PAPER

“Change Management”

This Paper Submitted as Fulfillment of Management of Islamic EducationTask

Lecturer :Dr. H. Sugeng Listyo Prabowo, M.Pd

Dr.H.M. Mujab, M.A

By:

Wiji Wahyu Ningsih (12110209)

Wulan Caturohmi (12110083)

Zulfahmi Firman E.P (12110037)

ISLAMIC EDUCATION DEPARTMENT

TARBIYAH FACULTY

STATE ISLAMIC UNIVERSITY OF MAULANA MALIK IBRAHIM

MALANG

2013

2

PREFACE

م ب��سم ال�له ال�رح�ىمن ال�رح�ي�

Praise and thanks,we always prayeth to the Alloh SWT.

Because his grace and bless,so that this paper with the title

“Change Management” can be finished well. The purpose of this

writing is to fulfill this subject assignment which given by

lecturer. Beside that,we are not forget to give our thanks to

the our lecturer of Management of Islamic Education who

guiding and directed us in this study,and then for our beloved

friends whose always support us in order to make us felt more

passionate in the study process.

We as writer,hope by the writing of this paper,it can

make all of us can more understanding about parts or compose

of Management of Islamic Education and can give us more

knowledge and then hopefully, in the next we can have a good

comprehension about the Change Managaement which is very

important to learn. Indeed this working paper is still far

from perfect, so that critic and suggestion always be expected

from the readers,in order to improving us in the next

writing.

i

Malang, 29 of September 2013

Writers

CONTENTS

CHAPTER I INTRODUCTION...................................................1

1.1 BACKGROUND.........................................................1

1.2 FORMULATION OF PROBLEM...............................................2

1.3 PURPOSE OF THE DISCUSSION............................................2

CHAPTER II DISCUSSION....................................................3

2.1 DEFINITION.........................................................3

2.2 INFLUENCING FACTORS..................................................3

2.3 PHASE OF CHANGE.....................................................6

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2.4 PURPOSE OF CHANGE....................................................7

2.5 MANAGING THE CHANGE...................................................8

2.6 TYPES OF CHANGE.....................................................10

CHAPTER III CONCLUSION..................................................13

3.1 CONCLUSION.......................................................13

BIBLIOGRAPHY.............................................................14

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CHAPTER I

INTRODUCTION

1.1 Background

Changes is a something that can’t be avoided and

always happening in this life, including organization.

Change as managing resources to reach an organisational

purpose efficiently. Change as an activity to re-order

/re-arrange the usual system to the new one. There is must

be a reason why a system or an activity should be change.

Changes more often applied in many aspect., such as

institution, organization, education and so on. Talking

about change management especially on educational context,

we will face many symptom wheter it is internal and

external toward the process, person and the system

itself.

As a manager who has an authotity to determines which

one ideas shall be applied in the educational thought,

they must be wisely to not only considering choice based

on their ego or personal importance if they want to make a

plan of changes. Therefore, change management always

gives main priority to the group than the individual one.

Running an islamic education, wheter the system or

implementation, change management has it roles and

enormously contributed to managing the whole of subject

itself . The process and the aplication are relatively

different, especially to general education. In many ways,

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change management on islamic education has more specific

aims, i.e quranic based managerial education, actions are

related to islamic values considerability etc.

Not only focused to the formality of the systematical

or pragmatical of the process it self , but also pick

great attention among the member or all of the

instruments. That’s why the circulation of any change

would be better and the risk can be avoided. The

aplication of islamic values in every step or action in

the process of change give much on sociality as

univesality relatioship among the other instrument. So

that, universal value like justice, tolerance and so on.

Hopefully by implemented Change Management by this

managerial system, there is will be no conflict,

separation and able to develop or form new change by

inovation ideas that holistically related wheter its for

the objective and the value itself as an output.

1.2 Formulation of Problem

1. What the definition of Change Management?

2. What kind factors that influenced Change Management?

3. What are phases of Change in the management?

4. What the purpose of Change?

5. How to Managing the Change?

6. What are the types of Change?

1.3 Purpose of The Discussion

1. To comprehensively understanding about the fully

definition of Change Management.

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2. To know about the different factors that influenced

Change Management.

3. Understanding each of phase/stages of Change

Management

4. To know thee purpose/aim of Change.

5. To know about, how to manage the change by considering

some important points.

6. To know about various type of Change.

CHAPTER II

DISCUSSION

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2.1 DefinitionTerm “Change Management” it is consist of two words,

Change and Management. According some figure, there is a

statement that Management are a planning process,

organizing, directing and controlling of recource-using in

order to reach organisational purpose, effectively and

efficiently. (Jones At. AL)

Changes is a process of conditional changes from a

condition to another one. (Jeff Davidson).

According Jeff Davidson, he explains that changes

related to something that occured differently than before.

