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This research focuses on developing values in schools, more particularly describing the appreciation of what I refer to as the quality culture in schools. The primary query pertains to the significance of personal values and commitment to achieving goals through the cultural organization of the workplace. This study uses a quantitative approach using questionnaire instruments directed at teachers in the vocational A Sumedang District of Indonesia to prove the following hypothesis:  There is a significant influence of values-based leadership with respect to the achievement of goals through the cultural organization of the workplace. The results obtained demonstrate that values-based leadership helps realize organizational goals through attitude, discipline, quality, and labor relations. Recommendations include: (1) increasing understanding of self; (2) enhancing perspective; and (3) developing the ability to discern the differences in individuals, improve cooperation, and establish transparency in rule-making.
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Personal Values and Commitment in Achieving
Goals through the Cultural Organization of Work
Asep Suryana
Education University of Indonesia
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72
Personal Values and
Commitment in Achieving
Goals through the Cultural
Organization of Work
ASEP SURYANA, M.PD.
EDUCATION UNIVERSITY OF INDONESIA
Abstract
This research focuses on developing values in schools, more particularly describing the
appreciation of what I refer to as the quality culture in schools. The primary query pertains to
the significance of personal values and commitment to achieving goals through the cultural
organization of the workplace. This study uses a quantitative approach using questionnaire
instruments directed at teachers in the vocational A Sumedang District of Indonesia to prove
the following hypothesis:
There is a significant influence of values-based leadership with respect to the
achievement of goals through the cultural organization of the workplace. The results
obtained demonstrate that values-based leadership helps realize organizational
goals through attitude, discipline, quality, and labor relations. Recommendations
include: (1) increasing understanding of self; (2) enhancing perspective; and (3)
developing the ability to discern the differences in individuals, improve cooperation,
and establish transparency in rule-making.
Background
A well-run organization is an organization capable of sharing common values and norms
among its members. Values are defined as beliefs exhibited by certain behaviors which
advance common interests in accordance with an institution‘s sustainable needs.
Understanding such values is determined by how the values are identified, communicated,
and ultimately, either embraced or rejected by the organization‘s constituents.
The school, as a business form unto itself, is an organization which operates in accordance
with its own values systems. The educational process is designed to produce human beings
who, over time, increase their knowledge base. The interjection of values in this process is
fundamental. The expected results of the educational process are delineated in the National
73
Education System statutes, particularly Article 1, Paragraph 2 of No. 20 (2003), with the
purpose ―... to develop learners‘ potential to become human beings who are faithful,
devoted to God, noble, healthy, knowledgeable, competent, creative, independent, and
accountable while living as citizens in a democratic society.‖
In the achievement of educational goals, there are key things to note. First, the reference
values are those which are based upon religious and life tenets. Second, the growing values
refer to the ongoing process of defining these fundamental values. Third, these values are
either already intrinsic to the general character of the individual or must be taught by a
guide or mentor. Fourth, these values, once uniformly understood and adopted, must then
be applied to the ongoing acquisition of knowledge. Fifth, the formal institutional values
must be exercised without exception by the organization‘s management (i.e., ―living by
example‖ or ―walking the talk.‖) Sixth, the effectiveness of the organization will then depend
upon who well these values are implemented by the school administration, faculty, and
staff. Without a firm commitment to the understanding and practice of values within the
academic institution, schools will fail to generate the principled Indonesian life-long learner
as indicated by the immoral behavior of many students and graduates who have appeared
to have lost their identity, dignity, direction, and control. Additionally, these graduates will
lack the knowledge, skills, and awareness required by the global marketplace. As negative
consequences materialize and are compounded, what will happen to the learning process
within the academic institution? The primary analysis should focus upon principled
leadership. The second analysis should be geared towards the measuring the productivity
and collegiality of all members who constitute the academic organization.
Problem Formulation
In examining the person‘s potential loss of identity, the starting point of this research
focuses upon how large a contribution personal values and a commitment to achieving
common goals impact the work environment.
Research Objectives and Projected Outcomes
Research Objectives
The purpose of the research activities employed attempt to measure the contributions made
by adopting and applying a common set of values.
Projected Outcomes
The research results should demonstrate that: (1) a values-oriented work environment
strengthens and develops the administration of the educational process; (2) policy-makers
must play a greater role using their commonly-shared values in teacher recruitment; and (3)
all members of the school workplace should be able to effectively inculcate these values in
their students, thus increasing academic performance while improving and strengthening
conviction of character.
74
Chart 1: Values Interconnectivity Paradigm
Research Methods
The approach used in this research is both quantitative and qualitative in nature. The
subjects involved in this research are professors at the Vocational High School in the
Sumedang District (SMK). The primary data gathered for this research is composed of
answers to questionnaires directed to SMK teachers; secondary data was obtained through
interviews with the school‘s principal. These research locations were all located in the
Sumedang District and were selected pursuant to regional characteristics and population
centers. Sampling was based upon random proportional techniques. The research sample
size consisted of 196 persons.
Chart 2: Findings
School Leader (Kepala
Sekolah)
Personal Values
School Culture Values
Power and Emotional
Commitment
How to Lead
Attitude
Work Discipline
Quality of Work
Relationships
Goals
X1
Y1
Y2
Y3
Y4
Z
X2
0,831
-0,081
0,005
0,412
0,366
0,427
0,188
0,440
0,050
0,431
0,437
0,262
0,231
0,486
0,354
0,090
0,497
0,464
0,315
0,444
0,911
0,806
0,898
0,902
0,881
75
Table 1: Findings: Cont’d
Table 1 details the influence between variable quantities:
No.
