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Abstrak :
ABSTRAK
Tesis ini dengan judul Human Process Intervention untuk Mengatasi Resistensi Terhadap Perubahan Sistem di Lembaga Pendidikan GPS . Hal ini dibuat berdasarkan permasalahan yang sedang dihadapi oleh lembaga pendidikan GPS.

Sebagai akibat dari implementasi sistem informasi dan komunikasi yang diterapkan dan kemudian terjadi resistensi terhadap perubahan dari sebagain senior leader, principal, dan coordinator unit sekolah sehingga terjadi ketidak efektifan dari kegiatan yang akan dilaksanakan di level organisasi.

Dengan memperhatikan uraian mengenai masalah tersebut, maka penulis merekomendasikan rancangan program transformational leadership team yang melibatkan seluruh unit kerja dengan mengoptimalkan fungsi dari para change leader berdasarkan human process intervention.

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ABSTRACT
This thesis with the title Human Process Intervention to Overcome Resistance Against Changes in Education System GPS. It is based on the problems being faced by the institution GPS.

As a result of the implementation of information and communication systems are implemented and then there is resistance to change from some of the senior leader, supporting, principal, and coordinator of the school?s unit The result is lack of organizational effectiveness .

By considering the description of the problem, the authors recommend the design of the program transformational leadership team involving all work units to optimize the function of the change process leader by human intervention.

Abstrak :
[ABSTRAK
Tesis ini membahas tentang reaksi karyawan terhadap adanya perubahan sistem kerja organisasi akibat penerapan ISO 9001:2008 pada Kantor Hukum X sesuai dengan konteks dan kondisi yang terjadi pada organisasi. Penelitian ini menggunakan metode penelitian kualitatif dengan pendekatan studi kasus, yang melibatkan 10 (sepuluh) informan karyawan dari Kantor Hukum X. Penelitian ini menemukan bahwa alasan utama bagi sebagian karyawan yang melakukan resistensi terhadap perubahan organisasi adalah tingginya beban pekerjaan yang mereka rasakan. Selain itu kurangnya sosialisasi terkait dengan perubahan yang terjadi juga berperan dalam keengganan karyawan untuk berpartisipasi dalam perubahan. Untuk itu diperlukan dukungan, tanggung jawab, dan komitmen dari organisasi dalam menginisiasikan perubahan, terutama komunikasi yang jelas kepada seluruh karyawan.

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ABSTRACT
This thesis discusses on employee reaction toward change on organizational working system as an effect of implementing ISO 9001:2008 in Law Firm X based on its current context and condition. This research employs qualitative research method using a case study approach, which involves 10 (ten) employees of Law firm X as informants. This research shows that the main reason for most of the employees who resist the organizational change is due to the high work load against them. Further, lack of socialization on relevant change has also affected the employees? reluctance to participate on change. Therefore, support, responsibilities, and commitment from the organization are required when initiating change, especially clear communication towards all employees.;This thesis discusses on employee reaction toward change on organizational working system as an effect of implementing ISO 9001:2008 in Law Firm X based on its current context and condition. This research employs qualitative research method using a case study approach, which involves 10 (ten) employees of Law firm X as informants. This research shows that the main reason for most of the employees who resist the organizational change is due to the high work load against them. Further, lack of socialization on relevant change has also affected the employees’ reluctance to participate on change. Therefore, support, responsibilities, and commitment from the organization are required when initiating change, especially clear communication towards all employees., This thesis discusses on employee reaction toward change on organizational working system as an effect of implementing ISO 9001:2008 in Law Firm X based on its current context and condition. This research employs qualitative research method using a case study approach, which involves 10 (ten) employees of Law firm X as informants. This research shows that the main reason for most of the employees who resist the organizational change is due to the high work load against them. Further, lack of socialization on relevant change has also affected the employees’ reluctance to participate on change. Therefore, support, responsibilities, and commitment from the organization are required when initiating change, especially clear communication towards all employees.]

Abstrak :
Penelitian ini menyelidiki strategi komunikasi pada Humas Kementerian Pekerjaan Umum dan Perumahan Rakyat (PUPR) dalam mengelola resistensi masyarakat terhadap kebijakan pemindahan Ibu Kota Negara (IKN) di media sosial Instagram Kementerian PUPR. Metode penelitian studi kasus ini melibatkan wawancara mendalam dengan Humas Kementerian PUPR di Biro Komunikasi Publik dan Ketua Satuan Tugas Pelaksanaan Pembangunan Infrastruktur IKN (Satgas IKN) serta pengamatan oleh peneliti pada komentar resistensi masyarakat dalam unggahan konten #IKNkita di akun @kemenpupr. Dari hasil analisis menggunakan konsep strategi mengelola resistance to change dari Kotter dan Schlesinger, temuan menunjukkan bahwa alasan resistensi masyarakat terhadap kebijakan pemindahan IKN paling kuat adalah alasan kesalahpahaman dan kurang kepercayaan. Alasan kedua adalah penilaian yang berbeda, alasan ketiga adalah kepentingan diri sendiri yang sempit, terakhir adalah alasan toleransi berubah yang rendah. Strategi komunikasi Humas PUPR dalam mengelola resistensi masyarakat terhadap kebijakan pemindahan IKN di Instagram dengan pembuatan tagar #IKNkita, penjadwalan khusus untuk konten #IKNkita dan pembuatan konten #IKNkita. Pendekatan yang digunakan dalam konten #IKNkita yang telah digunakan oleh Humas PUPR adalah pendidikan dan komunikasi, partisipasi dan keterlibatan, fasilitasi dan dukungan, serta negosiasi dan kesepakatan. Selain itu, Humas PUPR juga menerapkan strategi ‘no response’ terhadap komentar-komentar negatif. Humas PUPR tidak pernah menggunakan pendekatan manipulasi, kooptasi dan paksaan untuk mengelola resistensi terhadap kebijakan pemindahan IKN dalam konten #IKNkita di Instagram. ......This research investigates the digital communication strategies employed by Government Public Relations (GPR) of the Ministry of Public Works and Housing (PUPR) in managing public resistance towards the State Capital City relocation policy (IKN) on the Instagram social media platform of the Ministry of PUPR. This case study research method involves in-depth interviews with the GPR of the Ministry of PUPR and the Chairperson of the IKN Development Implementation Task Force (Satgas IKN), alongside the researcher's observations on public resistance comments within the #IKNkita content posts on the @kemenpupr account. Through the analysis using Kotter and Schlesinger's concept of managing resistance to change, the findings indicate that the strongest reasons for public resistance to the IKN relocation policy are misunderstanding and lack of trust. The second reason is differing assessments, the third is parochial self-interest, and lastly, low tolerance for change. The approach used in #IKNkita content that has been used by the GPR of the Ministry of PUPR is education and communication, participation and involvement, facilitation and support, as well as negotiation and agreement. Apart from that, the GPR of the Ministry of PUPR also implemented a 'no response' strategy for negative comments. The GPR of the Ministry of PUPR has never used manipulation, co-optation and coercion approaches to manage resistance to the IKN relocation policy in #IKNkita content on Instagram.