Proyeksi Diseminasi Nilai Budaya Organisasi Dengan Modified Axelrod Model (Studi Kasus: PT Japfa Comfeed Indonesia Tbk Unit Gedangan)

Prematiputri, Adristi Zaneta (2025) Proyeksi Diseminasi Nilai Budaya Organisasi Dengan Modified Axelrod Model (Studi Kasus: PT Japfa Comfeed Indonesia Tbk Unit Gedangan). Other thesis, Institut Teknologi Sepuluh Nopember.

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Abstract

Budaya organisasi merupakan elemen strategis dalam mendukung pencapaian visi dan misi perusahaan. PT Japfa Comfeed Indonesia Tbk menerapkan nilai budaya DOLPHIN (Drive, Organizational Thinking, Leadership, Professional, Honesty, Innovative, Nurturing) sebagai pedoman dalam membentuk perilaku dan motivasi karyawan. Namun, hingga saat ini belum terdapat evaluasi yang spesifik untuk mengukur tingkat pemahaman dan penerapan nilai-nilai tersebut di lingkungan kerja. Penelitian ini bertujuan untuk mengukur entropi budaya organisasi, melakukan simulasi diseminasi nilai budaya, menganalisis polarisasi nilai budaya, serta memberikan rekomendasi pada PT Japfa Comfeed Indonesia Tbk Unit Gedangan. Metode yang digunakan adalah Modified Axelrod Model berbasis agent-based simulation untuk memproyeksikan penyebaran nilai budaya antar individu, serta pengukuran entropi budaya dengan algoritma ENVOA (Entropy Value Organizational Alignment) yang merupakan pengembangan dari Shannon Entropy. Pada penelitian ini, dilakukan pengukuran entropi group, top down, dan bottom up. Hasil pengukuran pada kondisi eksisting menunjukkan entropi group pada Departemen Plant sebesar 1,64 dan Departemen Non-Plant sebesar 1,61 di mana keduanya tergolong highly disordered. Entropi top down pada Departemen Plant sebesar 0,891dan Departemen Non-Plant sebesar 0,875, serta entropi bottom up pada kedua Departemen menunjukkan nilai yang sama sebesar 0,725. Setelah diseminasi, pada Departemen Plant terjadi penurunan entropi group menjadi 0,422, top down menjadi 0,418, dan bottom up menjadi 0,672. Sebaliknya, pada Departemen Non-Plant, entropi top down meningkat menjadi 0,886 dan bottom up menjadi 0,87. Hasil simulasi juga menunjukkan terbentuknya polarisasi nilai budaya pada tujuh nilai utama dengan lima di antaranya merupakan espoused values perusahaan. Rekomendasi yang diberikan antara lain penyesuaian standar nilai budaya dengan mengganti nilai Innovation dan Professionalism menjadi Discipline dan Ownership, serta upaya diseminasi yang bersifat personal dan segmentatif seperti pelatihan kepemimpinan berbasis nilai, pemanfaatan media digital interaktif, serta penguatan komunikasi dan kolaborasi lintas unit kerja penguatan kemampuan kepemimpinan, komunikasi, kolaborasi, dan evaluasi budaya secara berkala.
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Organizational culture plays a crucial role in supporting the achievement of a company's vision and mission. PT Japfa Comfeed Indonesia Tbk applies the cultural values of DOLPHIN (Drive, Organizational Thinking, Leadership, Professionalism, Honesty, Innovation, Nurturing) as guidelines for shaping employee behavior and motivation. However, there has been no specific evaluation to assess the understanding and application of these values within the work environment. This study aims to measure the entropy of organizational culture, simulate the dissemination of cultural values, analyze the polarization of these values, and provide recommendations to PT Japfa Comfeed Indonesia Tbk's Gedangan Unit. The method used is Modified Axelrod Model, which utilizes agent-based simulation to project the spread of cultural values among individuals. Furthermore, cultural entropy is measured using the ENVOA (Entropy Value Organizational Alignment) algorithm, which is an enhancement of Shannon Entropy. In this study, we performed entropy measurements from three perspectives: group, top down, and bottom up. The results from the existing conditions indicate that the group entropy for the Plant Department is 1,64, and for the Non-Plant Department is 1,61 were both classified as highly disordered. The top-down entropy for the Plant Department is 0.891, and for the Non-Plant Department is 0,875. The bottom up entropy in both departments presents the same value of 0,725. After the dissemination of cultural values, there was a noticeable decrease in group entropy in the Plant Department, dropping to 0,422; top down entropy decreased to 0,418, while bottom-up entropy increased to 0.672. Conversely, in the Non-Plant Department, top down entropy increased to 0.886 and bottom up to 0,87. The simulation results also highlighted the emergence of cultural value polarization centered around seven key values, five of which are recognized as the company's espoused values. The simulation results highlighted cultural value polarization surrounding seven core values, five of which align with the company's stated values. Recommendations include revising the framework by replacing Innovation and Professionalism with Discipline and Ownership. Additionally, it suggests implementing targeted dissemination strategies, such as values-based leadership training, the use of interactive digital media, and enhancing collaboration across work units, along with conducting periodic evaluations of the organizational culture.

Item Type:	Thesis (Other)
Uncontrolled Keywords:	Cultural Entropy, ENVOA, Organizational Culture, Modified Axelrod Model, Shannon Entropy Algorithm, Budaya Organisasi, ENVOA, Entropi Budaya, Modified Axelrod Model, Shannon Entropy Algorithm
Subjects:	H Social Sciences > HD Industries. Land use. Labor > HD58.7 Corporate culture.
Divisions:	Faculty of Industrial Technology > Industrial Engineering > 26201-(S1) Undergraduate Thesis
Depositing User:	Adristi Zaneta Prematiputri
Date Deposited:	28 Jul 2025 01:15
Last Modified:	28 Jul 2025 01:15
URI:	http://repository.its.ac.id/id/eprint/121799

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