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Majalah Ilmiah UNIKOM

Vol.10 No. 1

130

H a l a m a n

dalam proyek sistem informasi sering men-

jadi penyebab implementasi sistem infor-

masi kurang sukses.

2. Kajian Pustaka

2.1 Budaya Organisasi

Colquitt et al. (2011:528) yang

”as the

shared social knowledge within an

organization regarding the rules, norms and

values that shape the attitudes and

behaviors of its employees. Culture is social

knowledge among members of the

organization. Employees learn about most

important aspects of culture through other

employees. This transfer of knowledge

might be through explicit communication,

simple observation, or other, less obvious

methods. In addition culture is shared

knowledge, which means that members of

the organization understand and have a

degree of consensus regarding what the

culture is. Culture tells employees what the

rules, norms, and values are within the

organization.”

Pengertian lain mengenai budaya

organizational culture)

”The culture of a group can now be defined

as a pattern of shared basic assumptions

learned by a group as it solved its problems

of external adaption and internal integration

which has worked well enough to be

considered valid and therefore to be taught

to new members as the correct way to

perceive, think, and feel in relation to those

problems. Culture formation therefore is

always by definition a striving toward

patterning and integration, even though in

many groups their actual history of

experiences prevents them from ever

achieving

a

clear-cut

unambiguous

paradigm.”

Berdasarkan pengertian tersebut

maka dimensi dan indikator budaya

organisasi dalam penelitian ini adalah

Basic assumption

,

dari: Filosofi (Luthans, 2007:110),

Historically based

Stabilitas,

(Robbins

dan

Judge,

2007:256;

Kreitner,

2009:66),

Inherently symbolic.

2. Values

dan Bayer, 1993; Amstrong, 2005:387).

2007:256;

Luthans,

2007:110),

perhatian pada hal-hal rinci (Robbins

dan Judge, 2007:256), keagresifan

reward

criteria

Norms

dan Bayer, 1993; Amstrong, 2005:387).

Terdiri dari: standar perilaku (Luthans,

developing norms of trust,

intimacy, friendship and love (

.

4. Artifacts,

,

distributing power, authority

and status

Orientasi hasil (Robbins dan Judge,

2007:256), orientasi tim (Robbins dan

Judge, 2007:256; Robbins and

Decenzo, 2001; Schein, 2010:73-193),

keteraturan

perilaku

(Luthans,

2007:110 dan Schein, 2010:73-193),

Unit integration

control

2.2 Struktur Organisasi

Colquitt

et

al.

(2011:527)

menyebutkan pengertian mengenai struktur

”Organizational

structure isformally dictates how jobs and

tasks are divided and coordinated between

individuals and groups within the company.

One way of getting a feel for an

organization’s structure is by looking at an

organizational chart. An organizational chart

is a drawing that represents every job in the

organization and the formal reporting

relationships between those jobs. It helps

organizational members and outsiders

Siti Kurnia Rahayu