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Organizational Change and Development
Dr. Anggraini Sukmawati Essentials of Organizational Behavior, 8/e
Stephen P. Robbins
Forces for Change
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Change Agents
• Persons in organization responsible for managing change activities
• Managers, employees, consultants
“Calm Waters” Simile
v Pelelehan : Upaya perubahan untuk mengatasi tekanan-tekanan baik dari keengganan individual maupun konformitas kelompok, gerakan ke suatu keadaan baru
v Pembekuan-ulang : Memantapkan suatu intervensi perubahan dengan mengimbangkan kekuatan dorong dan kekuatan penahan
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Lewin
• Driving Forces
• Restraining Forces
• Combined
“White-Water Rapids” Simile
• Stability and predictability don’t exist
• Disruptions in the status quo
• Face constant change, bordering on chaos
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Individual Resistance to Change
• Habit
• Security
• Economic Factors
• Fear of the Unknown
• Selective Information Processing
Organizational Resistance
• Structural Inertia
• Limited Focus of Change
• Group Inertia
• Threat to Expertise
• Threat to Established Power Relationships
• Threat to Established Resource
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Communication
Create a Learning Organization Reward
Acceptance of Change
Participation Provide
Support
Overcoming Resistance to
Change
Organizational Development
• Respect for People
• Trust and Support
• Power Equalization
• Confrontation
• Participation
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OD Interventions
• Sensitivity Training
• Survey Feedback
• Process Consultation
• Team Building
• Intergroup Development
• Appreciative Inquiry
Appreciative Inquiry
• Seeks to identify the unique
qualities and special strengths of
an organization, which can then be built on to improve performance
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Appreciative Inquiry
• Discovery
• Dreaming
• Design
• Destiny
Contemporary Issues
• Innovation
• Learning
Organization
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Stimulating Innovation
• Structural Variables
• Cultural Variables
• Human Resources Variables
