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MANAJEMEN PERUBAHAN: PENDEKATAN DALAM PERUBAHAN DAN RESISTENSI ATAS PERUBAHAN Jihad Amin, Abu; Hayadi, Herawan; Ali Yusuf, Furtasan; Faturahman, Faturahman; Ali, M. Nawab
DESANTA (Indonesian of Interdisciplinary Journal) Vol. 4 No. 2 (2024): Maret 2024
Publisher : Desanta Publisher

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Manajemen Perubahan adalah aspek krusial dalam keberhasilan organisasi di tengah dinamika pasar dan lingkungan bisnis yang terus berubah. Transisi atas perubahan dan pendekatan yang digunakan dalam mengelola perubahan memiliki implikasi besar terhadap kesuksesan implementasi dan penerimaan karyawan. Dalam abstrak ini, kami mengeksplorasi peran penting transisi dalam konteks perubahan organisasional, menyelidiki bagaimana individu dan tim bereaksi terhadap perubahan, serta mengidentifikasi strategi efektif dalam mengelola transisi ini. Pendekatan yang inklusif, komunikatif, dan berfokus pada keterlibatan karyawan telah terbukti memberikan hasil yang lebih baik dalam meraih dukungan, mengurangi resistensi, dan memastikan keberhasilan jangka panjang dari inisiatif perubahan. Dengan memahami dinamika transisi dan menerapkan pendekatan yang tepat, organisasi dapat mengubah tantangan perubahan menjadi peluang untuk pertumbuhan dan inovasi. Melalui studi ini, kami juga menyoroti pentingnya kepemimpinan yang kuat, komunikasi yang efektif, dan budaya organisasi yang terbuka terhadap perubahan. Dengan mengakui dan menghormati kekhawatiran serta reaksi emosional yang mungkin muncul selama transisi, pemimpin dapat membangun kepercayaan, meningkatkan motivasi, dan mengarahkan energi kolektif menuju tujuan perubahan. Pemahaman yang mendalam tentang transisi atas perubahan dan penggunaan pendekatan yang tepat bukan hanya penting untuk mengelola perubahan internal dalam organisasi, tetapi juga memungkinkan organisasi untuk beradaptasi dengan perubahan eksternal, seperti perubahan teknologi, regulasi, atau tren pasar. Dengan demikian, manajemen perubahan bukan hanya tentang mengelola perubahan saat ini, tetapi juga tentang mempersiapkan organisasi untuk menjadi responsif dan inovatif dalam menghadapi tantangan masa depan.

STRATEGI PENINGKATAN KINERJA PEGAWAI MELALUI OPTIMALISASI KEPUASAN KERJA DAN PRESTASI KERJA DI DINAS PENDIDIKAN DAN KEBUDAYAAN KOTA CILEGON Fahlevi, Gema; Hayadi, Herawan; Ali Yusuf, Furtasan
DESANTA (Indonesian of Interdisciplinary Journal) Vol. 4 No. 2 (2024): Maret 2024
Publisher : Desanta Publisher

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Kinerja pegawai merupakan penilaian kerja pemimin atas hasil kerja anggota yang dipimpin, dan berkewajiban untuk membangun rasa bahagia pada pegawai saat bekerja. Peneltian ini bertujuan untuk meningkatkan kinerja dapat dilakukan melalui rasa bahagia sebagai bentuk etika epikuros. Metode penelitian adalah metode kuantitatif. Populasi penelitian adalah Para ASN dan NonASN yang bekerja di Dinas Pendidikan dan Kebudayaan Kota Cilegon. Teknik sampling menggunakan Teknik sampel jenuh sebanyak 85 pegawai. Alat analisis menggunakan alat statistic dengan pendekatan Partial Least Square (PLS). hasil temuan ) tidak ada pengaruh kepuasan kerja terhadap kinerja maka H1 ditolak 2) ada pengaruh prestasi kerja terhadap kinerja maka H2 diterima. 3) ada pengaruh rasa Bahagia terhadap kepuasan kerja maka H3 diterima. 4) tidak ada pengaruh rasa Bahagia terhadap kinerja maka H4 ditolak. 5) tidak ada pengaruh rasa Bahagia terhadap prestasi kerja maka H5 ditolak

PERUBAHAN ORGANISASI: MENGATASI RESISTENSI ATAS PERUBAHAN Musadad, Musadad; Hayadi, Herawan; Ali Yusuf, Furtasan
MANTRA (Jurnal Manajemen Strategis) Vol. 1 No. 2 (2024): Februari 2024
Publisher : Desanta Publisher

