RESPONSE TO A CHANGE PROGRAMME IN ARULASTAN DEFENCE SECTOR

SINDIKAT 3: ANASTASIUS ADITYA N DEZI ASTI M JOKO SETIYO K REZA NUR PATRIA SONNY YUSDARMOKO

OUTLINE S
1. Introduction 2. Research Question 3. Overview of Arulastans Defence Sector 4. Change Programme of Defence Sector 5. Analysis 6. Conclusion & Recommendation

Research Question

Identify what is meant by Change Fatigue, Change Resistance, Identity, Conflict in Purpose & Values? Give examples to illustrate your answer !

Overview of Arulastans Defence Sector

Continental Sitralia
Arulastan: Tropical climate Area: 1,246,700 Sq Km Land boundaries: 5,198 km Coastline: 2,600 km Capital: Port Leyla Borders: North : Lidra South & West : Omonia East : Great Ocean North-west : Akriva

Ministry of Defence Military Tasks Army Arulastan Maritime Defence capability Security Force Internal security (AMSF) Disaster relief Arulastan Air Defence Force Sitralian Alliance (AADF) PSOs Homeland Security Search & Rescue Service
Police Coastguard Intelligence Border security

Fisheries protection Border Security (Arma) Limnos Islands

 Trend related to Arulastans Military

Dominant force in the country since the independence 1966 The country experienced 6 coups and countercoups due to militarys intervention in politics The constitution still reflects the dominance of military regime in the past Growing demand to clarify the relation the relationship between military and civilian for democratic process

Change Programme of Defence Sector

Move towards the professionalisation of the Armed Forces in the next 5 years

Identifications of Defence Problems : Defence Budget (5 % from GDP) Lack of professionalism Conscript Armed Forces The Ratio of Civilian staff to increase Civilian control in MoD

Analysis
The Risk of Strategic Drift
Professionalisation
Environmental change Strategic change 5 3

Amount of change

2 1 4

Phase 1 Incremental change

Phase 2 Flux

Phase 3/4 Transformational change or demise

Time

5 years?

RESPONSE TO CHANGE
INDIVIDUAL RESPONSE ORGANISATIONAL RESPONSE

Change Fatigue.

Definition. - Fatigue. The decreased capacity or complete inability of an organism, an organ or a part to function normally because of excessive stimulation or prolonged exertion (www.freedictionary.com) - Change Fatigue. The decreased capacity or complete inability of an organism, an organ or a part to function normally because of excessive Change Resistance stimulation or prolonged exertion to transform from the real Definition. condition to - Resistance. The action of opposing something that you desire condition disapprove or disagree with ( http://www.webster-dictionary.org/definition/resistance) - Change Resistance. The rejection condition to change from the real

Lost of Identity

Definition. - Identity is whatever that makes an entity definable and recognizable by posessing a set of qualities or characteristics that distinguish it from other entities (http://en.wikipedia.org) - Lost of Identity: When the qualities and /or characteristics of a group or organization are obscured and diffused by change initiatives. Conflict in Purpose & Values Definition. - Conflict in Purpose: Friction and resistance that are created when one set of aims and objectives negate or compromise another, often between vested interests. - Conflict in Values: Happens when different and often contradictory enduring beliefs or ideals interact and create resistance that adversely affects efforts towards creating and implementing shared visions

RESPONSE TO CHANGE
CURRENT STATE DESIRED STATE CHANGE FATIGUE CHANGE RESISTANCE LOST OF IDENTITY CONFLICT IN PURPOSE & VALUE

President is Separation of the Head of power & Armed Forces transfer of authority to representative s Civilian staffs Civilian Staffs < Military > Military

- President & ministers/ cabinet

- Maintain Status Quo vs. force for Democracy

- Military (mindset)

- Restriction of military superiority in MoD

- Fears about increased prevalence of civilian norms and practices

Internal PSO under the Security & UN or Sitralian Maintain Allied Forces capabilities for war

- Altered - Less offensive - Less capability autonomies doctrine and to take action structure

CURRENT STATE

DESIRED STATE

CHANGE FATIGUE

CHANGE RESISTANCE

LOST OF IDENTITY

CONFLICT IN PURPOSE & VALUE

Defence 2% within 10 Budget 5% of years GDP

- Implications - Decreased on many Military sectors will Capability? add too increased complexity - Prolonged timeframe vulnerable to drift - 11 Years - Comfort zone education for - High intensity officers of ops - Unemployment - Level of Education disparity - Longer training time

- Allocated budget vs. capability building

Conscription

Professional

- Streamlining vs reduction of unemployment

CURRENT STATE

DESIRED STATE

CHANGE FATIGUE

CHANGE RESISTANCE

LOST OF IDENTITY

CONFLICT IN PURPOSE & VALUE

Resignation of Retention of trained trained personnel personnel higher salary

- Low Salary

- Retention of skilled personnel vs. reduction of recurrent costs

Ethnicity issues

Diversity of members

- Unequal opportunity

- Loss of dominance for certain ethnic groups -

- Diversity vs. Ethnic dominance

1/5 total Balance of - Prolonged personnel input-output oftimeframe to leave the personnel produce services / year successors

- Uncertain Career prospects

CURRENT STATE

DESIRED STATE

CHANGE FATIGUE

CHANGE RESISTANCE

LOST OF IDENTITY

CONFLICT IN PURPOSE & VALUE

Old EquipmentValue for Money Equipment

- Adaptation to new systems and technologies

- New equipment will be followed by new training - Budget Constraints

- Fighting for resources between services

Separate forces

United Forces

- Reluctance to - Service compromise Identity

- Integration vs. Preservation of Identity

Responses to Proposed Change

Do we have a problem? Yes No Blissful ignorance Yes Are we willing to change? Ready to go

Worried stayers Frightened rabbits

Closed minds

No

Conclusion

Conclusion & Recommendation

Arulastan recognizes the need for change as evident from the many change initiatives. But it is also apparent that Arulastan faces much negative responses in the form of resistance, vulnerability to change fatigue, identity loss and conflicting purposes and values.

Recommendation
1. Efforts towards developing a shared vision, guiding alliances through socialization and communication for all stakeholders. 2. Creating short term wins as opposed to fixating on the end goals and developing metrics to evaluate the short-term goals. 3. This transformational change needs to be flexible, agile and responsive in anticipation of possible strategic flux and subsequent demise (Prepared to adopt an emergent approach)

Thank You Any Question?