CHANGE

MANAGEMENT

Lecturer

Andri Budi Santosa, Drh, MBA

DAY 3

Pendekatan dalam Manajemen

Perubahan Organisasi

Pendekatan klasik yang

dikemukaan oleh Kurt Lewin mencakup tiga langkah. Pertama : UNFREEZING the status quo, lalu MOVEMENT to the new state, dan ketiga

REFREEZING the new change to make it pemanent 4.

Anticipating Resistance

To Change

Perubahan =

> 1

Tekanan x Visi x Rencana Transisi

Resistensi

Mempersiapkan perubahan….

S

U nderstand the organization

C

C

E xperienced help where necessary

S

S takeholder involvement

hared vision

ultural alignment

ommunication

trong leadership

PENDEKATAN UNTUK

MENGATASI RESISTENSI

Systemic Approach

Top-down

Bottom-up

Transformational intelligence Approach

Motivational intelligence (MQ)

Process intelligence (PQ)

Relational intelligence

Creative intelligence

ORGANISATION

DEPARTMENT

INDIVIDUAL

ST

RU

CT

UR

AL

TE

CH

NO

LO

GIC

AL

PO

LIT

ICA

L

SO

CIA

L

BOTTOM UP

TOP DOWN

Systemic Approach

PENGALAMAN YANG DAPAT

DIPETIK

Change is learning, and learning is change

Individual learning and organizational learning are inextricably link

There are far more options for improvement or innovation than there is time or resources to address them

Change is not an event but is a complex and subjective learning/unlearning process for all concerned

The most successful changes are the result of team effort