session one - partono.staff.telkomuniversity.ac.id · pengertian perilaku organisasi kontribusi...
TRANSCRIPT
SESSION ONE
INTRODUCTION
to
ORGANIZATION
BEHAVIOR
SESSION’ OBJECTIVES
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Pengertian Perilaku Organisasi
Kontribusi disiplin ilmu perilaku kepada perilaku organisasi
Kebutuhan para manajer akan pengetahuan perilaku organisasi
Tiga tingkat analisis dalam model perilaku organisasi
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FIRST GOAL
ORGANIZATION BEHAVIOR
Core topics : motivation, leader behavior and power, interpersonal communication, group structure and processes, learning, attitude development
and perception, change processes, conflict, work design, & work stress
study of what people do in an organization and how their behavior affects the organization’s performance
a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying
such knowledge toward improving an organization’s effectiveness
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HAL MUTLAK DALAM PO
Hanya ada sedikit prinsip universal yang
menjelaskan PO – berkembang
Tidak ada yang pasti dalam studi PO karena
melibatkan manusia
Mempelajari PO harus mempertimbangkan kondisi situasional & banyak kemungkinan
Manusia adalah makhluk yang kompleks
• Dalam situasi yang sama, 2 orang, bagaimana mereka bersikap?
• 1 orang, situasi yang berbeda, bagaimana mereka bersikap?
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Contingency Variable (Z)
Independent Variable (X)
Dependent Variable (Y)
In American Culture
Boss Gives “Thumbs Up”
Sign
Understood as Complimenting
In Iranian or Australian Cultures
Boss Gives “Thumbs Up”
Sign
Understood as Insulting - “Up
Yours!”
CHALLENGES & OPPORTUNITIES
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Responding to Economic Pressures
Responding to Globalization
Managing Workforce Diversity
Improving Quality and Productivity
Improving Customer Service
Improving People Skills
Stimulating Innovation and Change
Coping with “Temporariness”
Working in Networked Organizations
Helping Employees Balance Work-Life Conflicts
Creating a Positive Work Environment
Improving Ethical Behavior
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Kondisi Ekonomi
Effective management when economic crisis
Dealing with difficult activities such as firing
employees, motivating employees to do more with
less and working through the stress employees
feel when they are worrying about their future.
Focuses on issues such as stress, decision
making, and coping during difficult times
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Globalisasi
More foreign assignment
Work in multi-nations, culture, and race
environment
Movement jobs to the lower cost labor
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Keragaman Angkatan Kerja
Perubahan demografi penduduk Indonesia
Perkembangan tuntuan keahlian
Keragaman kepentingan dan sasaran individu
Y Generations, & future generations
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Peningkatan Layanan Pelanggan
More services
More job need to interact with customer
Organization has to make sure their employee
attitude & behavior associate dwith the customer
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Peningkatan Ketrampilan Karyawan
Complex work need new skills and ability
Technology development demand employee to
adjust their skills
Manager should be aware of the requirement and
take step to help in the adjustmen proccess
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Inovasi & Perubahan
Organization needs to adjust their practices with
the surrounding
Creating flexible environment
Continually improve the business practices
Think ahead of the competitor
Create new product & services
Company and employee face the challenge to
continually innovate
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Meningkatnya Kebutuhan untuk Berkembang
Today strengths can become tomorrow
weaknesses
Need to continous knowledge & skills
improvement
New tools and practices in the business
Today’s managers and employees must learn to
cope with temporariness, flexibility, spontaneity,
and unpredictability.
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Networked organization
Technology & communication change the way we
do our job
People are more connected
More collaborating in work
New communication skills needed to interact in
network
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Work-Life Balance
Increasing demand in work and life
Technology make work and social life difficult to
separate
Almost no boundaries or limit (country, time,
space)
Employee required to be ready all the time (long
hour, after work hour, vacation)
Dual career individual
Work interfere the social life & vice-versa
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Positive Work Environment
Focusing on positive side of the individu
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Improving Ethical Behavior
When the expectation is high, employee will do
whatever necessary to save them
Facing the ethical dillema and ethical choices
Which practices are wrong or right
It is the issue of the moral principle of each
individual when facing the provocative
environment
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TANTANGAN & PELUANG PO
• Kunci mengelola PO adalah memadukan
keragaman setiap pekerja sehingga dapat secara
optimal memberikan kontribusi pada peningkatan
kualitas kerja atau hasil akhir.
• Kemampuan yang dibutuhkan untuk ini antara
lain ; interpersonal komunikasi.
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REFRESHMENT
• TANGGAPI PERNYATAAN BERIKUT !!!
