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Change Management

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Title: Change Management


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
Rate of Change
  • When the rate of change outside exceeds the rate
    of change inside, the end is in sight

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
  1. 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
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
Individual Resistance
Job Security
Fear of the Unknown
Selective Information Processing
13
Organizational Resistance
Threat to Established Power Relationship
Threat to Established Resource Allocations
Organizational Resistance
Structural Inertia
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
  1. Thomas Cummings and Christopher Worley,
    Organization Development and Change, South
    Western College Publishing
  2. Lynn Fossum, Understanding Organizational Change,
    Crisp Learning Publication

22
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