Update Artikelilmiah: 32962

LARAS SUKMA IMAN SARI

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Abstrak (Bhs. Indonesia)

Penelitian ini membahas tentang implementasi budaya organisasi AKHLAK pada PT. Kereta Api Indonesia (Persero) Daerah Operasi 5 Purwokerto. Tujuan dari penelitian ini yaitu menganalisis nilai-nilai yang terdapat dalam budaya AKHLAK, mengetahui proses sosialisasi, penerapan, dan evaluasi, serta kendala yang dihadapi dalam implementasi budaya organisasi tersebut. Metode yang digunakan adalah metode kualitatif dengan teknik pengumpulan data observasi, wawancara mendalam, dan dokumen. Pemilihan informan dilakukan dengan menggunakan teknik purposive sampling dan triangulasi sumber data sebagai validitas data.
Hasil penelitian menunjukkan bahwa nilai-nilai yang terkandung dalam budaya AKHLAK membantu PT. KAI (Persero) untuk mencapai visi yaitu menjadi solusi ekosistem transportasi terbaik untuk Indonesia. Oleh karena itu, perlu dilakukan sosialisasi baik secara formal maupun informal untuk memberikan kesamaan pemahaman terhadap nilai AKHLAK, sehingga karyawan bisa mengimplementasikan nilai-nilai tersebut dalam pekerjaan sehari-hari. Dalam mengimplementasikan budaya organisasi, peran pemimpin sangat dibutuhkan untuk memberi motivasi dan teladan bagi anggota timnya. Setelah sosialisasi dan implementasi, PT. KAI (Persero) juga melakukan evaluasi terhadap budaya tersebut agar mengetahui seberapa jauh pengetahuan karyawan tentang budaya AKHLAK dan memastikan budaya tersebut diimplementasikan sesuai dengan tujuan. Beberapa kendala ditemukan selama proses pengimplementasian, namun kendala yang ada bukanlah kendala yang berarti. Rata-rata kendala disebabkan karena masalah komunikasi dan koordinasi.

Abtrak (Bhs. Inggris)

This study discusses the implementation of AKHLAK organizational culture at PT. Kereta Api Indonesia (Persero) Operation Area 5 Purwokerto. The purpose of this study is to analyze the values contained in the AKHLAK culture, to know the process of socialization, implementation, and evaluation, as well as the obstacles faced in the implementation of the organizational culture. The method used is a qualitative method with data collection techniques of observation, in-depth interviews, and documents. The selection of informants was carried out using purposive sampling technique and triangulation of data sources as data validity.
The results showed that the values contained in the AKHLAK culture helped PT. KAI (Persero) to achieve the vision of becoming the best transportation ecosystem solution for Indonesia. Therefore, it is necessary to socialize both formally and informally to provide a common understanding of the values of AKHLAK, so that employees can implement these values in their daily work. In implementing organizational culture, the role of the leader is needed to provide motivation and role models for team members. After socialization and implementation, PT. KAI (Persero) also evaluates the culture in order to find out how far the employees know about the AKHLAK culture and ensure that the culture is implemented in accordance with the objectives. Several obstacles were found during the implementation process, but the existing obstacles were not significant obstacles. Most of the problems are caused by communication and coordination problems.
This study discusses the implementation of AKHLAK organizational culture at PT. Kereta Api Indonesia (Persero) Operation Area 5 Purwokerto. The purpose of this study is to analyze the values contained in the AKHLAK culture, to know the process of socialization, implementation, and evaluation, as well as the obstacles faced in the implementation of the organizational culture. The method used is a qualitative method with data collection techniques of observation, in-depth interviews, and documents. The selection of informants was carried out using purposive sampling technique and triangulation of data sources as data validity.
The results showed that the values contained in the AKHLAK culture helped PT. KAI (Persero) to achieve the vision of becoming the best transportation ecosystem solution for Indonesia. Therefore, it is necessary to socialize both formally and informally to provide a common understanding of the values of AKHLAK, so that employees can implement these values in their daily work. In implementing organizational culture, the role of the leader is needed to provide motivation and role models for team members. After socialization and implementation, PT. KAI (Persero) also evaluates the culture in order to find out how far the employees know about the AKHLAK culture and ensure that the culture is implemented in accordance with the objectives. Several obstacles were found during the implementation process, but the existing obstacles were not significant obstacles. Most of the problems are caused by communication and coordination problems.

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