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Abstrak :
An Organization which have a strong and deep of corporate culture, surely consist of highly motivated and committed individuals. Those individuals will sacrifice themselves for organization purpose. This is exactly what an ideal condition that were hoped for by all leaders, so that no extra effort needed to drive their worker and no need for a monetary instrument to boost their pace. That?s why strong organizational culture is an effective yet efficient to control human behavior. Kinderfield is one of educational organization that emphasize on their teacher?s quality. That?s why Kinderfield?s cultural socialization became important unseparated point from development of it?s teaching forces. Cultural socialization flow from a lower on group or organization to a lower level. Sometimes there were several hindrances and obstacles. Fue to that imperfection in cultural socialization cause bad effect to Kinderfield, such as lack of proper understanding of cultural values by the teachers and could disturb teaching- learning activities. In this research, the researcher use qualitative approach. To get all the data and information, researcher use deep interview on multiple sources, field observation and librarial study. Reseaercher interviewed several sources, among them are two representative from Top Management, two from Managerial Class and Three teachers. They cover the whole Kinderfield population. Based on result of the research on socialization process in KInderfield we can conclude that socialization in Kinderfield runs well done, despite all of hindrances and abstacles on the process which is slow understanding of several teacher. From interviews, teachers learn cultural values in story and ritual forms. Top Management?s sensitivity is needed in socialization process to ensure it still walk within allowable borders so that organizational target can be achieved which is good work productivity, high commitment and low rate of resigning workers.

Abstrak :
Manajemen dan pekerja merupakan dua bagian penting dalam sebuah perusahaan. Kedua bagian ini terbagi atas spesialisasi kerja berbeda yang menciptakan pola pikir dan tindakan yang juga berbeda. Human Capital dan Asosiasi Pilot Garuda (APG) merupakan dua divisi berbeda dalam maskapai penerbangan Garuda Indonesia. Human Capital merupakan divisi yang mengelola sistem kerja perusahaan, sedangkan APG merupakan serikat pekerja para pilot. Penelitian ini fokus pada interaksi kedua divisi tersebut dalam satu kerangka kebudayaan perusahaan. Human Capital dan APG mendapat banyak hambatan dalam sosialisasi dan implementasi kebudayaan perusahaan karena sulitnya menyamakan interpretasi terhadap corporate values. Hambatan tersebut kemudian terakumulasi sehingga memicu ketidakharmonisan di antara keduanya saat program Quantum Leap dianggap lemah perencanaan dan tidak memiliki antisipasi jangka panjang. Penelitian ini juga akan membahas etnografi konflik yang terjadi antara Human Capital dan APG akibat pola pikir dan tindakan yang berbeda antara kedua belah pihak. ......Management and workers are two important parts of a company. The difference of work specialization between these two parts creates different paradigm and action. Human Capital and Asosiasi Pilot Garuda (APG) are two different divisions inside the Garuda Indonesia Company. Human Capital is the division which manages the working system of the company, while APG is a worker union of the Garuda Indonesia pilots. This research focuses on the interaction between those different divisions inside one frame of corporate culture. Due to the different interpretation toward corporate values, Human Capital and APG have encountered so many obstacles in term of socializing and implementing the corporate culture. The obstacles then accumulated and slowly triggered disharmony between Human Capital and APG when the Quantum Leap Program was considered as a poorly-planned program. This research also discusses about the ethnography of conflict between Human Capital and APG because of the different paradigm and action.