1 MATERI #15 Masa Depan Pengembangan OrganisasiMISBAHUDDIN AZZUHRI SE. MM. CPHR®. CSRS®.

2 Learning Objectives To explore the trends affecting how OD is likely to be practiced in the future To explore how OD is likely to change in the future

3 Organization of the futureWill attract and retain talented employees. Develop different kind of workplace. Powerful mission is magnet and motivator. Culture that values learning is key. A company’s people are its most important asset. Core reality is old saying: Collaboration essence of organization. Create flexibility, resiliency, speed, and creativity.

4 The Future OrganizationA constantly changing organization. An organization that is flexible and able to change quickly. Higher educational levels mean increase in motivational needs. Change is never ending.

5 Monitor and Stabilize OD ProgramFeedback. Stabilize the change. Evaluate the OD program results. Termination of practitioner and client relationship.

6 OD’s 5 Stages

7 Feedback of InformationInformation returned to participants. Commitment reinforced by feedback. Program effectiveness measured by degree problems corrected.

8 Stabilize and Monitor ChangeAcceptance and adoption of change. Guard against “fade out.” Reinforcement necessary. Continue assessment of change during future.

9 Evaluation of OD ProgramsEvaluations important for 3 groups. Decision makers. Participants. OD practitioners.

10 Emerging Issues and ValuesOD is a growing, developing, and changing field of study. OD still in transition. Transition makes it difficult to define what are OD interventions.

11 Is OD Fad or Discipline? OD has history of 50+ years.Appears to be primary method for helping organizations adjust to change. Managers may use interventions as quick fixes. OD required even more as rate of change increases

12 Future Trends in OD Organization transformation. Shared vision.Innovation. Trust. Empowerment Learning organization. Reengineering. Core competencies. Organizational architecture.

13 Macro-system Trends in ODImpact of culture change. Total resource utilization. Centralization vs. decentralization. Conflict resolution. Interorganization collaboration.

14 Interpersonal Trends in ODMerging line and staff functions. Resource linking. Integrating quality and productivity. Diversity. Networking. Rewarding.

15 Individual Trends in ODIntrinsic worth. Change in individuals. Effects of thinking. Health and fitness. Interdependence.

16 OD Application No Job Is Safe and Never Will BeWhat you will be doing in future will change constantly. Career you are preparing for now will likely not be career you pursue for much of your life. Outsourcing off shore requires home-country employees be competitive.

17 quote Warren Bennis, OD practitioner, says:“No job is safe. Never will be. The half-life of any particular skill is, at most, five years. And that’s on the long side. What will keep you alive? Be curious, be willing to learn, have a moral compass and know what gives your life meaning.”

18 Career suggestion Career suggestions include:Avoid jobs that can be broken down into repeatable steps. Search for jobs that require flexibility, problem-solving, creativity, and lifetime of learning. Work that relies on complex communication skills will probably not be outsourced. Additional career suggestions: Jobs that require frequent interactions with other people will flourish. Search for jobs that require problem-solving, creativity, and lifetime of learning. Employees with good people skills and multicultural teams will have advantage. Get a college education and then keep going to college.

19 Trends Affecting OD PracticePragmatic Trends Workforce is becoming older, more diverse, more educated Shift toward contingent employment & change in psychological contract No careers Scholarly Trends Emphasis on values of understanding, prediction, and control Search for variables that explain change and effectiveness Organization Development Will… Have more conflict in the short term Be more integrated in the long term

20 Contextual Trends and Their Effects on OD’s FutureOD Will Be, More embedded in the organization’s operations More technologically enabled Shorter OD cycle times More interdisciplinary More diverse in client organizations More cross-cultural More concerned with ecological sustainability Economy Workforce Technology Organizations

21 The Future of OD More embedded in the organization’s cultureMore technologically enabled Shorter OD cycle times More interdisciplinary More diverse client organizations More cross-cultural Greater focus on ecological sustainability

22 KeyWords And Concepts Culture.Reflects organization’s past and is rooted in firm’s history. Incremental approach. Long-term planned change that relies on collaboration. Organization transformation (OT). Drastic, abrupt change to structure, management, and culture. Strategic change management. Focus on alignment with strategy, structure, and human resources systems. Strategy. Course of action used to achieve major objectives. Strategy-culture matrix. Assess readiness of culture for strategic changes.

23 KeyWords And Concepts Technical, political, and cultural systems.Organizational systems of strategic change management model. Transformational change. Immediate drastic change accomplished by directive methods. Vision. Mental image of a possible and desirable future state of organization. Fade-out. Occurs when change not stabilized into system. Behavior slips back into previous mode. Feedback. Required to determine whether to modify, continue, or discontinue activities.

24 KeyWords And Concepts Individual trends.Future trend of OD that focuses on personal level. Interpersonal trends Future trend of OD that focuses on team and group dynamics. Macrosystem trends. Future trend of OD that focuses on organizational system. Reconfigurable. Organization that is flexible and able to change. Self-renewal. Building innovation and commitment to change into organization’s values. Stabilizing the changes. Preventing deterioration of change efforts and reverting to previous behaviors.

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