STUDI MENGENAI PERUBAHAN ORGANISASIONAL PADA PERUSAHAAN KONTRAKTOR KONSTRUKSI

Sylviana, Ari (2000) STUDI MENGENAI PERUBAHAN ORGANISASIONAL PADA PERUSAHAAN KONTRAKTOR KONSTRUKSI. S2 thesis, UAJY.

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Abstract

A STUDY OF THE ORGANIZATIONAL CHANGE IN CONSTRUCTION FIRMS, Ari Sylviana, 99.442/PS/MT, October 2000, Majoring in Construction Management, Magister of Engineering, Post-Graduate Program, University of Atma Jaya, Yogyakarta. For being survival, an organization has to change its structure, system, and management approaches. An organizational change is universal and continuous in any firm. Based on the perception of project managers, site managers, and site engineers, this study aims at identifying the change process in the organizations of selected construction firms from initiation through completion, starting with forces that destabilize, spreading to awareness and management of anxiety, then acceptance and management of tasks, and finishing with integration and restart. The sample size is of 69 engineers consisting of 17 project managers (PM), 24 site managers (SM), and 28 site engineers (SE). This research studies 20 change management parameters for those three engineering management levels. The obtained data was then analyzed by the use of the frequency distribution (mean values and standard deviations). To examine the relationships between the groups (PM, SM, SE), a correlation analysis and an analysis of variance (ANOVA) was also adopted. The results show that the group of PM is not effectively performing as a leader of change and transition. The higher management is not able to cope with the constraints on socializing the vision and strategies for change. The group of SM is not capable of understanding the process of change. The group of SE has positive attitude and perception towards the change. Most of the engineers seem to reflect a higher degree of commitment and support. They even think that the change will positively influence on their job. An individual has a great enthusiasm for change but the degree of acceptance is low. Among them there exists anxiety about the change. Finally, the analyses show that most organizations are highly committed to change.

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