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Change Management Mengelola Proses Perubahan secara Efektif

Change Management Mengelola Proses Perubahan secara Efektif. Anda bisa mendownload file presentasi ini di : www.strategimanajemen.net Composed by : Yodhia Antariksa.

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Change Management Mengelola Proses Perubahan secara Efektif

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  1. Change Management Mengelola Proses Perubahan secara Efektif

  2. Anda bisa mendownload file presentasi ini di: www.strategimanajemen.net Composed by : Yodhia Antariksa Silakan berkunjung ke www.strategimanajemen.net, sebuah blog tentang management skills, human capital dan business strategy

  3. Contents • Five Activities Contributing to Effective Change Management • Motivating Change • Creating Vision of Change • Developing Political Support • Managing the Transition • Sustaining Momentum

  4. “When the rate of change outside exceeds the rate of change inside, the end is in sight” Rate of Change Jack Welch

  5. Five Activities Contributing to Effective Change Management

  6. Five Activities Contributing to Effective Change Management • Motivating Change 2. Creating Vision of Change Effective Change Management 3. Developing Political Support 4. Managing the Transition of Change 5. Sustaining Momentum

  7. Motivating Change Sensitize organizations to pressure for change Reveal discrepancies between current and desired states Motivating change and creating readiness for change Convey credible positive expectations for the change

  8. Force Field Analysis Model Restraining Forces for Change Current Situation Driving Forces for Change

  9. Force Field Analysis Model Strengthening or adding driving forces Removing or reducing restraining forces Change Changing the direction of some of the forces

  10. Group Exercise • Take this opportunity to think of a situation in your organization where Force Field Model could be demonstrated. Begin by identifying a change being instituted in your organization. • List the driving forces • List the restraining forces

  11. 20% 40% 60% 80% 100% Barriers to Change Resistance to Change Limitations of Existing Systems Lack of Executive Commitment Lack of Executive Champion Unrealistic Expectations Lack of Cross-Functional Team Inadequate Team and User Skills Technology Users Not Involved Project Charter Too Narrow Source: Information Week, June 20, 1994

  12. Individual Resistance Habit Economic Factors Job Security Individual Resistance Fear of the Unknown Selective Information Processing

  13. Organizational Resistance Threat to Established Power Relationship Threat to Established Resource Allocations Structural Inertia Organizational Resistance Limited Focus of Change Group Inertia

  14. Overcoming Resistance to Change Education and Communication Negotiation Overcoming Resistance to Change Participation and Involvement Manipulation and Cooptation Facilitation and Support Coercion

  15. 2. Creating Vision of Change Bold and Valued Outcomes Constructing the Envisioned Future Desired Future State

  16. 3. Developing Political Support Assessing Change Agent Power Developing Political Support Identifying Key Stakeholders Influencing Stakeholders

  17. Influencing Key Stakeholders • Information / understanding? • Involvement and ownership? • Changes in planned actions? • Direction from more senior managers? • Evidence of the success of the change? What would make them more supportive of the change?

  18. Influencing Key Stakeholders • Personal threat ? • Non-involvement in decisions ? • Personal rivalries ? • Insufficient evidence in ‘trial period’ (defined by them) ? What would make them less supportive of the change?

  19. 4. Managing the Transition Current State Desired Future State Transition State • Activity Planning • Change Management Team

  20. 5. Sustaining Momentum Providing Resource for Change Building a Support System for Change Agents Sustaining Momentum Developing New Competencies and Skills Reinforcing New Behaviors Staying the Course

  21. Recommended Further Readings: • Thomas Cummings and Christopher Worley, Organization Development and Change, South Western College Publishing • Lynn Fossum, Understanding Organizational Change, Crisp Learning Publication

  22. Jika Anda menyukai presentasi ini, silakan berkunjung ke www.strategimanajemen.netsecara reguler untuk memperoleh ide-ide segar tentang manajemen dan strategi bisnis. Jika Anda ingin menggunakan slide ini, mohon sebutkan sumbernya, yakni : www.strategimanajemen.net www.strategimanajemen.net The Right Destination for Smart People

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