Page 46 - FREN-C2021 PROCEEDINGS

Literature Review
Arifin (2017), revealed that the changes are caused by factors from within or internal factors in an
organization. These changes occur due to internal conflicts/problems such as a change in goals,
change in the number of personnel, decreased morale. Besides that, changes in size and organizational
structure will give the impact of the organizations to restructure and are usually followed by
downsizing and outsourcing. Changes in the administrative system also apply to intend to improve
efficiency, change the image, or gaining power in the organization.

Changes in the administrative system are intended to make the organization more competitive. These
problems can be overcome using decision making from an organizational leader, determining new
policies in an organization to overcome these problems. In addition, new technological changes are
taking place rapidly and affecting the way people in organizations work. The new technology is
expected to make the organization more competitive (Arifin, 2017).

Organizational changes are caused by factors from outside the organization, such as government
regulations, economic conditions, actions of competitors. These external changes will hinder the
growth and development of the organization in realizing the goals and ideals of the organization. This
factor can be overcome using cooperation between organizations to realize common goals in the
presence of agreements that have been made previously (Ariffin, 2017).

According to Pramudyo (2017), there are several types of organizational changes such as Unplanned
Change and Planned Change. For Unplanned Change, this type of change is spontaneous, without any
direction from the change agent. The types of change that the organization cannot anticipate. For
example, illegal strikes that make factories close down, or interpersonal conflicts that result in new
procedures in inter-departmental relations. Besides that, planned changes are generated by the efforts
made by change agents. This change is a response to the difference between what is expected and the
actual conditions.

Khan et.al (2014), revealed that resistance to change must arise in a standard way. When resistance is
overt and immediate, management finds it easy to overcome it. For example, if a change is proposed,
an employee will quickly respond by expressing dissatisfaction, doing work slowly, threatening to
quit, or something similar. The most difficult challenge is hidden or delayed resistance. According to
Khan et.al (2014), stressed that two main types of resistance to change are individual sources and
organizational sources as below;

a) Individual sources: The causes of individual resistance are from basic human traits such as
perceptions, personalities and needs such as behaviours, safety, economics, fear of the unknown, and
selective processing of information.

b) Organizational sources: They will continue what they have been doing for so long
regardless of whether they need to change as we know.

An effective way must be provided to overcome resistance to change. According to Khan et.al (2014),
revealed that six tactics that agents can use to overcome resistance to change as below:

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