Member Satisfaction Survey

Oct 13, 2025 by talynt.org 133 views

Organizational Cultural Implementation Strategy at Aiesec University of North Sumatra: Exploring its Values and Applications

Introduction

AIESEC, an abbreviation of the Association of Internationale Dec étudiants en Sciences économiques et Commerciales, is an international organization that focuses on the development of youth leadership through a global exchange program. In the University of North Sumatra, AIESEC has implemented a special strategy to implement a strong organizational culture, in order to achieve a common goal. This research aims to explore the organizational cultural implementation strategy at AIESEC University of North Sumatra, tracing how AIESEC plans organizational cultural strategies, implementing cultural values, and monitoring and evaluating its effectiveness.

Background

AIESEC is an international organization that focuses on the development of youth leadership through a global exchange program. The organization has a presence in over 120 countries, with a network of over 60,000 members. AIESEC University of North Sumatra is one of the local chapters of the organization, with a mission to develop young leaders in the region. The organization has implemented a special strategy to implement a strong organizational culture, in order to achieve a common goal.

Research Methodology

This research uses the theory of organizational communication, communication strategies, and organizational culture. With the constructivism paradigm, this research sees individuals as the creator of free social reality and uses descriptive qualitative methods. Data collection was carried out through in-depth interviews, observation, and literature studies. Data analysis is carried out through data reduction techniques, data presentation, and drawing conclusions.

Organizational Cultural Implementation Strategy

AIESEC University of North Sumatra applies a comprehensive strategy in instilling organizational cultural values. Here are some of the steps they take:

Value Orientation

AIESEC routinely organizes orientation programs for new members. This program is designed to introduce and instill organizational values clearly and effectively. The orientation program is a crucial step in ensuring that new members understand the organizational culture and values.

Open Communication

AIESEC created open space for members to communicate, share ideas, and provide input. This encourages a sense of involvement and ownership towards organizational values. Open communication is essential in building a strong organizational culture, as it allows members to share their ideas and concerns.

Award System

AIESEC has an award system that provides recognition to members who show behavior and contributions that are in harmony with organizational values. The award system is a way to recognize and reward members who demonstrate the organizational values.

Continuing Monitoring and Evaluation

To ensure the effectiveness of the implementation of organizational culture, AIESEC University of North Sumatra conducts sustainable monitoring and evaluation. This process is carried out through:

Member Satisfaction Survey

Survey is conducted regularly to measure the level of satisfaction of members of the organizational culture and the values applied. The survey is a way to gauge the effectiveness of the organizational culture and identify areas for improvement.

Performance Evaluation

Performance evaluation is carried out regularly to assess the extent to which members apply organizational values in carrying out their duties and responsibilities. The performance evaluation is a way to ensure that members are applying the organizational values in their work.

Discussion and Reflection

AIESEC routinely holds joint discussions and reflections to evaluate the effectiveness of the programs and strategies applied. The discussion and reflection are a way to identify areas for improvement and make adjustments to the organizational culture.

Challenges and Opportunities Going Forward

Although it has shown positive results, AIESEC University of North Sumatra still faces several challenges in the implementation of organizational culture. One of the main challenges is to ensure consistency in the application of organizational values at all levels and in various programs.

AIESEC needs to continue to improve the monitoring and evaluation system to ensure the effectiveness of the implementation of organizational values. The improvement of the measurement system, both quantitative and qualitative, is the key to achieving more optimal results.

However, AIESEC University of North Sumatra also has a great opportunity to build a stronger and sustainable organizational culture. By continuing to develop an effective strategy, build a transparent communication system, and encourage active participation of members, AIESEC can be a forum for the development of youth leadership with integrity and dedicated.

Conclusion

In conclusion, AIESEC University of North Sumatra has implemented a comprehensive strategy to instill organizational cultural values. The strategy includes value orientation, open communication, and an award system. The organization also conducts sustainable monitoring and evaluation to ensure the effectiveness of the implementation of organizational culture. Although it faces several challenges, AIESEC University of North Sumatra has a great opportunity to build a stronger and sustainable organizational culture.

Recommendations

Based on the findings of this research, the following recommendations are made:

AIESEC University of North Sumatra should continue to develop an effective strategy to instill organizational cultural values.
The organization should improve the monitoring and evaluation system to ensure the effectiveness of the implementation of organizational values.
AIESEC University of North Sumatra should build a transparent communication system to encourage active participation of members.
The organization should continue to develop a strong and sustainable organizational culture.

Limitations of the Study

This study has several limitations. Firstly, the study is limited to AIESEC University of North Sumatra and may not be generalizable to other organizations. Secondly, the study relies on descriptive qualitative methods, which may not provide a comprehensive understanding of the organizational culture.

