EM8AAngelina Christina . David Christian

Irsyad Wicaksono Pratama . Pandu Bagus Baskoro

Assumptions AboutManaging Internal

Integration

Organizational Culture and Leadership

to function as group must have common language. conflict arises when two parties assume about the other without

communicating. often creators create common language. common understanding begins with categories of action, gesture, and

speech.

Creating a Common Language and Conceptual Categories

The Problems of Internal Integration. Creating a common language and conceptual categories Defining group boundaries and criteria for inclusion and exclusion Distributing power, authority, and status Developing norms of trust, intimacy, friendship, and love Defining and allocating of rewards and punishments Explaining the unexplainable

Determining a group’s core assumptions :Ask present members what they really look for in new members and to examine carefully the career histories of present members to detect what accounts fir their inclusion in the group.

Three dimensions of career movement :

Defining group Boundaries & Identity

“ As organizations age and become more complex, the problem of defining clear external and inclusionary internal boundaries more complex.”

1. Lateral movement from one task or function to another2. Vertical movement from one rank to another3. Inclusionary movement from outsider to insider

“ Most Organizations start with founders and leaders who have preconceptions about how things should be run and, therefore, impose rules that initially determine how authority is to be obtained and how aggressive behavior is to be managed. “

Type of Leadership style :

Distributing Power, Authority, & Status

1. laissez-faire

2. Autocratic

3. Democratic

4. Transactional

5. Transformational

how to deal with authority and with peerwe use family model in new situations

Developing Rules for Relationship

Allocating Reward and Punishment

Quickest and easiest way to begin to change behavior

Varies with level in the organizationReward + Punishment + Authority and

Intimacy Assumption = Critical mass of the culture , determines :1. People relate each other

2. Manage anxiety

3. Derive meaning from their daily interactions

Managing the Unmanageable and Explaining the Unexplainable

Stories and myths develop when

1. Difficulty surviving / unusual growth

2. a challenge to core assumption

3. Transformation and change

Stories and myths affirm 1. Organization picture of

itself

2. Its own theory of how to get things done

3. How to handle internal relationship.

Natural disaster, illness, death, etcSuperstitions and myths form around critical

events that difficult to explain or justify.

Every group must learn how to become a group.

Most basic level, develop common language and category system.

Group must reach consensus on the boundaries of the group.

Group must develop assumption about reward and punishment, and deal with unpredictable and unexplainable events.

Summary

- Thank You -