LM FEB UI Webinar, Challenges of Organization Development: How to Approach Them with the Latest Thinking
Rifdah Khalisha – Public Relations FEB UI
DEPOK – (2/9/2021) The Management Institute of the Faculty of Economics and Business, Universitas Indonesia (LM FEB UI) held a webinar titled “Challenges of Organization Development: How to Approach Them with the Latest Thinking” on Thursday (2/9). Presenting Bagus Adi Luthfi, M.S.M. (Human Resources Consultant LM FEB UI) and Diah Dharmayanti, Ph.D. (Organization Development Expert Howard Hermes Consulting) as speakers. Also present were Dyah Parameshwary, M.Psi. (Senior Consultant LM FEB UI) as the event guide.
Diah discussed about organization development competency. She explained, “When an organization for the development people or ODP wants to study organizations, it is necessary to understand the anatomy of the organization, a theoretical framework consisting of leadership, systems, and behavior.”
“Once ODP has been able to analyze the anatomy of the organization as a whole, we must transform into an effective organization. From the external side, it creates human assets (employee turnover, relatedness, competence, ability, capacity) and relationship assets (brand equity, reputation, satisfaction, shares). From the internal side, creating structural assets (patents, MCE, performance improvement systems, KMS, quality index) and financial assets (EVA, ROE, ROI, margin, cash flow),” he continued.
Frank Zappa said the mind is like a parachute, it doesn’t work if it’s not open. Therefore, leaders need to change a static closed mindset to a growing open mindset.
“That way, the leader will easily see, invite, and measure the members in the organization. Not only that, it is easier for all members to change extrinsic needs into intrinsic needs.” added Diah.
Leaders must be transformational learners, have the capacity to learn (learn new things well), unlearn (forget lessons that are no longer relevant), to relearn (accept new perspectives). The concept means the ability to adapt to the demands of the times.
For Diah, organizations need to implement several cultures, namely a control culture, the capacity to set policies and procedures as a step to increase efficiency; a champion culture, competitive capacity, profit-oriented, and passionate about achieving goals; a change culture, the capacity to detect, interpret, and translate signals from the environment into new ideas; and a core culture, the capacity to build commitment, involvement, and a sense of belonging to all members of the organization.
After that, Bagus raised the topic of organizational development in the blockchain era. He explained the evolution of organizational competitiveness, ranging from efficient organizations, superior quality organizations, flexible and dynamic organizations, adaptive and innovative organizations, to intelligent organizations.
According to Christian Catalini and Joshua Gans (2020), blockchain is a secure decentralized and distributed digital ledger that stores structured and authenticated transaction data using public keys as identities.
“To quote Vitalik Buterin, while most technologies automate workers to do technical work through external networks, blockchain automates the central network. Instead of putting taxi drivers out of work, blockchain actually eliminates third parties—like Uber—and gives taxi drivers the opportunity to meet customers face-to-face,” he explained.
The structure is divided into centralized, decentralized, and distributed organizations. A centralized organization means the central authority is the controller and decision maker on behalf of the entire network. A decentralized organization means that the entire network is a decision maker who has the same function, so the mechanism is not centralized. While a distributed organization means that both the central authority as well as the entire network are decision makers, the processing is spread out because all parts of the system are in different locations.
Tapscott and Tapscott (2016) describe that blockchain is a revolutionary technology in the 21st century. There is no consensus on blockchain technology. Some people see blockchain as a solution to countless problems, while others see it as a hoax.
Bagus said that, “In fact, blockchain is very helpful for companies or organizations to investigate many things, for example making it easier to screen potential candidates for human resources. Blockchain will display the entire track record of potential candidates, so they can’t manipulate that data.”
“In today’s blockchain era, it is possible for distributed power of anyone to take the role of a leader. So we need to hold a trust culture so that we are not afraid of any changes that will occur in the future,” he concluded.
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