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MANAJEMEN PERUBAHAN
PROSES PERUBAHAN
KONDISI
SAAT INI
MASA
TRANSISI KONDISI
YANG DIHARAPKAN
Established equilibrium
that continues
indefinitely until
something disrupts it
Stability
Feeling of security
• Low stability
• High emotional stress
• High (often undirected) energy
• Control becomes major issue
• Past patterns of behavior become
highly valued
• Conflict increases
• NEW VISION
MANAJEMEN PERUBAHAN & TRANSISI (WORKING ON THE GAP)
1. EXPLORING
Involving people as many as possible to have : • Sharing vision
• Agreed upon SWOT feeling
2. SYSTEMIZING the Process: • Keep people connected to the
change process
• To create a space to express the positive and negative
3. VENTURING • Analizing the gap
• Anticipating resistance and gaining the commitment
• Providing opportunities for innovation and creativity
Pilot and implementation
4. INTEGRATING • Evaluate the changing process
• Expand successful process
• Review the pilot and implementation
• Institutionalized the approach
Hadapi dengan pemberian informasi yang jelas
Informasi bahwa perubahan akan terjadi
Jelaskan apa yang diharapkan dan tindakan
apa yang perlu mereka lakukan untuk
beradaptasi dengan perubahan
Beri mereka waktu, dan kemudian skedulkan
pertemuan untuk berdiskusi
Respon untuk Fase Penyangkalan (Denial)
Respon untuk Fase Penentangan
(resistance)
Listen, listen, listen
Berikan apresiasi terhadap penolakan mereka dan
berikan empati
Jika diperlukan, gunakan enforcement dan
punishment
Diperlukan ketrampilan untuk mengelola konflik
Respon untuk Fase Menjajaki
(Exploration)
Sediakan training dan program pengembangan
yang dibutuhkan
Tetapkan sasaran jangka pendek dan
Respon untuk Fase Komitmen
(commitment)
Tetapkan sasaran untuk jangka yang lebih panjang
Bangun kerjasama tim
Berikan reward
Memelihara momentum perubahan -
RESISTENSI TERHADAP
PERUBAHAN
Mengapa resisten terhadap perubahan?
Self interest
Psychological impact
Redistributive factor
Destabilisation effect
Culture incompatibility
RESISTENSI TERHADAP
PERUBAHAN
Bagaimana sikap resisten terhadap
perubahan?
Status quo
Filtering of information
Maladaptive defence mechanisms
Negative personal construct
Six Strategies to Solve Resistance
Coch dan French Jr
Education & Communication
Partisipation
Support
Negotiation
Manipulasi dan Kooptasi ( Twisting & Cooptation )
Push and Punishment
Methods for dealing with resistance to change
Approach Commonly used
in situation
Advantages Drawbacks
Education
+communication
Where there is a
lack of
information or
inaccurate
information and
analysis
Once persuaded,
people will often
help with the
implementation
of the change.
Can be very time-
consuming if
lots of people
are involved.
Participation +
involvement
Where the initiatiors
does not have all
the information
they need to
design the change,
and where others
have considerable
power to resist.
People who participate
will be committed to
implementing change,
and any relevant
information they
have will be
integrated into the
change plan.
Can be very time-
consuming if
participators
design an
inappropriate
changes
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.
Negotiation +
agreement
Where someone
or some group
will clearly lose
out in a change
and where that
group that has
considerable
power to resist.
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.
Methods for dealing with resistance to change`(Con.)
Approach Commonly used
in situation
Advantages Drawbacks