GOOD CULTURE COOPERATION IN ORGANIZATIONS IN GLOBAL PERSPECTIVE

Culture in a broad sense is a dinamic value system in a variaties of life that go on for a long enough periode of time as the result and or the attitude of human’s guidance. Culture is belonges to the people. The difference culture of a society fr om the other lays on the it’s development in fulfilling all of the society’s need. Naturally culture is very hard to understand ,invisible, implicitly, and usually to be considered as a usual thing. But all of the organizations develope a set of understanding and an implicited order that regulates the everydays atitude in the work’s place. Organization culture is a part of the existing culture. This culture is very important for the development of an organization both in the state and private fields as well. In the state field ,often happened that the state program which has adificulty ,and it is usually culter considerated to be responsible to. The values that become the loading program has not yet socialized or culture is considered to be very difficult to change. If there is a new value that its implementation needs and the changes considered to be a subjection base by the state to that new culture is culture.


A. INTRODUCTION
The culture of an organization basically does not just emerge from the void.
The founders of an organization have a vision of how the organization should be.
Once a culture is formed, then practices within the organization act to defend it by giving employees a set of similar experiences for generations (Robbins, 1990).
Furthermore Robins (1990) says naturally that culture is difficult to understand, intangible, implicit, and likes to be considered normal.But all organizations develop a set of understanding and implicit rules that govern daily behavior in the workplace.Before newcomers learn about the rules that apply within the organization, they are not fully accepted by members of the organization.
Organizational culture is an important thing that is very influential on the development of the organization itself, because this culture will affect the various levels of organizational management, both from the leadership and the bottom, and on government organizations and private organizations.
Whereas in practice, that the development of companies both national and international scale has been realized that it is not solely dependent on technology and investments invested.But more than that that the progress of the company is strongly influenced by factors that are non-technical development of organizational culture in each institution or company.

B. FORMULATION OF THE PROBLEM
Based on the background of the above problems, then the identification of organizational culture issues in companies or institutions are as follows: 1. What is the meaning of organizational culture? 2. What is the process of cultural formation within the organization?Culture has a very broad sense.As a first step in an understanding of organizational culture, we begin from a thoroughgoing frame of mind about the organization.One approach to find out where culture influences an organization is to use models from Lant, Miliken, and Batra relating to the organizational environment, as shown in Figure 1  The troubleshooting procedure in this paper is to use literature study by studying various books that are closely related to the subject matter.
Furthermore, conceptual descriptions, analyzes, and syntheses are done to create a comprehensive picture of organizational culture in a global perspective.

Understanding Conceptual Culture Organization
Understanding organizational culture is different from different experts who have different points of view as follows.
a. Edward Burnett Tylor (1917) defines:"Culture or civilization, taken in its wide ethnographic ense, is that complex which includes knowledge, belief, art, morals, law, custom, and any other capabilities and habits acquired by man as a member of society".c.Edgar H. Schein (1992: 218) in his book "Organizational Culture and Leadership" defines organizational culture as: "A pattern of shared basic assumptions that the group learns as it solves the problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to these problems ".

Formation of Organizational Culture
The establishment of an organizational culture, like any other field is to use the approach model as can be seen in Figure 2 below.

Organizational Culture Input (Input)
Elements of the formation of organizational culture is divided into two parts: elements that are sourced from external organizations and internal organizations.The main internal elements of organizational culture form starting from the founding philosophy of the organization that has assumptions, perceptions, and values, which must be selected first by a team to determine the appropriate criteria.Once key points are identified which will be the culture of the organization, top management will determine which ones are appropriate to implement and which ones to abort.Then carried out the process of socialization should be assisted by top management so that the results of the socialization process can take place optimally.In the end after the implementation process of the cultural items can be well executed, the corporate culture will support and encourage human resources to achieve organizational goals, as shown in Figure 3. systems and cultures adopted in the area in which the organization is located.
Foreign human resources, is an external element that affects the culture of an organization.It cannot be denied, that in Indonesia, there are still many workers

Criteria Selection
Management Peak Socialization Culture Organization from foreign countries.This is due to a variety of factors, for example for a job, Indonesia gets borrowed from abroad, on condition that their labor must also be involved in the work.The foreign human resources will bring with them their personal culture, group culture, and even the culture of the nation that will influence the organizational culture in the environment.

