摘要：: The fundamental change in the work ethos undertaken by high management from UNWIRA turned out to have different acceptances by internal public. This research result indicates that the revitalization of organizational structure has been made by Unwira without a clear definition of the functions of those structures and how they work. This has brought some consequences against the enactment by the internal public. The Unwira experience shows that cooperation and solid team work can only be established if every single person is treated in a just manner, involved in decision making, receives clear information on what is organization demanded and what will they gets from their involvement in the programs of the organization.
