7._PENGEMBANGAN_ORGANISASI

8/13/2019 7._PENGEMBANGAN_ORGANISASI

http://slidepdf.com/reader/full/7pengembanganorganisasi 1/19

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PENGEMBANGANORGANISASI

Pertemuan Ke-tujuh



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ORGANIZATION DEVELOPMENT

[OD]

PROSES MENGENAI :

IDENTIFIKASI MASALAH

PENGUMPULAN DATA ANALISIS/DIAGNOSIS MASALAH

PERENCANAAN TINDAKAN/INTERVENSI

INTERVENSI & PERUBAHAN

EVALUASIYANG DITERAPKAN PADA ORGANISASI

SECARA TERUS MENERUS



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TUJUAN OD MENINGKATKAN TINGKAT KECOCOKAN

PADA STRUKTUR, PROSES, STRATEGI,

MANUSIA, DAN BUDAYA DALAM ORGANISASI MENGEMBANGKAN SOLUSI UNTUK

ORGANISASI YG BARU & KREATIF

MENGEMBANGKAN KEMAMPUAN

ORGANISASI UNTUK MEMPERBARUI DIRIMENGHADAPI KEKUATAN LINGKUNGAN

SECARA EFEKTIF



Small

Large

O

r g a n i z a t i o n

S i z e

● Medium Size

● Some Formal

Structure

● CompetitiveEnvironment

● Small

● Informal

Structure

● Placid

Environment

● Very Large

Size

● Divisional

Basis ofOrganization

● Competitive

and Dynamic

Environment

● Large Size

● Formal

Bureaucratic

Structure

● Competitive

Environment

● Decreasing

Size

● Formal

Bureaucratic

Structure● Competitive

Environment

Birth

Phase

Growth

Phase

Maturity

Phase

Revival

Phase

Decline

Phase

Figure 2.1 Organizational Life Cycle



Scouting

• Decide whether

or not to enter

•

Obtain generalinformation

about the

organization

Entry

• Establish

collaborative

relationshipwith clout

• Begin initial

problem

exploration

Data Collection

• Develop

measures of

organizationvariables and

processes

Data Feedback

• Return data to

client system

•

Begindiscussion and

analysis of data

Diagnosis

• Determine the

state of the

organizationand its

problems

Evaluation

• Assess the

effects and

effectiveness of

action

implementation

ActionImplementation

• Implement

specific change

plans

Action Planning

• Develop

specific action

plans

• Determine who

will implement

the plans andhow they will

be evaluated

Figure 6.1 Planned Change Model TAHAPAN PENGEMBANGAN ORGANISASI



Managerial Subsystem

Goal setting

PlanningAssembling resources

Organizing

Implementing

Controlling

Culture

Philosophy

Overall goals

Group goals

Individual

goals

Goals and Values

Subsystem

Technical

Subsystem

KnowledgeTechniques

Facilities

Equipment

Structural

Subsystem

Tasks

Workflow

WorkgroupsAuthority

Information flow

Procedures

Rules

Psychosocial

SubsystemHuman resources

Attitudes

Perceptions

MotivationGroup dynamics

Leadership

Communication

Interpersonal

Relations

Figure 4.1 The Organizational System


http://slidepdf.com/reader/full/7pengembanganorganisasi 8/19FOCUS ON THE ENTIRE ORGANIZATIONAL ARCHITECTURE

Organizational

Culture

Structure

Processes and

Facilities

People and

Competencies

Performance

Measures and

Incentives

Technology

Resources

The

Organizational

Stakeholders:

