Professional Documents
Culture Documents
MENGAPA BERUBAH????
PENDAHULUAN
Knowledge to product
Human resource to human capital
Imagination to reality
GOOD
UNIVERSITY
PRODUCE
GRADUATES, GREAT UNIVERSITY
PRODUCE LEADERS
Tid
ak
nya
ma
n
g
n
a
h
C
s
i
ing
u
t
a
an
Sulit berubah
r
p
l
a
r
s
s
e
c
o
al s
o
g
n
s
o
e
g
v
i
n
t
i
c
s
e
u
j
c
b
o
o
s
F
e
g
l
n
p
i
i
s
c
s
n
i
e
r
s
p
As
g
n
i
s
s
s
e
r
p
p
a
x
g
E
g
n
i
e
y
r
f
i
u
t
t
l
n
u
c
Ide
g
n
i
s
s
e
s
As
PRESENT
PAST
T
N
E
M
T
I
M
M
O
C
better
upper
FUTURE
GAP
RES
ISTA
NCE
lower
harmfull
MANAJEMEN
PERUBAHAN
PROSES
PERUBAHAN
KONDISI
SAAT INI
Established equilibrium
that continues
indefinitely until
something disrupts it
MASA
TRANSISI
Low stability
High emotional stress
High (often undirected) energy
Control becomes major issue
Stability
Feeling of security
KONDISI
YANG DIHARAPKAN
Conflict increases
NEW VISION
1. EXPLORING
Involving people as many
as possible to have :
Sharing vision
Agreed upon SWOT
feeling
3. VENTURING
4. INTEGRATING
2. SYSTEMIZING the
Process:
RESISTENSI TERHADAP
PERUBAHAN
interest
Psychological impact
Redistributive factor
Destabilisation effect
Culture incompatibility
RESISTENSI TERHADAP
PERUBAHAN
Bagaimana
sikap
terhadap perubahan?
Status
resisten
quo
Filtering of information
Maladaptive defence mechanisms
Negative personal construct
I WANT (+)
I GET (+)
I DONT GET (-)
POWERFUL
MAN
VICTIM
LOOSER
SUCCESSFUL
RESISTER
Perubahan =
>1
Resistensi
Mempersiapkan perubahan.
S hared vision
U nderstand the organization
C ultural alignment
C ommunication
E xperienced help where necessary
S trong leadership
S takeholder involvement
PENDEKATAN UNTUK
MENGATASI RESISTENSI
Systemic Approach
Top-down
Bottom-up
Transformational intelligence
Approach
Motivational intelligence (MQ)
Process intelligence (PQ)
Relational intelligence
Creative intelligence
Systemic Approach
INDIVIDUAL
SOCIAL
TECHNOLOGICAL
DEPARTMENT
STRUCTURAL
ORGANISATION
POLITICAL
TOP DOWN
BOTTOM UP
TRANSFORMATIONAL INTELLIGENCE
APPROACH
CQ
CQ
RQ
PQ
MQ
CQ
Commonly
used in
situation
Advantages
Drawbacks
Education
Where there is Once
Can be very
+communicati
a lack of
persuaded,
timeon
information
people will
consuming
or
often help
if lots of
inaccurate
with the
people are
information
implementati
involved.
and analysis
on of the
change.
Participation
+
involveme
nt
People who
Where the
Can be very
participate will
initiatiors
timebe committed to
does not have
consuming
implementing
all the
if
change, and any
information
participator
relevant
they need to
s design an
information they
design the
inappropriat
have will be
integrated into
change, and
e changes
the change plan.
where others
have
Drawbacks
Facilitation +
support
Where people
are resisting
because of
adjustment
problems.
No other
approach works
as well with
adjustment
problems
Can be time
consuming,
expensive and
still fail.
Sometimes it is
a relatively easy
way to avoid
major
resistance.
Can be too
expensive in
many cases if
alerts others
to negotiate
for
compliance.
Negotiation + Where
agreement
someone or
some group
will clearly
lose out in a
change and
where that
group that
has
considerable
PENGALAMAN YANG
DAPAT DIPETIK
PENGALAMAN YANG
DAPAT DIPETIK
THANK YOU