Poses Organizational culture
Process is a part Cultural process in question is the process of cultural formation of the organization.This process consists of a number of subprocesses intertwining between cultural contacts, cultural excavation of cultural control, cultural evaluation, cultural intinisisasi.and cultural inheritance that occurs in the relationship between an organization with its continuous link.The cultural contact in question is a meeting between new values and old values.This needs to be well analyzed by management, in order to create an effective cultural contact so that this contact can provide added values that are good for the development of the organization.
Cultural clash in question can be distinguished between soft contact and crash contact.These two concepts are distinguished between slowly or rapidly, gradually or simultaneously, unexpectedly or unexpectedly, and others.
Cultural excavations in history are widely known and have a powerful impact.
There are many tools that can be used to explore this culture, among others through history, anthropology, language, geography, customs, etc. Cultural selection needs to be done considering that in this process, will enter various types / streams of culture.This selection consists of natural selection (which is superior to life), social selection or management selection.
The socialization of organizational culture needs to be done so that the values that the founder wants to instill can be understood and understood and implemented by the members of the organization.In this socialization there is a cultural transformation that can be done in various ways such as by action, training, etc. Internalization of culture in question is the process of planting and growing a value or a culture to be part of the self (self) members concerned.
According to Hofstede (1980: 27) calls cultural control as "the maintenance of stability in the culture pattern" Human beings have a mechanism for controlling human behavior, such as embarrassment culture to seize in the paying queue at the store.Cultural changes will be explained in the following sub-chapters.

Output / Outcomes Organizational culture
Output / outcomes in question is the culture itself generated through a process for example is the assumption of values.etc. selected on the organization.

Evaluation of Organizational Culture
Given the very complex culture, so it needs to do an evaluation of the culture that has been selected whether it is appropriate and is good to help the development of the organization or still need improvement / refinement.This refinement improvement is then passed on as a feedback and may start from the input again, or from the process.

Characteristics and Doers of Organizational Culture
Each organization has different and specific characteristics.According to Luthans (1995), there are several important characteristics that can be used as a guide to the existence of organizational culture, which is stated in the form of: a. Behavioral behavior that can be observed when company employees are interconnected with each other.For example, in the case of rituals or ceremonies performed among company employees.
b.The norms that apply within the organization; namely the rules of the game that apply within the organization, both written and unwritten.Norma has several levels, from customs, customs, to laws.Norms are usually closely related to sanctions for offenders.Sanctions have several levels, ranging from social exclusion to being removed from the organization.b.As a sense of identify and image of a society.This identity is formed by various factors such as history, conditions and geographical sides, social, political and economic systems, and changes in values within society (Turner 1994: 14).Cultural differences and identities (culture) can influence government policy in various fields.c.An organization that applies a familial culture and belongs among its members will have a very positive effect on the organization's progress.The people within the organization will feel belonging and owned by the organization so that they find their "identity" in the organization.
d.As a binder of a society.Togetherness (sharing) is a strong binding factor for all members of the community.
e.As a source.Culture is a source of inspiration, pride, and resources.Culture can be an economic commodity, such as cultural tourism.
f.As a driving force.Because (If) culture is formed through the learning process (learning process) then the culture is dynamic, not static, not rigid.
g.As the to form value added.Roos A. Webber links culture with management, John P. Kottler and James L. Heskett attribute culture to performance, Charles Hampden-Turner with his organizational strength and business excellence.As a behavioral pattern.Culture contains the norm.
h.As an inheritance.Culture is socialized and taught to the next generation.
This issue is the central theme of International Conference on Tourism and Heritage Management in Yogyakarta, 28-30 October 1996, which was attended by Clifford Geertz and Alvin Toffer, among others.
i.As substitution (substitute) formalization (Robbins, 1990: 443)."Strong cultures increase behavioral consisteny".so uncharted people do their duty.j.As a mechanism of adaptation to change.Seen from this angle, development should be a cultural process.
k.As a process that makes the nation congruent with the state so as to form nation-state.
l.As a shaper of commitment to the mission of the organization.Sometimes people in an organization find it difficult to put the interests of the organization above their personal interests.However, if within an organization a strong culture is employed, people will feel that they are an important part of the organization's goals.This will motivate them to place the mission of the organization above all else.
m.As a tool to clarify and strengthen the standards of behavior within an organization.New employees joining an organization must locate and carry themselves according to the prevailing culture. in the organization.So culture is a code of conduct for employees of an organization that tells them what they should do or say in certain events.
The perpetrator of culture is every person or group cultured.Everyone's culture is different from others.That culture cannot be called bad or good.Bad impression-good arises when a person interacts (communicates) with others, using his own culture (encoder) without paying attention and adapt himself to other people's culture (decoder).
Culture exists because there are culprits called cultural actors.Human positions and roles in cultural history can be identified as below: a.As a workforce, since the days of slavery until. in the human age is seen as a tool (object), not unlike buffalo, dogs, and horses.
b.As a processing staff, using a simple tool (the maker of simple tools).
c.As users of other people's products.f.Replaces unwritten norms with for-mat rules and regulations.
g. Generating existing sub culture through job rotation.
h. Building the participation and creativity of members of the organization based on an atmosphere of mutual trust.
Although the above has been implemented, organizational culture changes will not happen quickly or dramatically, meaning that organizational culture changes can only occur over a relatively long period of time, Values that form the core of corporate culture affect almost all aspects of organizational life, if they are strong enough.Sathe (1985) describes seven basic aspects of organizational life that are influenced, ie. and is a valuable asset when the behavior is in accordance with existing conditions.
On the one hand, a culture of basal value (basics, foundation) actualizes itself in the form of body (exhibiting itself) through behavior in a certain way, and on the other hand a culture is formed (the value of civilizing itself) through a body that is acted by a certain way, as shown in Figure 5 below.Leaders as far as possible become new cultural models, because every  k.Change the administrative system that encourages bureaucratic culture.
Strive to mobilize the organization using work teams rather than bureaucratically.
l. Commitment for the long term.Leaders must have a long-term commitment and must make the commitment known to the public and widespread.

