Communication of Organizations in Organizations Change’s Phenomenon in Research and Development Institution

Abstract

Abstrak-Ketika perubahan telah menjadi suatu kebutuhan bagi kehidupan organisasi maka penting kita melakukan meningkatkan produktivitas dan peran lembaga litbang. Perubahan sebagai suatu keniscayaan perlu diupayakan dan dilakukan dengan strategi yang matang untuk dapat meminimalkan resistensi dan biaya baik material maupun immaterial. Aspek immaterial yang sangat berperan dan sebagai kunci adalah komunikasi organisasi yang perlu dipersiapkan sebagai strategi berpengaruh luar biasa bagi keberhasilan perubahan organisasi. Akan tetapi, bagaimana ketika perubahan tersebut kurang dikomunikasikan secara optimal? Tujuan penelitian ini adalah untuk mengkaji fenomena dinamika komunikasi organisasi pada suatu lembaga litbang yang sedang melakukan perubahan organisasi. Penelitian ini bermanfaat untuk memberikan gambaran dan analisis kritis mengenai perubahan organisasi berdasarkan dinamika komunikasi organisasi suatu lembaga litbang. Metode penelitian ini menggunakan pendekatan kualitatif fenomenologi yang bertujuan untuk melihat makna gambaran rangkaian peristiwa dalam proses perubahan organisasi di lembaga litbang tersebut dari aspek komunikasi organisasi. Fenomena perubahan organisasi diawali dengan berbagai penolakan dari berbagai level karyawan baik peneliti dan nonpeneliti yang menuntut pada keterbukaan dan kepastian serta terjaganya marwah lembaga sebagai lembaga Litbang. Adanya tuntutan keterbukaan informasi merupakan cerminan ketidakmampuan manajemen organisasi dalam mengomunikasikan strategi rencana perubahan yang dilakukan sehingga menimbulkan resistensi pada proses tersebut.

Researchers’ View on R&D Organizational Change Using the Grief Cycle

“…When comparing the organization's readiness to change to the reaction when changes were introduced, it was clear that the organization was not prepared. One of the most important factors in an organization's capacity to achieve its goals and reduce opposition was the company's or leader's ability to communicate strategy and plans to all members of the organization through a variety of media and information channels, including social media (Romadona & Setiawan, 2020). Clampitt et al (2000) also verified that attention should be paid to the communication tactics employed by managers in the context of organizational change.…”

Female leadership in organisational communication perspective: A systematic literature review

“…Table 1 provides citations from sources included in the results section. Chen and Hou, 2016;Detert & Burris, 2007;Dolly & Nonyelum;Duan, Li, Xu, & Wu, 2017;Hao & Yazdanifard, 2015;Kang and Sung, 2017;Al Khajeh, 2018;Kilicoglu, 2018;Kim and Rhee, 2011;Kim and Sung, 2016;Lee & Chon, 2020;Lee and Kim, 2020;Liu, Zhu, & Yang, 2010;Morrison, 2014;Men, 2014;Praja, 2012;Solihat, 2015;Solomon & Steyn, 2017;Yudiaatmaja, 2013Gender in Organisational Communication Ayman & Korabik, 2010Handriana, 2011;Choi, Hong, & Lee, 2017;Hwang, 2014;Clohisy, Yaszemski, & Lipman, 2017;Cohen, 2019;Perbawaningsih, 2017;Placea & Vardeman-Winter, 2017;Prasanti & Indriani, 2018;Ramadanty & Martinus, 2016;Romadona & Setiawan, 2020;Tourish, 2014;Voicilă, Ghinea, & Filculescu, 2018 Female leadership in Organisational Communication Perspective Algren & Eichhorn, 2007;Brown 2020;Carnes et al, 2015;Fitriani, 2015;Guillet, Pavesi, Hsu, & Weber, 2019;Hariyono, 2018;…”

“…The importance of communication in an organisation is absolute and has become a popular topic in recent years. Communication is an essential factor in an organisation because the organisation consists of a group of people who carry out joint activities to achieve common goals (Hwang, 2014;Ramadanty & Martinus, 2016;Romadona & Setiawan, 2020;Sadia, Salleh, Kadir, & Sanif, 2016;Winbaktianur, 2017).…”

“…The development of technology and human civilisation has an impact on the organisation. Before the 20 th century, many women were placed in disadvantaged positions because the patriarchal culture was still strong in society (Ayman & Korabik, 2010;Carnes et al, 2015;Handriana, 2011;Hwang, 2014;Romadona & Setiawan, 2020). However, cultural shifts lessen discrimination against women, especially in organisational leadership (Clohisy, Yaszemski, & Lipman, 2017;Guillet, Pavesi, Hsu, & Weber, 2019;Handriana, 2011;Tourish, 2014).…”

“…As gender is performative, there is no stable gender identity (Ton, 2018;Butler, 1988). Similarly, gender-based concepts on leadership are socially constructed (Carnes et al, 2015;Handriana, 2011;Hwang, 2014;Romadona & Setiawan, 2020) and determine the society's view on female leadership, in which today the discrimination has faded (Clohisy, Yaszemski, & Lipman, 2017;Guillet, Pavesi, Hsu, & Weber, 2019;Handriana, 2011;Tourish, 2014).…”