Variable
Category
Magnitude
of Effect
Other
Influence
1
Values-Based Leadership in Achieving Goals through
Work Attitudes
Influenced
35.1%
64.9%
2
Values-Based Leadership in Achieving Organizational
Goals through Work Discipline
Influenced
39.6%
60.4%
3
Values-Based Leadership in Achieving Organization
through Quality Work Destination
Influenced
35.1%
64.9%
4
Values-Based Leadership in Achieving Organizational
Goals through Patterns of Employment
Influenced
42.4%
57.6%
5
Work Attitudes, Work Discipline, and Quality of Work
Patterns of Employment
Influenced
45.2%
54.8%
6
Work Attitudes and Work on the Quality of Work
Discipline
Influenced
45.5%
55.5%
7
Work Attitudes toward Work Discipline
Influenced
45.5%
55.5%
Chart 3: Findings: Theoretical Model Development
High
Bad
High
Good
Critical Period
76
Images Value-Based Leadership Model
Conclusion
The results of this study indicate the following:
1. Personal values with the commitment of the principal who had an impact on the
effectiveness of the achievement of organizational goals.
2. Personal values and commitment of the principal influence on the effectiveness of
the achievement of organizational goals through work discipline.
3. Personal values and commitment to the principal influence on the achievement of
organizational goals through the quality of work.
4. Personal values and commitment to the principal influence on the achievement of
organizational goals through the employment relationship.
77
5. The attitude of work derived from the value of organizational culture, self-discipline in
the form of awareness, and quality of work that illustrates the quality of self-giving
impact on the effectiveness of the achievement of organizational goals through the
employment relationship.
6. The attitude of work that illustrates the cognitive, affective and implementation in
behavior and self-awareness in carrying out their duties and functions in the
organization influence the development of work quality.
7. The Principal working attitude have an impact on work discipline.
8. Commitment to support a good personal values influence the effectiveness of the
achievement of organizational goals, where value and commitment to build quality
itself in self-employment and quality will build patterns of a dynamic working
relationship and harmonious.
9. Personal values with a high commitment of support will be actualized in the
achievement of organizational goals.
The theoretical and empirical implications of these findings demonstrate that:
1. Personal values that have emerged in leadership in the form of a balance between
the actual performance, (which appears daily behavior) the values inherent when the
leader shows his behavior in daily life in society and the environment, the task
performance in the values are shown when do her duties and functions within an
organization. Detonation between the actual performance of the task performance
and create the impression that a negative view of the role. This means, that a
positive attitude at work is a picture of attitudes in their everyday lives and this
should be a reference for each member. Reference connotations values in everyday
work and will build and maintain the power / power management.
2. Working attitude described by the level of job satisfaction cannot be built by a single
value as an individual about the justification for a trusted, will be must be a collective
justification derived from the value of organizational culture (School Culture Values).
3. Within the framework of organizational effectiveness to achieving the goals of one's
re-conceptualization of values; understanding of the meaning of the value of the
many references of how values are formed organizations, limits understanding of the
values of good and bad in the organization, an understanding of how ethical values
are implemented in situations of organizational life the truth, an understanding of
how one should behave in the organization, and understanding of the main actors in
the development of value changes in the organization.
4. Discipline highest work is self awareness, where the discipline is self-discipline work.
Consciousness arises because certain stimulation and through continuous process
from the experiences of something that should be done, and the level of self-
acceptance of what is done.
5. In order to achieve a balance between disciplines with working relationships, have
emphasized the process of understanding between the functions in the work and
functions of personal relationships.
78
Recommendations
For management in an academic institution, as well as in any business entity, to develop a
culture of organizational values, it is critical to first observe the actions of and listen to the
ideas of the workers. Understanding those principles held dear by those who constitute the
workforce provide direction. These values must then be researched and studied to ensure a
good and proper fit with the academic institution. Next, it is important to reflect these values
feeling, develop them, and perform. In order to implement the five components are made in
the form of: a) increased understanding and self acceptance. b) Develop self-awareness. c)
Increase the perspective of the school organizational culture studies. d) Develop skills in
understanding differences school organization members. e) Improve the understanding and
skills in collaboration. f) Develop leadership "share". g) Establish rule encourages members
to communicate openly about feelings, fears, desires, and that her needs.
___________________________________________________________________________
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... Values Interconnectivity Paradigm ( AsepSuryana,, 2010) ...
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Leadership Based on Values. (artikel tersedia dalam www.value based leadership/Leadership Based on Values
  • Ching Chye
  • Yew
Chye, Ching Yew. (2004). Leadership Based on Values. (artikel tersedia dalam www.value based leadership/Leadership Based on Values.htm
Executive EQ-Emotional Intelligence in Leadership and Organization. (Alih Bahasa oleh Alex Tri Kantjono Widodo; Executive EQ-Kecerdasan Emosional dalam Kepemimpinan dan Organisasi)
  • Robert K Cooper
Cooper, Robert K. (2000). Executive EQ-Emotional Intelligence in Leadership and Organization. (Alih Bahasa oleh Alex Tri Kantjono Widodo; Executive EQ-Kecerdasan Emosional dalam Kepemimpinan dan Organisasi). PT Gramedia Pustaka Utama: Yakarta.
The Foundation of Morality. (Alih Bahasa oleh Cuk Ananta Wijaya
  • Henry Hazlitt
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