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Organizational change is one thing that organizations cannot avoid. A dynamic organizational environment and high public demands for good quality services make public organizations have to be able to adjust to change. But unfortunately the changes that occurred are not always well received, and in fact there is a resistance. Through a post positivist approach, this qualitative research seeks to analyze how public sector organizations are able to overcome the resistance of existing changes so that changes can be carried out properly and successfully achieve the desired goals. Analysis is done through literature review on several books, publications, reports or relevant news. The results of the analysis indicate that the resistance of public organizations can be avoided by the readiness of the organization to deal with changes and supported by all members of the organization, especially leaders as drivers who will bring the organization from the status quo towards the desired change. In the level of practice these efforts can be carried out by building the mental readiness of the apparatus to always be ready to face changes and be balanced with the government's ability to make responsive change policies.

MANAJEMEN PERUBAHAN: STRATEGI DALAM MENGHADAPI KEENGGANAN UNTUK BERUBAH Imanudin, Imanudin; Hayadi, Herawan; Ali Yusuf, Furtasan
MANTRA (Jurnal Manajemen Strategis) Vol. 1 No. 2 (2024): Februari 2024
Publisher : Desanta Publisher

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Change management is a systematic process of applying the knowledge, tools and resources needed to influence change in the people who will be affected by the process. Change management is also understood as an effort taken by managers to manage change effectively, which requires an understanding of the issues of motivation, leadership, groups, conflict, communication and discipline. Thus, change management must have a good strategy, in accordance with the current situation and conditions. or will happen. In change management, strategies for dealing with reluctance to change are very important. Failure to overcome reluctance to change cannot be separated from human error, organizational actors, in responding to system changes, from the previous system to the new modern organizational system. This tries to convey things that can be done to anticipate resistance that arises due to the unpreparedness of organizational actors towards system change. This is important because unpreparedness to accept system changes is often the cause of organizational implementation being rejected. Didn't feel like they had a new system because they weren't involved in the planning; the assumption that applying resistance to change in the organization will disrupt habits; and other negative thoughts can become obstacles to implementing e-government. By knowing the causes or reasons for resistance to changes in organizational systems, better change management efforts can be made, so that in the face of reluctance to change it can be successful as expected.

MANAJEMEN PERUBAHAN, DAN FAKTOR-FAKTOR PENYEBAB DALAM PERUBAHAN ORGANISASI Rosnaeni, Yeni; Hayadi, Herawan; Ali Yusuf, Furtasan
MANTRA (Jurnal Manajemen Strategis) Vol. 1 No. 2 (2024): Februari 2024
Publisher : Desanta Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar

Change management is a systematic process of applying the knowledge, tools and resources needed to influence change in the people who will be affected by the process. Change management is also understood as an effort taken by managers to manage change effectively, which requires an understanding of the issues of motivation, leadership, groups, conflict, communication and discipline. Thus, change management must have a good strategy, in accordance with the current situation and conditions. or will happen. In change management, strategies for dealing with reluctance to change are very important. Failure to overcome reluctance to change cannot be separated from human error, organizational actors, in responding to system changes, from the previous system to the new modern organizational system. This tries to convey things that can be done to anticipate resistance that arises due to the unpreparedness of organizational actors towards system change. This is important because unpreparedness to accept system changes is often the cause of organizational implementation being rejected. Didn't feel like they had a new system because they weren't involved in the planning; the assumption that applying resistance to change in the organization will disrupt habits; and other negative thoughts can become obstacles to implementing e-government. By knowing the causes or reasons for resistance to changes in organizational systems, better change management efforts can be made, so that in the face of reluctance to change it can be successful as expected.

