Matakuliah
: M0034 /Informasi dan Proses Bisnis
Tahun
Versi
: 2005
: 01/05
Pertemuan 26
Solusi Bisnis Terintegrasi
Learning Outcomes
Pada akhir pertemuan ini, diharapkan
mahasiswa
akan mampu :
• Menghubungkan solusi bisnis yang
terintegrasi
Outline Materi
• Klasifikasi Perubahan organisasi
• Prinsip dasar menangani perubahan
Lanjutan Dari
Pertemuan 25
Types of Organizational Change

Organizational change can be classified
according to its scope and depth.

Developmental change is the improvement
of an existing system

Transitional change is the implementation
of a known new state

Transformational change is the emergence
of a new state.
Irwin/McGraw-Hill
The McGraw-Hill Companies, Inc., 2000
Types of Organizational Change

Some important questions to ask when determining
the type of change best suited for an organization
include:





How far do we want to go? Is it too far or not far enough?
What type of result do we want: short term or long term?
How much change can the organization absorb in on
change and cumulatively?
Can the changes contemplated be
presented positively? If not, why?
What happens if we don’t change?
Irwin/McGraw-Hill
The McGraw-Hill Companies, Inc., 2000
Deciding When to Change

The decision about when to change is as important as
what to change and how much to change.

Change when things are going well.

Change when results are mixed.

Change demanded by a full-fledged crisis.
Irwin/McGraw-Hill
The McGraw-Hill Companies, Inc., 2000
Managing Change and Creating a
Common Vision




Organization Culture
Participation
Performance Evaluation
Dysfunctional Human Behaviour
Irwin/McGraw-Hill
The McGraw-Hill Companies, Inc., 2000
Organization Culture


Each organization has a unique culture that
distinguishes it from all others.
Changes should support rather than challenge the
organization’s culture.
Irwin/McGraw-Hill
The McGraw-Hill Companies, Inc., 2000
Participation

Allowing people to participate in identifying the
problem, the solution approach, and the final product
is the most powerful technique for creating a
common vision and the support to achieve it.
Irwin/McGraw-Hill
The McGraw-Hill Companies, Inc., 2000
Performance Evaluation


Because changes often alter people’s responsibilities,
organization and system changes often impact the
way individual performance should be measured and
evaluated.
Unless the performance evaluation process is
updated, changes may obscure personal performance,
thus creating disincentives for supporting the
proposed changes.
Irwin/McGraw-Hill
The McGraw-Hill Companies, Inc., 2000
Dysfunctional Human Behaviour

Most dysfunctional human behaviour is manifest in
one, or more, of three ways:



Aggression involves any attempt by an individual or group
to damage the organization or its information system.
Projection involves any effort to blame the system for
problems that people face.
Avoidance involves any attempt to avoid using the system.
Irwin/McGraw-Hill
The McGraw-Hill Companies, Inc., 2000
IS Professionals Provide Integration
and Structure
Culture
S3
Culture
Culture
IT architecture
(technical/
application)
Business
processes
S1
Strategy
Culture
Strategy
S2
Stewardships
and
structures
People and
structures
Business
processes/
events
Information
technology
Measurements
Measurements
Irwin/McGraw-Hill
The McGraw-Hill Companies, Inc., 2000
Responsibilities for Managing Change

Management should:





Openly support efforts to continually improve all aspects
of the organization.
Determine timing for enterprise-wide changes.
Approve suggestions for improvement.
Monitor progress of approved changes and insure that
measurement systems are adjusted quickly.
Assist in resolving problems resulting from change.
Irwin/McGraw-Hill
The McGraw-Hill Companies, Inc., 2000
Responsibilities for Managing Change

Employees should:



Commit to continual individual and organization
improvement.
Actively participate in suggesting and implementing
changes.
Demand creative solutions to business and information
problems.
Irwin/McGraw-Hill
The McGraw-Hill Companies, Inc., 2000
Responsibilities for Managing
Change

Change agents (those who guide or develop the
business solutions) should:


Understand the impact of IT as a change agent.
Deal with problems in a timely and effective manner.
Irwin/McGraw-Hill
The McGraw-Hill Companies, Inc., 2000
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