Change also has a meaning to do something by using new

methods, follow new ways, adopt new technology, set up new

system, follow new procedures, combination (merging), do

re-organisation, or caused by disturbing phenomenon that

occurs significanly.1

According to Potts and La Marsh, Changes is time's

displacement of organisation from a point to another point

which directed to needed condition in the future. The

Change from that time, viewed from structure side,

process, people and culture. Institutional changes

according to Potts and LaMarsh limited by Organisational

Structure aspect, Process, people and Culture of

organization.2

1 Jeff Davidson, Change Management, The Complete Ideal’s Duides (Jakarta: Prenada, 2005).2 Pots Rebecca and Jeanne La Marsh, Managing for Success (London: Duncan Baird Publishers, 2004).

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Based on several statements above the definition of

change management is an activity to changes an system and

the practice of the organisational program’s procedure by

considering the structure, value and risk which need to be

avoided, to reach a better whole aspect of organization or

group and organisational objectives.

2.2 Influencing Factorsa. Motivational Factors

1. Advanced Formal System of Eeducation

Education as factor which able to measuring the level

of development in the society. Education has been

opens mind and habituate the scientifical, rational

and objectively thinking. this matter will gives human

to valuates, wheter theirs society capable to accept

the changes or not, towar dinamically era.

2. Advanced Technology

Advanced technology as supporting factor on a changes,

because it is a facility that can be used to improves

any system and happening process which already running

at this time moving to the best one. It also makes an

educational organization always moving on to fin any

inovation strategy because, through technology the

changes can be planned wisely, efficiently and

effectively.

3. Unsatisfied Achievment

One of the main reason why the changes can be occured.

If there is an achievment completely reached.

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Unsatisfied reason can stimulate them to keep going to

extended their result of achievment which already they

acquired. So that the developmment will remains keeps

up continuosly. and there will be changes consistantly

especialy in educational world.

4. Tolerance among whole of organization/group member

Its must be fully to pick attention by, because

tolerance between each other is the way to have a good

interaction/communication to do/running the

implementation of managerial activity. If this aspect

are considerability enough.

b. Inhibiting Factos

Problems of Change

Many Problems can be occured while change happening.

The main problem which often to occurs is "Changes-

Rejection against to the change itself". The Most

popular term on Management is (Resistance to change).

The rejection toward a change sometimes not only related

to negative risk. Exactly, because that rejection, its

mean the change can't be applied without wise plans.

The Rejection toward a change sometime emerge on the

surface in standard form. The rejection can be viewed

clearly (explicit) and soon as possible, for example;

propose a protest, strike, demonstration and so on. Or

it can be implicitely, slowly, as example : less

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loyality, less motivation, mistake often to occurs and

so on.

Why the change rejected?

There are 2 types of rejection change's resources,

i.e Individual resistance and organisational resistance.3

1. Individual Resistance

Habit Safety Feeling

Unindentified Risk Perception

Caused by personality reason, perception /

outlook and requirements / necessary, so that the

individu has an resources of rejection toward the

change.

Habit

Habit is an usual activity that consistantly

doing / continuously in our daily life. We do

that, because we feel comfortable, glad and

suitable with that activities/condition.

3 Stephen P.Robbins, Organizational Behavior, Concepts, Controversies, and Application, 1991.

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IndividualResistance

Safety feeling

If at this time condition has been gives us

safe zone, and we have enormous safety-

requirement, then the potention to reject it

also will be great. Finally System changing

will be blocked/rejected

Unidentified risk/Anxiety

Most of result of Change cant be well predicted.

Therefore, sometimes doubt feeling / unclear

reason are emerges. If this condition is already

precised and the next or future condition is

unknown predicted, then they will choose the

clearly/explicit one.

Perception

Individual perception or view toward their

environtment around. This Perception influences

the attitude. each of person has their own

perception. That's why, this relative aspect

has enormous contribution / role to determines

changes aplication.

2. Organisational Resistance

Indeed, the essential of Organization is

conservative. Actively they reject a change. As

example; Educational organization which introduces

about the doctrine of open-minded facing toward a

challenge, actually they are the most diifcult to

change. Educational syste, which running in the

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schools almost can be relatively predicted be the

same with according 25 years ago, or more.

There are several reasons why the organisational

reasons are against to the change, among others :

Structural Inertia

Its mean, structural rejection. Organization,

completely with Objective, structure, rule, job

description, discipline and so on, as a result

of stability condition. If the change would be

enabled, may be the stability condition would

be threatened.

Change will caused a wide/further effect

A change in the organization impossible to

occurs if just focussed to one side only.

Because, organization is a system. If one of

them would be changed so that, the others also

be influenced by. If management,changes the

working process by new technology without the

organisational structure, so the change would

be hard.

