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Manajemen Perubahan - Bu Prayetni
Manajemen Perubahan - Bu Prayetni
Organizational Change
Management
Organizational Change Management is a
structured
approach
to
transitioning
individuals, teams and organizations from a
current state to d desired future state.
Organizational Change Management is
characterized by a shift in behaviors and
attitudes in people to adopt and embrace
the future state.
DIMENSIONS OF PLANNED
CHANGE
Strukture
Technology
Task
People
PURPOSES OF PLANNED
CHANGE
Essential Elements of
Organizational/ Planned
Change
10
PRINCIPLES OF CHANGE
MANAGEMENT
1. Involve people and agree suppan from them within
system. The system is environment, processes,
culture, relationships, behaviours. ete., whetlner
personal dr arganieatienal
2. Understand where the organization is at the moment
3. Understand where you want to go, when, Why and
what the measures will be for having get there.
R3
Restraining forces
R4
R5
Desired equilibrium
Existing equilibrium
D3
D1
D2
D4
D5
Driving forces
Lanjutan
.
PLANING
Preliminary
Dignosis
Date
gathering
Feedback of
Results
Action
planning
Unfreez
ing
TRANSFORMATION
OUTPUT
ACTION
RESULTS
Learning
processes
Action
Planning
Action steps
Changes in
behavior
Data
Gathering
Measurement
Changi
ng
Refreez
ing
Feedback Loop A
Feedback Loop B
Feedback Loop C
B. The ADKAH
Model
Lanjutan
.
The Change Curve Models
Lanjutan
.
STRATEGIES FOR CHANGE
Feedback
Assessing the
Situation
Planning of change
Assess change Forces
Action for change/
implementing
Monitoring and
evaluating
change
B. Resistance to
Change
1. Anxiety
2. Happiness
3. Fear
4. Threat
5. Guilt
6. Disillusionment
7. Hostility
8. Denial
9. Factors for Resistance to
Change
POWER
POWER
Power is the probality that one actor within a
social relationship will be in a position to carry
out his own will despite resistance.
Max
Weber
Power is the production or intended effects.
Russell
Power is the potential for influence. Roger
Power is the ability and willingness to influence
the behaviour of others to produce certain
intended effects. This ability is based on certain
strengths, requires expenditure of energy and is
manifested by characteristic actions. Emerson
Legitimate
Reward
Coercive
Expert
Referent
Moral
Responsibilit
y
Relational
Power of
Others
Continge
ncies of
Power
TYPES OF POWER
TYPES
OF
POWER
CONSEQUENCES OF
POWERS
SOURCES OF
POWER
Expert Power
Referent Power
BASES OF POWER
INDIVIDUAL
CHARACTERI
STICS/
FACTOR
Legitimate
Power
Reward Power
Coorcive Power
ORGANISATI
ONAL
FACTOR
POLITIK
POLITIC
Pettigrew (1973) described it as the use of power to
influence decision making. lt is power and influence based
on coalition building.
Organizational power is linked to dysfunction in
organizations.
Allen et al., (1979)
Politics refers as individual or group behavior that is
informal, divisive, and above all, in the technical sense,
iliegitimate,sanctioned neither by formal authority,
accepted ideology, nor certifed; system of inflence, linked
to conflict; results both in games' and positive change.
Mintzberg (1983)
The meaning of politics in an organization is conceptualized
as the exercise of power to negotiate different interests
among members while maintaining ones interests in
certain organisational issues.
Characteristics of
Organizational Politics
1
2
3
Techniques Used
in Organizational Politics
8. Building
Coalitions
Techniq
ues
Factors/Conditions influencing
Political Behavior
Personal
Characteri
stic
Organisati
onal
Change
Ambigu
ous
Goals
FACTO
RS
Comple
x&
Ambigu
ous
Decisio
n
Scarce
Resource
s
Technolog
y&
Enviromen
t
CONTROLING ORGANISATIONAL
POLITICS
PENUTUP
1. Dengan melakukan perubahan pada organisasi RS
melalui
implementasi
Komite
Keperawatan
akan
meningkatkan
profesionalisme
perawat
dalam
melakukan pelayanan/ asuhan keperawatan
2. Implementasi komite keperawatan akan mempercepat
penerapan
UU
Keperawatan
sebagai
regulasi
keperawatan di RS:
a. Pengaturan SDM perawat (Jenjang Karir, Kredensial)
b. Implementasi praktik keperawatan oleh perawat yang memiliki
tugas dan kewenangan jelas dan penerapan standar-etik
keperawatan.
c. Sebagai dasar untuk pemberian jasa kepwerawatan
d. Menjamin
pasien
memperoleh
pelayanan
keperawatan
berkualitas melalui pemenuhan hak-haknya.
e. Mewujudkan keperawatan sebagai profesi
TERIMA
KASIH