Record Details

TRANSFORMASI ORGANISASIONAL DAN MSDM: HAMBATAN DAN IMPLIKASINYA PADA REKRUTMEN DAN SELEKSI

Journal of Management and Entrepreneurship

View Archive Info
 
 
Field Value
 
Title TRANSFORMASI ORGANISASIONAL DAN MSDM: HAMBATAN DAN IMPLIKASINYA PADA REKRUTMEN DAN SELEKSI
 
Creator Darsono, Licen Indahwati; Staf Pengajar Fakultas Ekonomi, Universitas Katolik Widya Mandala Surabaya
 
Subject transformation, resistance, organizational culture.
 
Description Rapid change of environment is an external force that causes the organization to transform. Fundamentally, the main purpose of the transformation is to change the organizational structure to be more flexible and competitive with fewer hierarchial levels, managers, and employees. The transformation needs to be radical, causing resistance from the organization's members. Their resistance can cause the transformation to fail, therefore organization must find ways to lessen this resistance. First, organization must learn about the diversity of its members' cultures and values. Second, organization must build its own organizational culture which can support the success of the transformation, by communicating it with the members of the organization. To support organizational culture building efforts, it needs changes in human resources practices, especially recruitment and selection.


Abstract in Bahasa Indonesia :

Perubahan yang cepat dalam lingkungan merupakan kekuatan eksternal yang mengakibatkan transformasi dalam sebuah organisasi. Pada dasarnya, tujuan utama dari transformasi tersebut adalah merubah struktur organisasi agar menjadi lebih fleksibel dan mampu bersaing, dengan tingkat structural yang sedikit, serta jumlah manajer dan karyawan yang lebih kecil. Transformasi tersebut harus menyeluruh, dan hal ini dapat menyebabkan resistensi dari para anggota organisasi yang memperhambat perubahan tersebut. Resistensi itu bisa menyebabkan perubahan tersebut batal, oleh karena itu organisasi harus mencari jalan untuk mengurangi hambatan-hambatan tersebut. Pertama, organisasi harus belajar keanekaragaman dari budaya dan nilai anggotanya. Kedua, organisasi harus mengembangkan budaya organisasi sendiri melalui komunikasi yang baik dengan anggotanya. Untuk mendukung usaha mengembangkan budaya organisasi, harus ada perubaban pada kebijakan sumber daya manusia, terutama dalam rekrutmen dan seleksi karyawan.

Kata kunci: transformasi, resistensi, budaya organsisasi.
 
Publisher Institute of Research and Community Outreach - Petra Christian University
 
Date 2004-06-04
 
Type info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
 
Format application/pdf
 
Identifier http://jurnalmanajemen.petra.ac.id/index.php/man/article/view/15624
10.9744/jmk.4.2.pp. 77-90
 
Source Jurnal Manajemen dan Kewirausahaan; Vol 4, No 2 (2002): SEPTEMBER 2002; pp. 77-90
 
Language eng
 
Relation http://jurnalmanajemen.petra.ac.id/index.php/man/article/view/15624/15616
 
Rights Authors who publish with this journal agree to the following terms:Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).