Cultural Concepts according to Islam
Prophet Muhammad SAW is the last prophet as a model for the ummah of humanity, in carrying out personality morality as culture that has been described in al-qur'an and sunnah rosullNya that, how the process of the fraternity of all humanity in a very high way and really, true and done to all human beings whether there is brotherly relations in Arabia and other parts of the world, treating all the same with themselves in bear the joy and sorrow, Even the Prophet himself who bear more, After the event of hijrah from Mecca to Medina, bringing together two peoples ie the Muhajirin with the Ansar who are in Medina is a cultured union, so as to unite like blood relatives.The brotherhood and culture of fellow believers of an essential brotherhood love each other to build a culture and civilization, which strengthens the ropes of brotherhood unite the belief in the rights and sanctuaries of Allah Subhanahu wata'ala.

The principle of Islamic culture
Islam is principally present to organize and guide the people towards an adaptable and balanced life, thus Islam comes to destroy and destroy the existing culture of society, but Islam regulates that mankind is spared from the things that are not useful and mudorot in life, so that Islam needs to straighten, organize and guide the people to a civilized culture and respect and uphold the human degrees.
Islamic culture must lead to the advancement of human society, culture and unity by not denying a foreign culture that is not contrary to the culture of Islam itself, can enrich the culture itself, as well as enhance the degree of humanity that is morally and culturally.

D. CONCLUSION AND RECOMMENDATIONS
Based on the explanation above, then there is a red thread that can be taken about organizational culture in this global perspective as follows:

3.
What factors influence and are influenced by organizational culture? 4. What are the cultural challenges to organizations in a global perspective?

