Diagnosis Budaya Organisasional Perusahaan Rokok Sukun : Aplikasi Pendekatan Organization Change Assessment Instrument (OCAI)

• Main Authors: , Dani Fattakhi, , Dr. Tarsisius Hani Handoko, M.B.A.
• Format: Theses and Dissertations NonPeerReviewed
• Published: [Yogyakarta] : Universitas Gadjah Mada 2013
• Subjects: ETD
• Online Access: https://repository.ugm.ac.id/120377/; http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=60408
• Institution: Universitas Gadjah Mada

The purpose of this research is to diagnosing organizational culture and cultural suitability to the role of human resource management at the Sukun cigarettes company, based on the study conducted by Lapuga (2011) and Riza (2009). This study uses the theory of CVF (competing value framework) proposed by Cameron and Quinn (2011) that categorizes the type of organizational culture into clans, adhocracy, markets and hierarchies. Questionnaires were used to identify the type of culture that exists is OCAI (organization change assessment instrument) developed by Cameron and Quinn (2011). The study included participants from the management and employees in the organizational structure of Sukun companies. The results of the questionnaire is supported by interviews with management, represented by the legal manager Sukun companies to examine more deeply about the company's HR systems strategy in Sukun company. Analysis and interpretation of the data is done by testing paired T-test and Wilcoxon signed rank test. Sukun companies through this research have the type of culture mix of four types of cultures, so the next manager of human resources and act as a change agent which keeps administrative expert and directing Sukun corporate culture. Determination of the role of HR managers of companies based HR Roles developed by Ulrich (1997) that the transformation and change management and management of firm infrastructure.