Effective Strategies for Managing Change in Organizations

Utilize SACRED COW HUNTS to eliminate unbeneficial practices. Implement phases like unfreezing, moving, and refreezing to navigate change. Understand important factors in employee acceptance and implementing change. Learn about organizational culture transformation and empowerment decision-making. Valuable insights on decision-making strategies and empowering employees for successful organizational change.

• Change Management
• Organizational Culture
• Employee Empowerment
• Decision Making
• Leadership

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2. Managing Change SACRED COW HUNTS praktek untuk mengurangi praktek-praktek yang ridak bermanfaat. The paper cow The meeting cow The speed cow Strategi lain : Ask stupid questions Don t get too comfy keep innovating Make your own rules Don t punish but give rewards

3. Managing Change 3 phases unfreezing moving refreezing * Steps Stage 1 Denial Stage 2 Defense Stage 3 Discarding Stage 4 Adaptation Stage 5 Internalization

4. Managing Change IMPORTANT FACTORS (in eployee acceptance) The type of change The reason behind the change The person making the change The person being changed Change agents if it aint broke, break it Change analyst if it aint broke, leave it, if its broke, fix it Receptive changers if broke, I ll help fix it Reluctant changers are you sure its broken? Change resitors it may be broken, but its still better than the unkown

5. Managing Change IMPLEMENTING CHANGE Creating an Atmosphere for change good old days vs bad old days Communicationg Details Communicating change is hard work Training is needed Two-way comm is essential Honesty is the best policy Time Frame Training Needs

6. Managing Change ORGANIZATIONAL CULTURE Changing Culture Assessing the New Culture Step 1 needs assessment Step 2 Determining executive directions Step 3 Implementation Considerations Step 4 Training Step 5 Evaluation of the new culture Creating Dissatisfaction with existing culture Maintaining the New Culture Selection of Employees Organizational socialization Ritual symbol

7. Empowerment Making the Decision to Empower Levels of Employee Input Empowerment Charts Consequences of Empowerment

8. Making the Decision to Empower Factors in Making Decision to Empower Importance of Decision Quality Leader Knowledge of the Problem Area Structure of the Problem Importance of Decision Acceptance Probability of Decision Acceptance Subordinate Trust and Motivation Probability of Subordinate Conflict Decision-Making Strategies Using the Vroom-Yetton Model Autocratic I Strategy Autocratic II Strategy Consultative I Strategy Consultative II Strategy Group I Strategy

9. Levels of Employee Input Following Ownership of Own Product Advisory Shared/Participative/Team Absolute

10. Empowerment Charts

11. Consequences of Empowerment Personal 1. Increased job satisfaction for most 2. Stress a) Decreased stress due to greater control b) Increased stress due to greater responsibility Financial 1. Bonuses 2. Pay Increase Career 1. 2. 3. 4. Increased job security Promotions Increased marketability Increased chance of being terminated

12. Downsizing Reducing the Impact of Downsizing Effects of Downsizing

13. Reducing the Impact of Downsizing Sign of Problems Temporary employees Outsourcing Selecting the Employees to Be Laid Off The Announcement Outplacement Programs

14. Effects of Downsizing Victims To reduce the effects of downsizing, Beyer and colleagues have this advice for layoff victims: Immediately tell families Evaluate the reasons for the job loss Plan a new course of action and go forward with confidence Survivors Local Community The Organization

15. WORK SCHEDULES TUJUAN : Untuk meningkatkan kepuasan employee, motivasi, and performa Untuk mengurangi absensi Fokus kepada penerapan jam kerja

16. WORK SCHEDULES Compressed workweeks Employee mempunyai kecendrungan untuk menekan/meng- crompress jam kerjanya lebih banyak dengan mengurangi hari kerja dari biasanya. Moonlighting Employee mempunyai pekerjaan yang lebih dari 1 job. Penyebab : membutuhkan biaya yang lebih banyak.

17. WORK SCHEDULES Flexible Work Hours Karyawan diberikan kontrol yang memungkinkan untuk memilih jam untuk bekerja. bandwith : total jam kerja setiap harinya core hours : employee wajib kerja pada jam-jam kerja yang padat Peak-time Pay Karyawan paruh waktu akan dibayar lebih tinggi dibandingkan karyawan yang full time karena mereka bekerja di jam-jam yang padat

18. WORK SCHEDULES Job Sharing Adanya pembagian jadwal kerja (shift) pada 2 karyawan dengan pembgian waktu kerja. Work at Home Employee bekerja di rumah untuk menyelesaikan tugasnya daripada di kantor telecommuting.

19. WORK SCHEDULES Shift Work Pergantian jam kerja pada pegawai, baik siang ataupun malam. Adanya shift work disebabkan karena ketidakcocokkan jadwal pegawai dengan jadwal orang lain. Dampak negatif : gangguan tidur, gangguan pekerjaan, dll.