Working group Inertia

Even, the individual would changes theirs

habit, norm of the group has potention to block

it. As a member of group of such as institution

or organization. Eventhough, we agree to

changes, according our personal decision. But

if that change is not suitable to the norm of

group, so the individual support goes weak.

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2.3 Phase of ChangeThe phases of change is stages of condition which

passed by organization when the change is happened. While,

the proccess of change is methods that used to moving on

the organization from one situation go to other.

According to Bullock and Batten, there are four phase

of change and proccess of change that accompanying it that

explained as follow :

1. Exploration phase

At this phase, organization consider and decide do

whising to make specific change in the organization

and allocate resource to plan the change. The

proccess of change which relate in this phase is

emerge the energizing about change and

responsibility from every element.

2. Planning phase

The next phase is recognition of problem that be

faced by organization. The proccess which relate is

collect informations so can be found the effective

solution, establish the purpose and design from

action that needed to reach the purpose.

3. Action phase

In this phase,implementation organization change of

planning result. The change procces is designed to

move organization from present situation to the

future situation, include about the arrangement that

needed to managing the change proccess and reach

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support for action that will be taken, and also

evaluate the implement activity and give to feedback

so that can be done the needed repair and

adjustment.

4. Integration phase

This step immediately started when the success of

change has implemetation. This phase concern in

consolidation and stabilization of change so that

become normal activity of organization and no more

need arrangement and special motivation to survive.

The proccess of change that happened are strengthen

new behaviour through feedback, reward system, and

gradually reduction depen on the other party,

propagating aspect successful of change proccess to

entire organization, and also train manager and

employees to monitor the change and repair effort

continually. 4 :

2.4 Purpose of ChangeThere are several points of change’s objective :

1. To survive the life continuity of organization either

in short-time or long-time.

2. Adapting with change that happened in the internal

environment such as change of corporatian strategy,

labour, used equipments, and attitude of employees.

And also in the external environment, such as change

4 Uyung Sulaksana, Managemen Perubahan (Yogyakarta: Pustaka Pelajar, 2004). hlm 64-65.

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of consumer market, technological, governmental law

and regulation, and also global economic scope

3. Repairing effectiveness in the organization so that

can compete in moderm economic market which cover

repair of working team effectiveness and repair of

structure and system in organization that relate with

strategy implementation. 5

2.5 Managing the ChangeAs agent of change, manager must motivated to starting

of change because they commit to increase their

organization. Starting of change include knowing what part

in organization that must be change and activate change

process. But, manager must manage employee refuse

regarding of change.

a. Refuse manage to change

Generally, people disliking every change that

does not import some many to them. People disposed

refuse the change because three causes: uncertainly,

anxiety personal damaged, and the change does not

benefit for organization. Change replace something

that known with unclearness and uncertainty. The

other cause of change is we doing something in

outside our habit. As human, we are habit creature.

Life is difficult, to meet difficulty we believe

in habit or response. But when we meet to change,

5 mm24mcu, “Konsep Manajemen Perubahan,” Conflict And Change Management, accessed October 5, 2013, http://conflictandchangemanagement.wordpress.com/2012/11/24/konsep-manajemen-perubahan/.

12

inclination to respond by method that regular become

change source.

The third cause is scared about something lost

which we have. Change threaten investment which you

make. More people doing investment in now system,

people more refuse because they afraid lost their

status, money, friendship, authority, individual

pleasantness, or other benefit. The old employee

more refused than young employee. The old employee

more investment in this system and more lost because

change.

The last causes of change is believe human that

change is unsuitable with target and important thing

in organization. For example, employee that have

opinion if the new work procedure that proposed by

change actor will decrease productivity or quality

of product, can predicted this employee will refuse

this change.

b. Technic to decrease of refuse

When the manager saw refuse of change as

dysfunctional, they can use one of method from six

methods to confront the refuse. The six actions are

education and communication, participation,

facilities and supporting, negotiation, manipulation

and cooptation, and last compulsion.

Education and communication

Communication with employee to help they

see logical of change

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Educate the employee by discussion one by

one, workshop, or announcement

Required when the refuse source are bad

communication or wrong information

There are belief and credibility between

manager and employee

Participation

Make easier the employee that oppose the

change to participate in take decision

Consider that they have special skill for

make contribution

Participation can decrease oppose, get

commitment for success of change and

increasing quality of change decision

Facilities and supporting

Doing supporting effort, like advice,

training new skill, or decrease of salary

because absent

Can squander time and expensive

Negotiation

Exchange something that have value to

decrease oppose

Possibility required when the oppose come

from powerful resource

High cost potential and possibility must

negotiation with other repellent

Manipulation and cooptation

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Manipulation is disguised effort to

influence, like prevent or confuse the

fact, arrest the bad information, or make

false gossip

Cooptation is part of manipulation and

participation

The cheaper way and easy to get support

from repellent

Tragic fail when the target fell they have

deceived

Compulsion

Use directly compulsion or threat

Cheap and easily way to get support

Forbidden possibility, moreover legal

compulsion can considered as squeezing

2.6 Types of ChangeGenerally, the choice of manager to change divided

into three category, that are structure, technology, and

people. Change of structure include all of change in

authorizing relation, coordination mechanism, employee

productivity, or structural variable that similar.

