The Role of Leadership in Forming Organizational Culture in Islamic Education Institutions

Organizational culture has a very important role in improving the quality of the organization. If the role of culture can function properly, it can be expected that organizational performance will increase. The purpose of this research article was to understand and describe the role of the principal in the process of forming organizational culture in Madrasah Aliyah Negeri 3 Malang. This research uses a qualitative approach through a case study design using a phenomenological approach. Data collection techniques were carried out by: in-depth interviews, participant observation, and documentation studies. The informant's sampling technique used purposive sampling. Data analysis was carried out by means of: data reduction, data presentation, and drawing conclusions. Meanwhile, checking the validity of the data is carried out using the following criteria: credibility, dependability, and confirmability. The results showed that: First, the leader factor has an important role in the process of forming organizational culture. Second, the process of forming organizational culture occurs through several stages, namely: the adaptation stage, the pattern search stage, the system building stage, and the stage for forming organizational culture as self-identity. The results of this study are expected to be useful for the development of organizational culture theory and also the development of Islamic educational institutions, especially in the development of organizational culture.

Knowledge Sharing in Catholic Organizations

This study examines knowledge sharing in Catholic organizations. The authors adopt Schein's organizational culture theory that facilitates, or inhibits, knowledge sharing in organizations. Thus, they address the phenomenon at the three levels: the artifacts, the norms and values, and the underlying assumptions. Considering the chosen settings, they study the contributions of individuals having taken vows, the organizational rituals, the significance, and the sense of community perceived by the organizational members. Data were gathered using a survey and were analyzed by using a fuzzy-set qualitative comparative analysis. The study provides the causal configurations of conditions that lead to tacit, explicit, and total knowledge sharing. They also offer the causal configurations of conditions that lead to the absence of each kind of knowledge sharing. Given that the qualitative results cannot be generalized, the study can still be replicated in organizations without restrictions.

The Effect of Accounting Information and Organizational Culture on Decision Making

This study examines the educational foundation's organizational decision making model that is the influence of accounting information and organizational culture on decision making. This research is a quantitative study with descriptive and inferential analysis. The sample of this study was 72 Catholic education foundations in Indonesia, which were tested by Partial Least Square (PLS) based analysis and data processing methods with the Smart PLS 3.0 program. This study obtains some empirical evidence, namely, first, accounting information significantly influences decision making. These results are consistent with the theory that the main purpose of the foundation's financial statements is to provide relevant information to meet the foundation's internal and external interests to help decision makers make the best decisions for the organization. Second, organizational culture significantly influences decision making. This result is in line with organizational culture theory which states that organizational culture is a value that is used as a reference in all decisions and actions of members of the organization and that reflects the goals, identity, and standard of evaluation of everything in the organization. So it was concluded that the best decision was a decision made based on accounting information and organizational culture at a Catholic education foundation in Indonesia

Proses Komunikasi Organisasi di dalam Biro Iklan di Ada Indonesia dan Ada Singapura

This research is studying the process of organization communication in an advertising agency at ADA Indonesia and ADA Singapore. This research is done using a qualitative descriptive approach with ethnography method. The data that has been used was prim and secondary data. Prim’s data was one that contains interviews with the resource of information. Hence secondary data was one that contains data that resource from books and other resources. The Theories that have been used were Organizational theory, Organizational Culture theory, Climate of Organization, and Organization Communication. To gather the data, interviews, observation, bibliography study and online searching technique was used. The outcome from this research shows that the communication process that was used now is right and comfortable to apply on company’s daily organizational life. It also shows that even though the company is organizational, it didn’t imply any seniority concept or cultures that could corrupt the communication flow that has been functioning up until now on the company. Penelitian ini membahas mengenai proses komunikasi organisasi di dalam biro iklan di ADA Indonesia dan ADA Singapura. Penelitian ini dilakukan dengan menggunakan pendekatan penelitian deskriptif kualitatif dengan metode penelitian etnografi. Data yang digunakan dalam penelitian ini terdiri dari data primer dan sekunder. Data primer berupa hasil wawancara penulis dengan para narasumber, sedangkan data sekunder berupa data yang diperoleh dari buku dan sumber lain. Teori yang digunakan terdiri dari organisasi, budaya organisasi, iklim organisasi, dan komunikasi organisasi. Teknik pengumpulan data yang digunakan yaitu wawancara, observasi, studi kepustakaan dan penelusuran data online. Hasil dari penelitian ini menunjukkan bahwa proses komunikasi yang berjalan sekarang dinilai tepat dan nyaman untuk dijalankan. Bahwa walaupun perusahaan bersifat organisasional tetapi tidak memiliki kesenioritasan maupun budaya yang dapat mengacaukan komunikasi di dalam organisasi perusahaan tersebut.

