The formation of corporate culture

Corporate culture that is establish much is determined by some elements, namely:

1. The Business Environment; the environment in which it operates will determine what should be done by the company to in me


2. The values (values); It is the basic concepts and beliefs of an organization.


3. Role model/example; people who become role models or the example of other employees because of his success.


4. The ceremonies (rites and rituals); regular events are held by the company in order to reward its employees.


5. Network; informal communication network within the company that could be a means of spreading the values of corporate culture.

In the process of its development, corporate culture is influenced by the contributing factors: the policy of the company (Corporate Wisdom), the style of the company (Corporate Style), and the identity of the company (Corporate Identity).

Corporate philosophy

The policy of the company (Corporate Wisdom), supported by a corporate philosophy (a set of values that describes how the company with customers, products or services, how employees relate to one another, attitude, behavior, style of dress, and others as well as what the bias is affecting morale), skills, and knowledge that is accumulated in the company.

Corporate identity (Corporate Identity), supported by the corporate image, Creed (motto) company, and the company's projections or what highlighted the company.

The style of the company (Corporate style) supported by employee profile, corporate human resources and community Corporate or how the company's appearance in other corporate environments.

Corporate culture needs to be understood better because:

1. Corporate culture looks for real and can be felt so it can become the pride (pride).


2. The performance of the individual and the company as well as what business are we in not possible can be understood properly without regard to BP.

A decade executives and scholars really pay attention to factor corporate culture/culture The Organization turns out to, morals or the morale and productivity of work.

Time management

At this time management become more understand bring cultural components such as adapt customs, traditions, rules, rules, and procedures of wisdom bias make the work becomes more enjoyable, so the bias increases productivity, have the customer needs and increase the competitiveness of the company.

Describe the corporate culture to employees the convenience, security, community, sense of responsibility, that position has, they know how to behave, what they should be working on, etc.

With the company's employee Culture becomes more wonderful, then serious efforts from the whole TBSP company (Stake holders) to another of its existence.

For commitment it is required from all employees, from top, middle to lower or personal is an absolute requirement to keep the rights of BP. commitment not only physically, but also mentally.

Commitment = Confidence + Motivation

Confidence: a measure of the person’s?

Self-assured or feeling 0f being able to do a task well without much supervision (a sense of being able to do something without much of a job well done).

Motivation: a person? s interest in and enthusiasms of doing a task well (interest and abuses someone to do something job well).

In addition to the commitment, also required an atmosphere or climate work conducive. In this case, a business school in France suggests the climate parameter 9 a conducive Work:

1. Compliance


2. Reaction or response


3. Responsibility (responsibility)


4. Risk Taking (Risk Taking)


5. Standards (standard or Raw)


6. Rewards (Wages/rewards)


7. Clarity (clarity)


8. Team Spirit (team spirit)


9. Warmth (Warmth or friendliness)

Company is no longer just a place of work to make a living, but more than that, believed to be the place where individuals feel gain added value and can propagate themselves.

In order to keep employees, become more fun, then BP must be dynamic, meaning that BP should be open, adaptive and ready fit happens external or internal company surroundings.

Types of Organizational Culture:

• Based on process information Rational Culture B. Culture c. Ideologies Cultural Consensus D. Hierarchical Culture


• Based on its objectives organizational culture Company  Public organizational culture b. c. organizational culture Social

FUNCTION and DYNAMICS of ORGANIZATIONAL CULTURE

Function Organizational culture

1. The feeling of identity and Augment organizational commitment


2. Members of the Organizing tools


3. Strengthen Organizational values in


4. Behavior Control mechanism (Nelson and Quick,1997)

TYPE of ORGANIZATIONAL CULTURE

1. Bureaucratic culture


2. Innovative culture


3. Cultural Support if

The function of ORGANIZATIONAL CULTURE, as follows:

1. The Distinction between one organization with the Organization more than that


2. Build a sense of identity for the members of the organization


3. Facilitate the growth of commitment


4. Improve the stability of social system, as social adhesives, towards the integration of the organization.

Characteristics of the culture of the organization

1. Individual initiatives


2. Tolerance of actions at risk


3. Briefing


4. Integration


5. Management support


6. Control


7. The identity of the


8. Reward system


9. Tolerance of conflict


10. The communication pattern

Process of the formation of organizational culture Organizational Culture formation Process can be on the analysis of the three theories as follows:

1. The theory of the Social dynamic


2. Theory of Leadership


3. Learning

The process of formation of ORGANIZATIONAL CULTURE, as follows:

the Manager of the Summit
2. Organizational behavior
3. Results
4. A culture

Based on the opinion, the authors can conclude the process. :

From the top (including language and management)
2. From the bottom (community or employees)
3. The compromise from the top and from the bottom.

Maintaining organizational culture:

1. Practice of selection


2. Top management


3. Internalization of socialization and