Karakteristik Budaya Organisasi Di Klinik DR Eko, Surabaya

Abstract

The problem for researchers in examining the organizational culture at the Clinic Dr Eko ie what is the reason the founders set up a clinic Dr Eko in Surabaya; characteristics of the organizational culture does exist in the Clinic Dr Eko; What cultural pillars contained in Organizational Culture in Clinic Dr Eko? The methodused in digging up information that is a qualitative study using direct observation approach and news in_depth interview with owner. Reasons: first owner to set up clinics, already trust/confidence of the publik; second, the existing brand image of the name of Dr. Eko. Evidently, the medical personnel at the clinic of Dr. Eko are all called Dr Eko by patients who come. Characteristics of organizational culture in the clinic of Dr. Eko disseminated to the medical officer Dr Eko Clinic in running the ministry every day to be lived employee. Medics in the work refers to the slogan, motto, vision and mission and goals of the organization. All the doctors who are here submissive and obedient to the rules laid owner through the slogans they use every day that is coming in direct medical recover when home. Hopefully, every patient who comes to the clinic Dr Eko back into healthy living. The pillars were planted by the owner of the employeesi Klinik Dr Eko that aspires same, building a working character, discipline, responsibility, diligence, honesty, hard work, serve with heart, humbly, to build the valueof cooperation.

Pengembangan Kamus Kompetensi Teknis Di Perusahaan Manufaktur Mesin Pertanian

“…Hal yang terjadi adalah ketika dilakukan uji coba masih terjadi error dengan sistem tersebut. Selain itu, prosedur (Jondar, 2015) menyebutkan bahwa budaya organisasi akan menjadi nilai-nilai yang apabila dihayati akan membantu dalam penyelesaian pokok masalahmasalah internal dan eksternal secara konsisten dan diwariskan kepada anggota-anggota baru sebagai cara dalam memikirkan, memahami, dan merasakan memikirkan masalah-masalah terkait.…”

Employee Engagement Factors in A Higher Education Institution

“…Nazneen, Miralam, and Qazi (2018) added that employee engagement and organizational culture had a high implication on employee performance. Jondar and Sudarsono (2015) mentioned that the ideal organizational culture for an organization consisted of two attributes that are strong and dynamic and adaptive. Strong organizational culture was built or developed in binding and influencing the behavior of individual and organizational actors (owners, management, and employees) to align their individual and group goals with organizational goals.…”