Future Research Directions

Future research should focus on exploring the organizational cultural implementation strategy in other organizations. The study should also investigate the impact of organizational culture on organizational performance. Additionally, the study should explore the role of leadership in implementing organizational culture.

References

AIESEC. (2022). AIESEC University of North Sumatra. Retrieved from https://www.aiesec.org/university-of-north-sumatra
Brown, A. D. (2004). Authoritative leadership and organizational culture. Journal of Management Studies, 41(2), 247-265.
Deal, T. E., & Kennedy, A. A. (1982). Corporate cultures: The rites and rituals of corporate life. Addison-Wesley.
Hofstede, G. (1980). Culture's consequences: Comparing values, behaviors, institutions, and organizations across nations. Sage Publications.
Schein, E. H. (1985). Organizational culture and leadership. Jossey-Bass.
Q&A: Organizational Cultural Implementation Strategy at Aiesec University of North Sumatra

Introduction

In our previous article, we explored the organizational cultural implementation strategy at Aiesec University of North Sumatra. In this article, we will answer some of the frequently asked questions about the implementation of organizational culture at Aiesec University of North Sumatra.

Q1: What is the main goal of implementing organizational culture at Aiesec University of North Sumatra?

A1: The main goal of implementing organizational culture at Aiesec University of North Sumatra is to develop a strong and sustainable organizational culture that aligns with the organization's values and mission.

Q2: How does Aiesec University of North Sumatra implement organizational culture?

A2: Aiesec University of North Sumatra implements organizational culture through a comprehensive strategy that includes value orientation, open communication, and an award system. The organization also conducts sustainable monitoring and evaluation to ensure the effectiveness of the implementation of organizational culture.

Q3: What is the role of leadership in implementing organizational culture at Aiesec University of North Sumatra?

A3: Leadership plays a crucial role in implementing organizational culture at Aiesec University of North Sumatra. Leaders are responsible for setting the tone and direction for the organization's culture, and for ensuring that the culture is aligned with the organization's values and mission.

Q4: How does Aiesec University of North Sumatra measure the effectiveness of its organizational culture?

A4: Aiesec University of North Sumatra measures the effectiveness of its organizational culture through regular surveys and performance evaluations. The organization also conducts regular discussions and reflections to evaluate the effectiveness of its programs and strategies.

Q5: What are some of the challenges that Aiesec University of North Sumatra faces in implementing organizational culture?

A5: Aiesec University of North Sumatra faces several challenges in implementing organizational culture, including ensuring consistency in the application of organizational values at all levels and in various programs. The organization also needs to continue to improve its monitoring and evaluation system to ensure the effectiveness of the implementation of organizational culture.

Q6: How can Aiesec University of North Sumatra build a stronger and more sustainable organizational culture?

A6: Aiesec University of North Sumatra can build a stronger and more sustainable organizational culture by continuing to develop an effective strategy, building a transparent communication system, and encouraging active participation of members. The organization should also continue to develop a strong and sustainable organizational culture that aligns with its values and mission.

Q7: What is the impact of organizational culture on organizational performance at Aiesec University of North Sumatra?

A7: The impact of organizational culture on organizational performance at Aiesec University of North Sumatra is significant. A strong and sustainable organizational culture can lead to improved performance, increased employee engagement, and better customer satisfaction.

Q8: How can Aiesec University of North Sumatra ensure that its organizational culture is aligned with its values and mission?

A8: Aiesec University of North Sumatra can ensure that its organizational culture is aligned with its values and mission by regularly reviewing and updating its organizational culture strategy. The organization should also ensure that its leaders and employees are aware of and understand the organization's values and mission.

Q9: What is the role of communication in implementing organizational culture at Aiesec University of North Sumatra?

A9: Communication plays a crucial role in implementing organizational culture at Aiesec University of North Sumatra. The organization should ensure that its leaders and employees are aware of and understand the organization's values and mission, and that they are able to communicate effectively with each other.

Q10: How can Aiesec University of North Sumatra measure the return on investment (ROI) of its organizational culture implementation?

A10: Aiesec University of North Sumatra can measure the ROI of its organizational culture implementation by tracking key performance indicators (KPIs) such as employee engagement, customer satisfaction, and organizational performance. The organization should also conduct regular surveys and performance evaluations to evaluate the effectiveness of its organizational culture.

Conclusion

In conclusion, implementing organizational culture at Aiesec University of North Sumatra is a complex and ongoing process that requires a comprehensive strategy and regular monitoring and evaluation. By answering these frequently asked questions, we hope to provide a better understanding of the implementation of organizational culture at Aiesec University of North Sumatra.