Figure 3 .
Figure 3. Main Input of Organization Culture (Source: Susanto -1997: 52) Figure 4. Components of Cultural Characteristics d.As a copycat or implementer.other people's way.e.As the inventor of the object or the new way (discoverer, inventor), through trial and error, hypothesis and experimentation (V. Gordon Childe, in Man MakesHimself, 1957 and James B. Conant in On Understanding Science,   1956).f.As an engineer, designer, or innovator.g.As a thinker and creator of something that does not yet exist and become a cultural heritage.9.Factors Affecting Organizational CultureMondy and Noe (1993) identifies the factors that affect corporate culture, namely: Communication, Effective communication in organizations has a positive impact on organizational culture.With such effective communication, management can socialize the mission and objectives of the organization, submit the rules.According to Nugroho (2001), if there are conditions to support such cultural change, it may be considered the following: a.Having top management people who can model positive rules of behavior is an example for members of the organization b.Create new history and symbols to replace what's been said.c. Selecting, promoting, and encouraging members of the organization to support new values.d.Redesigning the socialization process to fit new values.e. Change the reward system in order to encourage the attachment of new set of values to the members of the organization.
be governed by a system of procedures, or organizational mechanisms.Cooperation in the true sense is very dependent on mutual trust, a sense of togetherness, and harmony of views among the people involved.b.Decision Making Corporate culture affects the decision-making process because trust and shared values provide members with alignment of perceptions of the problems at hand.c.Control In addition to the necessary mechanisms, control should also be sustained by values.When organizational members collectively embrace values that view organizational success as self-efficacy, members of the organization will control themselves, and indirectly control those around them regardless of whether or not there is a formal control mechanism.d.Communication In the communication process, there is often a misinterpretation of what is delivered and what is received.Organizational culture can reduce misunderstanding in the communication process.e. Commitment Members of the organization feel attached to the organization.if he identifies himself as the organization and feels there is an inner bond with the organization.The growth of commitment is caused by several things, among other things, rewards, appreciation of the feeling that the work done really has meaning.This commitment is closely related to motivation and loyalty to the organization.f.Perception The reality of a company is socially constructed, meaning what one interprets about what dialarm is, at least influenced by the opinions of others.The shared values influence this process, as it will provide a common interpretation for the organization's members of what is experienced.g.Justification of Behavior Organizational culture helps, members of the organization in terms of their behavioral justification.The justification reinforces the existing behavior

Figure 5 .
Figure 5. Actualization and the Formation of Culture (Source: Taliziduhu) i. Communicate.The more they know about change, the more calm their feelings become.Therefore, communicate to all members of the organization.j.Bridge the inside of the organization.The leader must personally break the bats of the organizational boundary and continue to penetrate the bounds of the rank.Leaders must identify stress and develop processes to create better understanding and relationships between existing constraints.
is very important in the development of the organization, because the culture associated with the values (value), regularity of behavior, norms, basic philosophy and rules used or implemented within the organization.b.Organizational culture has a function to distinguish the identity of an organization with other organizations and can provide value added (value added).This also causes organizations that have something different from others to compete with other organizations in the era of globalization.c.In the formation of organizational culture, need to note the factors that influence the input consisting of external factors and internal factors.External factors in question are foreign human resources, the progress of science and technology, while the internal factors referred to is the history, geography and value systems that exist.d.Communication is important in organizational culture, because if the culture is not communicated or not socialized then the culture becomes meaningless to support organizational progress.e. Commitment is also an important factor of success, because if the level of loyalty of members high on the organization then they will run the culture with a vengeance, and of course it is very good for the development of the organization.f.Culture in Indonesia is very diverse considering our country is an archipelagic country consisting of various tribes who each have a different culture.g.Cultural management is an important factor in the empowerment of existing cultures, in order to be utilized as best as possible for the progress of educational organizations.h.There are several things needed in transforming the culture, namely staffing, structure, control measures and evaluating organizational development in changing cultural values, promotional awards (promotions), goals and plans.leadership of the organization shall endeavor to exist against any existing problems, nor shall it contribute to the development of the commitments and values required in the management of the organization.b.Organizational leaders should be able to provide exemplary, work ethic, good attitude towards each employee, both related to thoughts, concepts, and ideas.c.Corporate leaders and managers of companies / organizations should always provide an explanation that the organizational culture will always change in line with human civilization itself.

Physical All that looks Observable Behavior Norms, processes, changes, Appeal, repulsion Process The formation of culture
. Release the pioneer bonds, but keep them under control.The pioneers are always in a hurry, they are in a hurry so that people enter into a new culture.Take control of them to channel their energy, direct them to change the organizational culture.Use them to generate early successes that can be marketed to others in the organization.f.Fresh blood input.If the pioneers are perceived to be lacking, then bring in people have a new culture.If there are no vacancies, create a space to eh. Success.Success will build on the next success.When the doubts see the pioneers succeed, they will soon take on the new culture.