Peran total quality management dan manajemen reward terhadap kinerja guru melalui komitmen kerja pada sekolah dasar Kecamatan Jombang Kota Cilegon Raman, Raman; Yusuf, Furtasan Ali; Hayadi, Herawan; Suparmoko, Muhamad; Sari, Gema Ika; Prasetyo, Eko
Borobudur Educational Review Vol 4 No 2 (2024)
Publisher : Universitas Muhammadiyah Magelang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31603/bedr.12257

Total Quality Management (TQM), a comprehensive quality management approach, has been proven to increase efficiency and effectiveness in various sectors, including education. However, its implementation in elementary schools, especially in Cilegon City, is often not optimal. This problem will affect TQM on teacher performance through work commitment and reward management systems in these schools. This shows that there is a gap between the expected implementation of TQM and the existing reality, where many schools have not fully adopted or integrated TQM principles in daily operations. There are still many schools that have not implemented TQM effectively, often facing problems in inconsistent learning standards and school management. This research aims to analyze the influence of Total Quality Management (TQM) and Management Reward on teacher performance with work commitment as an intervening variable in elementary schools in Jombang District, Cilegon City. In the educational context, the application of TQM principles is important to ensure continuous improvement in the quality of education. On the other hand, Management Rewards play a role in motivating and appreciating teachers so that they can improve their performance. This research uses a quantitative approach with a survey method, involving a number of elementary school teachers as respondents. The data obtained was analyzed using the Structural Equation Modeling (SEM) technique to test the relationship between the variables studied. The research results show that the implementation of TQM and Management Reward has a positive and significant influence on teacher performance. Work commitment was found to be an intervening variable that strengthens the influence of TQM and Management Reward on teacher performance. These findings emphasize that to achieve optimal teacher performance, integration between quality and reward management strategies is needed, as well as strengthening teacher work commitment. The practical implication of this research is that it is important for school policy makers to implement TQM and an effective reward system to increase teacher commitment and overall performance

Peran kesehatan guru dan lingkungan kerja terhadap kinerja guru melalui prestasi kerja pada guru Sekolah Dasar di Cilegon Fatimah, Fatimah; Yusuf, Furtasan Ali; Hayadi, Herawan; Suparmoko, Muhamad; Sari, Gema Ika; Muafidah, Muafidah
Borobudur Educational Review Vol 4 No 2 (2024)
Publisher : Universitas Muhammadiyah Magelang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31603/bedr.12259

Teacher performance is a key factor in achieving optimal quality education. This research aims to investigate the influence of organizational learning and discipline on teacher performance, with work performance as a mediating variable, among elementary school teachers in Cilegon City. This research uses a quantitative approach with a survey method. The research sample consisted of 200 elementary school teachers selected randomly. Data collection is carried out through questionnaires that measure organizational learning, discipline, work performance and teacher performance. Data analysis was carried out using path analysis techniques to test the direct and indirect relationships between these variables. The research results show that organizational learning and discipline have a significant positive effect on teacher work performance. In addition, job performance is proven to be a significant mediator in the relationship between organizational learning and discipline on teacher performance. These findings indicate that improving teacher performance can be achieved by developing an organizational learning culture and strengthening discipline. Job performance plays an important role in strengthening the impact of these two factors on teacher performance. Organizational learning and discipline are important factors that influence teacher performance, with job performance as a significant mediator. Implementation of policies that support organizational learning and discipline can improve teacher performance in elementary schools in Cilegon City

Peran pembelajaran organisasi dan kedisiplinan terhadap kinerja guru melalui prestasi kerja pada guru sekolah dasar di Cilegon Muafidah, Muafidah; Yusuf, Furtasan Ali; Hayadi, Herawan; Suparmoko, Muhamad; Sari, Gema Ika; Fatimah, Fatimah
Borobudur Educational Review Vol 4 No 2 (2024)
Publisher : Universitas Muhammadiyah Magelang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31603/bedr.12260

This study aims to analyze the role of organizational learning and discipline on teacher performance by considering teacher performance as a mediating variable in elementary schools in Cilegon City. Organizational learning is an effort made by schools to improve teacher skills and knowledge through various training programs and professional development. Teacher discipline reflects the level of compliance with the rules and regulations that apply in the school environment. Teacher performance is measured based on the achievement of work results, innovation in teaching, and contribution to the school environment. The research method used is quantitative with a survey approach. Data were collected through questionnaires distributed to 118 teachers in several elementary schools in Cilegon City as research samples. Data analysis was carried out using regression techniques and path analysis to test direct and indirect relationships between variables. The results of the study indicate that: 1) organizational learning has a positive and significant effect on teacher performance. 2) Discipline also plays an important role in improving teacher performance. 3) Teacher performance was found as a mediating variable that strengthens the relationship between organizational learning and discipline on teacher performance. 4) These findings indicate that improving teacher performance can be achieved through the development of effective organizational learning and the implementation of strict discipline. This study provides practical implications for school administrators and educational policy makers to design professional development programs that focus on organizational learning and discipline enforcement to improve the quality of teacher performance

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