PERUBAHAN DALAM ORGANISASI: RESPON DAN PROBLEMATIKA DALAM PROSES PERUBAHAN

Abstract

Organizational change is an inevitable process in the development of
modern organizations. Change occurs as an organizational response to
technological advancements, environmental shifts, global competition, and
increasingly complex societal demands. Organizations capable of adapting
to change will find it easier to sustain their existence and enhance their
competitiveness. This article aims to examine the concept of organizational
change, the responses of organizational members to change, and the
various challenges that arise during the implementation of organizational
change. The method used is a literature review, examining various
scientific journals, books, and relevant research findings. The results of the
review indicate that organizational change can elicit both positive and
negative responses from organizational members. Positive responses are
demonstrated through individuals’ willingness to adapt and support
change, while negative responses manifest as resistance stemming from
uncertainty and fear of change. In addition, various obstacles such as
weak organizational communication, a culture resistant to change, a lack
of human resource readiness, internal conflicts, and weak leadership are
factors that can hinder the success of organizational change. Therefore,
organizations need to implement effective change management so that
change can proceed in accordance with established objectives.