Customers

Employees

Shareholders

Partners

Suppliers

Communities

Government

Other

A

B

C

D

E

H

G

F

• Vision

• Value proposition

• Bus and Revenue

models

• Objectives

• Strategies



Level Data Source

ORGANIZATION

• Organizational structure

• Major systems

• Environmental factors

• Organizational outcomes

• Distribution of resources

• Group structure

• Group composition

• Group norms

• Group relationships

• Group productivity,

satisfaction and skills

GROUP

INDIVIDUAL

•

Personal characteristics• Job characteristics

• Job enrichment

• Individual productivity,

satisfaction, and skills

Figure 5.3 Three Levels Of Organizational Analysis



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HAMBATAN DALAM OD

DARI INDIVIDU : RASA TIDAK AMAN,

KAKU, TAK MEMAHAMI PENTINGNYA

PERUBAHAN DARI KELOMPOK : “GROUP THINK”,

“EWUH PAKEWUH”

DARI ORGANISASI : BUDAYA, STRUKTUR



Figure 2.3 The Change Model

LOW RESISTANCE:

High Chance

of Success

SOME RESISTANCE:

Moderate to High

Chance of Success

SOME RESISTANCE:

Moderate Chance

of Success

HIGH RESISTANCE:

Low Chance

of Success

Small

Large

Small Large

Degree of Change

I m p a c t o n C u l t u r e



Figure 3.1 The Scope of Consulting Projects

PROCESSPRODUCT

LESS POLITICAL

HIGH POLITICAL

Quality Improvement

Survey Feedback A

Culture Change

Diversity

Executive Coaching

D

Performance Systems

Incentive Systems

Information Systems

B

Speakers

Facilitation for Teams

Expert Advice

C

Contract Training Programs

Instructional Design

Products and Materials

Computer-based Training



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TEKNIK (INTERVENSI) OD[TINJAUAN INDIVIDU & KELOMPOK]

MANAGEMENT BY OBJECTIVE

WORK REDESIGN THE SCANLON PLAN

TEAM BUILDING, ETC



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MANAGEMENT BY OBJECTIVE

PROSEDUR YANG MENUNTUTPARTISIPASI ANGGOTA YANG TINGGI

MENGACU TUJUAN SPESIFIK YANG AKANDICAPAI

TUJUAN DITENTUKAN BERSAMADENGAN ANGGOTA

REVIU KINERJA DILAKUKAN BERSAMADENGAN ANGGOTA



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WORK REDESIGN

JOB ENRICHMENT :

KOMBINASI TUGAS

MENINGKATKAN ARTI TUGAS MENINGKATKAN OTONOMI

UMPAN BALIK

ALTERNATIVE WORK SCHEDULE : WAKTU KERJA FLEKSIBEL

WAKTU KERJA DIPADATKAN



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THE SCANLON PLAN

MENERAPKAN SISTEM

BONUS/INSENTIF PARTISIPASI YANG TINGGI

TINGKAT KOMUNIKASI YANG

TINGGI SISTEM MONITORING KINERJA

YANG OBJEKTIF



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TEAM BUILDING

PEMBERIAN UMPAN BALIK TERHADAP

PERILAKU ORANG LAIN

MENERIMA NILAI, SIKAP, PERASAAN YANG ADA

TERBUKA TERHADAP NILAI, SIKAP, PERASAAN

YANG BARU

MENCOBA NILAI, SIKAP, PERASAAN YANG BARU MENGAMBIL RESIKO UNTUK MENERAPKAN

NILAI, SIKAP, PERASAAN YANG BARU



Perception ofProblem

Evaluation of

Behaviors

Data

Gathering

Action

Implementation

Data

Sharing

Diagnosis and

Action Planning

Start

Figure 10.4 The Team-Building Cycle



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Tugas kelompok

LAKUKANLAH PENGEMBANGAN ORGANISASI

PADA ORGANISASI YANG TELAH ANDA KAJI

KELOMPOKNYA DENGAN LANGKAH SEBAGAI

BERIKUT :

1. SCOUTING DAN ENTRY (SUDAH ANDA LAKUKAN

DALAM TUGAS TENTANG KELOMPOK DAN TIM KERJA)

2. DATA COLLECTION

3. DATA FEEDBACK

4. DIAGNOSIS/ANALYSIS

7._PENGEMBANGAN_ORGANISASI

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