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  • Mmfa13 - Human Resource: Change Management

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    virna vidya
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    This document discusses change management and overcoming resistance to change. It begins by outlining learning objectives around understanding factors driving organizational change, types of resistance, and minimizing employee resistance. It then provides quotes around the importance of change. The document outlines key issues organizations face with digital transformation, including structure, talent, and leadership. It discusses the four main types of change options and reasons why most change initiatives fail. It then delves into sources of individual and organizational resistance to change. Finally, it proposes models for managing change, including Lewin's three-step model and using force field analysis.

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    CHANGE MGMT

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    This document discusses change management and overcoming resistance to change. It begins by outlining learning objectives around understanding factors driving organizational change, types of resistance, and minimizing employee resistance. It then provides quotes around the importance of change. The document outlines key issues organizations face with digital transformation, including structure, talent, and leadership. It discusses the four main types of change options and reasons why most change initiatives fail. It then delves into sources of individual and organizational resistance to change. Finally, it proposes models for managing change, including Lewin's three-step model and using force field analysis.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
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    4 views13 pages

    Mmfa13 - Human Resource: Change Management

    Uploaded by

    virna vidya
    This document discusses change management and overcoming resistance to change. It begins by outlining learning objectives around understanding factors driving organizational change, types of resistance, and minimizing employee resistance. It then provides quotes around the importance of change. The document outlines key issues organizations face with digital transformation, including structure, talent, and leadership. It discusses the four main types of change options and reasons why most change initiatives fail. It then delves into sources of individual and organizational resistance to change. Finally, it proposes models for managing change, including Lewin's three-step model and using force field analysis.

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    © All Rights Reserved
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    of 13

    1

    MMFA13 – HUMAN RESOURCE

    CHANGE MANAGEMENT

    RATRI WAHYUNINGTYAS

    S2 MANAJEMEN – FAKULTAS EKONOMI DAN BISNIS


    LEARNING OBJECTIVES 2

    1. Mampu menjelaskan dan memahami faktor


    – faktor yang mendorong perubahan
    organisasi
    2. Mampu menjelaskan dan menganalisa jenis
    – jenis resitensi terhadap perubahan
    3. Mampu menjelaskan dan memahami reaksi
    dan cara meminimalisasi resistensi
    karyawan
    4. Mampu menganalisa proses perubahan
    menurut beberapa ahli
    3

    “ Change or Die”
    Robbins

    “Nothing endures but change”


    Heraclitus, Greek Philosopher

    “Change is the law of life and those who look


    only to the past and present are certain to
    miss the future”
    John F. Kennedy

    “There can be no progress if people have no


    faith in tomorrow”
    John F. Kennedy
    4

    In a world of accelerated change, keys issues


    that organization are facing with the people
    aspects of digital are :

    a. The structure of digital entreprise


    b. Digital Talent
    c. Digital Leadership
    Why Change? 5

    Technology

    Trends HR

    Forces for
    Change in
    Organization
    Politics Economy
    Change Options 6

    Four change
    options

    Structure Technology Physical Setting People

    The failure rate of most planned Most change fails … because


    organizational change initiatives is employees resist it – for almost no
    dramatic (Cameron & Quinn, 1999) good reasons (Carr, 1994).
    7
    Individual Resistance

    Selective
    information Habit
    processing

    Individual
    resistance

    Fear of the
    unknown Security

    Economics factors
    Organizational Resistance 8

    Threat to Structural
    established inertia
    resource
    allocations
    Organization Limited
    Threat to resistance focus of
    established change
    power
    relationship
    Threat to Group inertia
    expertise
    Reactions to Resistance
    9

    ❖Overt or immediate :
    Employees respond by:
    ▪ voicing complaints,
    ▪ Threatening to go on strike,

    ❖Implicit or deferred :
    ▪ Loss of loyalty to the organization,
    ▪ Loss of motivation to work,
    ▪ Increased errors or mistakes,
    ▪ Increased absenteeism
    10
    Overcoming Resistance To Change

    Kondisi Cara Penyelesaian

    a.Kecepatan menjadi esensial Coercion


    b.Kekuatan Inisiator perubahan sangat besar

    a.Terdapat kekurangan informasi Pendidikan dan komunikasi


    b.Kekurangakuratan informasi tentang perubahan

    a.Penolakan muncul karena masalah penyesuaian Fasilitas dan dukungan

    a.Kerugian yang akan dialami individu cukup besar Negosiasi


    b.Kekuatan kelompok untuk menentang sangat
    besar
    a.Biaya untuk mengatasi tentangan terlalu mahal Manipulasi dan coersion
    b.Butuh solusi cepat
    Lewin’s Three-Steps Model 11

    to Managing Change
    12

    Force-Field Analysis

    Desired state

    Restraining forces

    Status quo

    Driving forces
    Time
    13

    THANK YOU

    13

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