Influence culture in push formation management performance feels very often discussed especially by para manager in various company. From various literature which obtained explained that mentioned IfIf an organization implements a strong culture then it will encourage it to happen enhancement effectiveness on organization the. According to Stephen Robbins "Culture which strong characterized by mark core from organization which embraced with strong, arranged with good, and felt together in a manner wide". 21 Description actualization and formation a culture can be seen on Picture 2.4.1. All Body Seen Can Observed Actualization Process Culture Norm Behavior. Process, Change, Power Pull, Power Reject Formed ProcessCulture Basic, Fundamental Establishment, No Easy Changed Part Self (Self-) Figure 2.4.1 . Actualization and Formation of Culture According to Taliziduhu Ndraha (2003) A clear example of the strong cultural influence an organization embraces and it is capable of driving the formation of encouraging the formation of performance management in the organization is one of the companies owned by Indian people. Indian society has long known that kinship they fellow member family very strong. So that We often meet about family business in public India, it means they establish and 21 Irham Fahmi, Behavior Organization: Theory, Application, And case 6 do recruitment power work which originate from line descendants they especially family members. And the goals are various, among them is: 22 1. Various type problem business and conflict which happen in in the company will be able to quickly resolve. Because the family members will respect each other and obey every decision, especially if the decision the led and made by wrong one family members oldest. 2. Family concept business expected capable guard confidential business with good. 3. Acquisition profit can worn for prosper para member family. Because there is parties which think that if want to help, then first help the immediate family, and if the family near has been helped then help distant families. And vice versa family which has helped that also which will help we if is at in distress at a later time. 4. Family members can learn business and can be especially accommodated work. However looking and get a job worthy no affairs which easy, however with exists availability field work which adequate somebody can with easy get work there. 2.4.2.1. Institutional is early formation culture A culture organization no with itself formed, however all it goes through a long process that involves various interactionshappen in environment organization the. Edgar H. Sheins (1983) say organizational culture is the result from interactions between: 1. Bias and assumption para founder, and 2. What was learned by the first members of the organization, who were hired by para founders, from their experiences alone. 22 Ibid., p. 51-52. 7 A good organizational culture is a habit that allows every member organization capable become man which productive, creative work with enthusiastic in accordance with the interests, and able to turn obsolete products into products that have high added value with unique innovations. Habit to treat customers well and on place, habit for always notice complaint consumer and then follow up with change to direction which more good, habit for always perfect product and do effort update technology though done with cost which as low possible because exists effort innovation believed is characteristics key which owned founding father as talent entrepreneurship. If only those positive habits were well-accustomed road formalization nor in a manner gentle (soft) only with example and reminder (reminder), then the habitual repetition will become institutionalized. Executives who are not founders can complement with habits that are managerial. If the founders put more emphasis on how to create, innovate, answer challenge make there is from no there is, so executive the successor must equip with things that enable the organization to remain standing, developing and growing. Managerial habits that are positive in one of them is the habit of planning before taking an action organization, do effort organizing with knowledge management, coordinating with several elements of the organization to guarantee everything something which has planned and organized walk with good and no detrimental overlap occurs, there is no tapered conflict resulted in division and mutual death. Then try- appropriate control efforts so that the entire organization's efforts can be more useful and not stuck on error which the same which no need. Things small which impact big can also done by executive which not founder, namely always laying the foundations of discipline in work by setting an example. Came early even before work hours started and newgo home after all the work is completed and after the employee feels confident no find difficulty in finish his job in day that. Greet 8 With smiles and kind and motivating words to awaken enthusiasm for work every day. Comply with all regulations that are made and have been agreed together. Apologize when forced to violate discipline, violate regulation which agreed, and violate promise if example executive if this is done regularly (consistently) then in the long run it will strengthening the habituation of the founder and so on simultaneously the habituation will become something institutionalized that is agreed upon by all parties involved in organization activity. That's when the organizational culture is formed. 2.4.2.2. Culture As Something Obligation Based on point view a employee, culture worth because reduce ambiguity (ambiguity). Culture give know para employee how all something done and what is important. However, we no can ignore aspect culture which in a manner potential characteristic dysfunctional, especially culture strong, on the effectiveness of an organization. 23 a) Obstacle To Change Culture is a burden, when shared values do not match with value that will enhance the organization's effectiveness this may occur if the organizational environment is dynamic. If that environment experience change which fast, culture which has rooted from organization that may no longer be correct. So, the consistency of behavior is an asset for something organization when organization that face something that environment excellent. But consistency that can burden organization that and make it difficulty in reach the changes. Manager must apply planning, organizing, briefing, and control which consistent with trust and values from that culture wanted. All four functions can contribute to cultural change, howeverusually briefing is very important. 23 Wahjono, Op. city, p. 42-43. 9 b) Obstacle to Diversity Hiring new employees who because of their race, gender, ethnicity, or difference other, no the same den majority member organization, create a paradox. Management wants the new employee to receive value core culture of the organization. If not, this employee is unlikely suitable or not acceptable. But at the same time the management wants to announce openly and show support for the differences in under this employee at work. Effects in uptake, communication, conflict, and different morals are elements of affection that need to be formed become something unification perception so that can anticipate difference- differences in terms of race, ethnicity and nationality. Concern for diversity can make success planning and a number of business from part sourcehuman power (HR). c) Obstacle To Mergers And Acquisition Historically the main factors that are considered in the management take decision merger or acquisition associated with profit financial or product synergy. Recently, cultural fit has become concern which fundamental. Although something report finance or something supporting products may be the initial pull of a candidate acquisition, is acquisition truly succeed it seems more consider fit factor bu power second organization that. . CHAPTER III CONCLUSION AND SUGGESTION 3.1. Conclusion Based on the discussion that has been described in this paper, it can be pulled a number of conclusion, that is: 1. Individual characteristics can be defined as special traits or traits in someone who makes it have different abilities with others in interpreting what he saw and how to act to do a job. Ability is a skill which owned a individual in realize or operate various task in reach the goal. Personality defined as individual characteristics that can show one's identity through thoughts, emotions, and behavior are influenced by heredity and the environment. Cultural value is a culture that grows in every area which can influence behavior for member the people and can produce something identity good in a manner individual, group, organization, even certain communities. 2. Factors which distinguish individual characteristics among others are age, gender, education level, years of service in the organization, ethnicity nation, personality, and status marriage. Factor which influence the formation of individual abilities, namely intellectual abilities which consist of from cognitive intelligence, emotional intelligence, practical intelligence, and successful intelligence, as well as physical abilities consisting of strength, flexibility, coordination, stamina, speed, and balance. Whereas factor which influence personality between other is descendants, environment, situation, and life experience. 24 25 3.2. Suggestion Explanation about understanding planning education and method conceptualize it can mentioned more details with source which more diverse. LIST REFERENCES Colquitt, J. A., J. A. LePine, & M. J. Wesson. (2015). Organizational Behavior: Improving Performance and Commitment in The Workplace 4th Edition. New York: McGraw-Hill Education. (Halaman 278-291, 320-325). Fahmi, I. (2013). Behavior Organization: Theory, Application, And case. Bandung:Alphabet. (Pages 15-16, 36-39). Fahmi, I. (2013). Behavior Organization: Theory, Application, And case. Bandung:Alphabet. (Pages 51-52). Rahman, A. (2013). Effect of Individual Characteristics, Motivation and Work Culture to Performance Employee on Body Family Planned And Donggala District Women's Empowerment. Journal of Organizations and Management 1(2):76. Robbins, S. P. & T. A. Judge. (2013). 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