Technology change include modification of work procedure

or method and equipment. Change of people include attitude

change, expectation, perception, and employee effort.

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structure

work specialisationdepartmentalisationcommando chainrange controlcentralizationformalizationrancang ulang tugas

technology

work processmethodsequipment

person

attitudeexpectancysightbehaviour

Picture1. Category of change

a. Structure change

Responsibility manager organizing surrounding

activity such as chose design of formal organization,

authority allocate, and decisionformalization level.

Even though structural decisionhas done, this decision

not the end. Condition change or strategic change

produce a need of structure change.

Definition of organization structure depend on

work specialization, departmentalization, commando

chain, range control, centralization, and

decentralization and formalization. Manager can change

one or more from this component. As example,

department responsibility can grouped, organization

level can abolished, range control can be extended to

make organization more easily or implemented more rule

and procedure to increase standardization. Increasing

decentralization can be used to speed up taking

decision.

The other choice is implementing big change in

part of actual design structure. For example, when

Hawlett-Packard acquire Compaq Computer, several

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structure

work specialisationdepartmentalisationcommando chainrange controlcentralizationformalizationrancang ulang tugas

technology

work processmethodsequipment

person

attitudeexpectancysightbehaviour

structural change when reduced product division,

grouped or spread. Change of structural design

including makeover from functional to product

structure or creation of structure design. Example

Avery Dennis Corporation, has replaced his structure

of traditional function with new design that regulate

the employee based on function of team cross.

b. Technology change

Manager can also change technology that used to

change input to output. Competition factors or new

innovation in industry often claim the manager to show

equipment or new work method. For example, coal mining

in New South Wales has renew their work method,

display the more efficient equipment and change work

practice for more productive.

Automation is technology change that replace some

task that doing by human to machine. Automation that

beginning during industry revolution and continue

until now become one choice of manager for structure

change. Automation has introduced (sometime rejected)

in the organization, like AS post service when the

automatic sorter of envelop used or in mobile

assembling, when the robot programmed for work which

usually doing by employee.

The change of technology that most seen in this

year are spread of computer. Mostly, organization have

satisfying and modern information system. For example,

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food store used scanner which connected to computer

for give the inventory information quickly.

c. Personal change

Change of person is change their attitude,

expectation, and perception, but is not easy. During

30 years from now, academic research and actual

manager has interest to help individual and group in

the organization to effective work. The word of

organizational development focus in technic or program

for change the people, attitude, and quality of

personal work relationship. Generally threat of this

trick is each person wanted to change people in the

organization.

Example, executive of Nova Scotia Bank the second

biggest bank in Canada, know the new success seller

and service strategic depend on attitude change and

employee behavior. Manager use this method during the

strategic change including team development, feedback

survey and development among group.

18work

relation among

individual that more

efective

training sensitivi

ty

team developme

nt

development among group

consultation

process

feedback survey

method of attitudechange by group

interaction which

activity that helpmember of team to

study aboutprocedure of each

technic for evaluateattitude andperception,unsuitable

understanding, solve

CHAPTER III

CONCLUSION

3.1 ConclusionManaging the whole of aspect of education especially

islamic education is needed to taking care the

development of any change that maybe should or must be

occurs to keep the essential of the islamic education

itself. Moreover in this globalisation era many values

has been interupted with the other external factor.

Change will be a necessary because without change based

on managerial system,of course the institution,

organization of education would not be survived.

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work relation among

individual that more

efective

training sensitivi

ty

team developme

nt

development among group

consultation

process

feedback survey

attitudechange,

stereotype,and

perspectivethat owned by

outsideconsultation help

manager tounderstand howamong individual

process that

BIBLIOGRAPHY

Davidson, Jeff. Change Management, The Complete Ideal’s Duides.

Jakarta: Prenada, 2005.

mm24mcu. “Konsep Manajemen Perubahan.” Conflict And Change

Management. Accessed October 5, 2013.

20

http://conflictandchangemanagement.wordpress.com/2012/11/

24/konsep-manajemen-perubahan/.

Rebecca, Pots, and Jeanne La Marsh. Managing for Success. London:

Duncan Baird Publishers, 2004.

Stephen P.Robbins. Organizational Behavior, Concepts, Controversies, and

Application, 1991.

Uyung Sulaksana. Managemen Perubahan. Yogyakarta: Pustaka

Pelajar, 2004.

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