Budaya Organisasi STAI YASNI Kabupaten Muaro Bungo Provinsi Jambi

To achieve the goals of education effectively and efficiently, a pattern of management of the organization's culture is needed The development of organizational culture theory has been very varied and innovative. By knowing the development of the implementation of organizational culture at STAI YASNI, it is expected to present a solution in building a professional culture in educational institutions. The study was conducted at STAI YASNI using a qualitative design with a phenomenology approach. The focus of the study consists of (1) the formation of values, beliefs, and habits within the organization; (2) the form of organizational culture interpreted by members of the organization; (3) organizational culture, climate, and organizational effectiveness; and (4) factors that become obstacles to cultural implementation. The results of the study show that the organizational culture formed through situational leadership is (1) able to improve the community's organizational capacity; (2) organizational culture can improve organizational performance; (3) the innovative culture that is formed covers the fields of academics, human resource development and technology improvement.

Relationship between Cultural Orientation and Strategy Implementation in Water Service Providers in Western Kenya

Strategy implementation is viewed as an integral component of the strategic management process that turns formulated strategies into actionable activities. The purpose of this study was to evaluate how cultural orientation, specifically market-oriented culture, related to strategy implementation in water service providers in Western Kenya. The study was guided by the organizational culture theory. The study adopted a descriptive survey research design. The study population consisted of employees working with Vihiga, Kakamega County and Busia water companies. The study employed a census design and obtained 70 respondents as the unit of analysis. A structured questionnaire was used in data collection. The questionnaire was pilot tested prior to its use in collection of data for the main study. The collected data were analyzed with the help of Statistical Package for Social Sciences programme. Both descriptive and inferential statistics were employed. The study results were presented in form of tables. The study concluded that corporate culture is very important in determining the success of water companies. Market-oriented culture (t = 29.592; p< 0.05was found to be of paramount importance in enhancing strategy implementation in water companies. The study recommended that management of water companies should ensure that the culture embraced by the WSPs does not result in resistance from employees and other stakeholders; so as to ensure that the execution of organizational strategies is not curtailed.

Becoming an Hispanic-Serving Research Institution: Involving Graduate Students in Organizational Change

The changing demographics of higher education have led to an increase in the number and type of Hispanic-Serving Institutions (HSIs). As research universities continue to see a rise in the enrollment of Latino/a students, a better understanding of the implications of this change within the existing institutional context will be essential to best serve this growing community of students. We position our study within a tradition of organizational culture theory that points to the importance of organizational actors’ interpretations, perspectives, and actions in order to understand an organization’s general behavior and change. By acknowledging the importance of graduate students within research universities, we focus on their perspectives at an Emerging Hispanic-Serving Research Institution (HSRI) and ask, “What are the organizational culture implications of an HSI designation for a research university?” Our analysis revealed four important themes: communicating institutional pride as an HSRI, engaging the benefits of an HSRI, operationalizing a serving mission, and involving graduate students as institutional actors at HSRIs. Institutional recommendations that follow from our findings include providing clear communication regarding HSI status, objectives, and commitment; assessing the campus climate; and increasing graduate student involvement as key leaders within HSRIs.