• Apakah kita harus melaporkan jika menemui adanya
penyimpangan dlm organisasi
• Apakah kita harus menjalankan tugas yang tidak kita
setujui/sukai
• Apakah kita akan memberikan nilai yg bagus agar
karyawan tidak di PHK
• Apakah kita harus berpolitik demi kemajuan karier
• Apakah kita layak menerima sesuatu dari mitra kerja
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SECOND GOAL
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ILMU PENDUKUNG PO
Psychology Social Psychology
Sociology Anthropology
Learning, Motivation, Personality,
Emotions, Perception, Training
Leadership effectiveness
Job satisfaction, Individual decision
making, Performance appraisal
Attitude, Employee selection, Work
design, Work stress
Comparative values
Comparative attitudes
Cross-cultural analysis
Behavioral change,
Attitude change,
Communication, Group
processes, Group
decision making
Organizational culture
Organizational environment
Power
Formal organization theory
Organizational technology
Organizational change
Organizational culture
Communicati
on, Power
Conflict,
Intergroup
behavior
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ILMU PENDUKUNG PO
Psikologi.
Ilmu yg mengukur, menjelaskan, mengubah perilaku
manusia
Psikologi sosial.
Memadukan konsep psikologi dengan sosiologi yang
fokus pada pengaruh seseorang kepada yang lain
Sosiologi.
Studi mengenai manusia dalam kaitannya dengan
lingkungan sosial budaya
Antropologi.
Mempelajari manusia dan aktivitasnya. Membantu
memahami perbedaan nilai
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THIRD GOAL
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PERAN MANAJER dalam ORGANISASI
• Di dalam s/ organisasi harus ada individu yang
bertanggung jawab untuk menentukan sasaran
dan mencapai sasaran tersebut
• Penanggung jawab tersebut biasanya dikenal
dengan istilah MANAJER
• Istilah manajer mengandung 3 unsur manajerial:
• Fungsional
• Peran
• Ketrampilan
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Definisi Manager dan Organisasi
• Get things done through other people
• Make decisions, allocate resources, direct the activities of others to attain goals.
Managers
• Conciously coordinated social unit,
• Composed of two or more people,
• Functions on a relatively continuous basis to achieve a common goal or set of goals
Organization
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FUNGSI MANAJER
• penetapan tujuan, strategi, dan taktik Merencanakan
• menentukan tugas yg dikerjakan, siapa yg mengerjakan, struktur pelaporan, kewenangan memutuskan
Mengorganisir
• mengarahkan, mengkoordinasi, memotivasi, & mengelola tim kerja Memimpin
• memantau, mengevaluasi, merevisi Mengontrol
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PERAN MANAJER
Interpersonal.
Sebagai tokoh utama, tugas seremonial &
simbolis.
Sebagai pemimpin (motivasi,
mengarahkan)
Sebagai penghubung
(interaksi dengan pihak lain)
Informasional
Monitor informasi internal & eksternal
Penyebar informasi (ke lingkungan
internal)
Juru bicara (eksternal)
Pengambil Keputusan
Entrepreneur (seeking
opportunities & initiate project)
Problem handler
Resources Allocator
Negotiator
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KETRAMPILAN MANAJER
TEKNIS
• Ability to apply specialized knowledge or expertise.
• Learned through extensive education & experience.
Personal
• Ability to understand, communicate with, motivate,
• & support other people, both individually and in groups
Konseptual
• Mental ability to analyze and diagnose complex situations.
• Conceptual skills (identify problems, develop alternative solutions, evaluate those alternative solutions, & select the best one, organize a plan of action and then execute it.
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AKTIVITAS SUKSES vs EFEKTIF
Apakah manajer paling sukses juga merupakan manajer paling efektif?
4 aktivitas manajer menurut Fred Luthans:
• Manajemen tradisional merencanakan, memutuskan, mengevaluasi
• Komunikasi dan administrasi
• Manajemen SDM
• Mengembangkan jaringan (sosialisasi)
Distribusi waktu rata2 : 32% – 29% – 20% – 19%
Aktivitas apa yang paling penting dalam penilaian keberhasilan seorang manajer?
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OB and Manager
Definisi OB
Definisi Manajer
Hubungan OB dan manajer
Mengapa Manajer perlu
memahami keilmuan OB
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FOURTH GOAL
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MENGEMBANGKAN MODEL PO
Model
Gambaran sederhana dari beberapa fenomena nyata
An abstraction of reality. A simplified representation of
some real-world phenomenon
3 tingkat analisis dalam OB
Individu,
Kelompok,
Organisasi
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MENGEMBANGKAN MODEL PO
• variables like personality, group structure, and organizational culture that lead to processes. These variables set the stage for what will occur in an organization later
Input
• actions that individuals, groups, and organizations engage in as a result of inputs and that lead to certain outcomes
Proccess
• key variables that you want to explain or predict, and that are affected by some other variables
Outcomes
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THE GOALS of OB
Attitude & stress
Task performance - The combination of effectiveness and
efficiency at doing your core job tasks.
Citizenship behavior - Discretionary behavior that
contributes to the psychological and social environment of
the workplace
Withdrawal behavior - The set of actions employee take to
separate themselves from the organization
group cohesion The extent to which members of a group
support and validate one another while at work.
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THE GOALS of OB
Group functioning - The quantity and quality of a work
group’s output
Productivity - The combination of the effectiveness and
efficiency of an organization
Effectiveness - The degree to which an organization
meets the needs of its clientele or customers
Efficiency - The degree to which an organization can
achieve its ends at a low cost.
Organizational survival - The degree to which an
organization is able to exist and grow over the long term.
End of Session
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