Name : Bambang Rizky Ramadhan
NPM 2511031075
Accounting Department
1.Organizational Change
Organizational change refers to the process by which companies modify their structures, strategies, processes, technologies, or culture to adapt to internal and external pressures. It involves planned or unplanned shifts that help the organization remain competitive, efficient, and aligned with its goals.
Today, change and innovation are driven by technology, globalization, shifting customer demands, workforce expectations, regulations, and economic pressures, all pushing organizations to stay flexible and competitive.
2.Managers typically use three innovation strategies for changing products and technologies:
Exploration – developing new ideas, experimenting, and seeking opportunities for breakthrough innovations.
Cooperation – collaborating across departments, with partners, or external stakeholders to generate and share innovative ideas.
Entrepreneurship – encouraging risk-taking, flexibility, and internal ventures to turn ideas into practical products or technologies
3.Creativity – generates novel and useful ideas, the foundation of innovation.
Idea Incubators – provide a safe space where employees can develop ideas without immediate pressure.
Horizontal Linkages – encourage cross-department collaboration, speeding up knowledge sharing.
Open Innovation – brings in external ideas and partnerships to expand innovation capacity.
Idea Champions – passionate individuals who push and advocate for new ideas until they are adopted.
New-Venture Teams – small, independent groups that focus on turning innovations into real products or processes.
4.Changes in people and culture are critical because even the best strategies, structures, or technologies will fail without employee acceptance and the right organizational mindset. People drive behavior, decision-making, and daily operations, while culture shapes values and norms that support or resist change. Aligning both ensures commitment, reduces resistance, and creates a sustainable foundation for successful transformation.
5.Organization Development (OD) is a planned, systematic process of improving an organization’s effectiveness and health through interventions in its structure, processes, and culture, often focusing on human and social aspects.
Large Group Interventions are OD techniques that involve bringing together a wide range of stakeholders (employees, managers, even customers or partners) in interactive sessions to discuss problems, share ideas, and plan collective actions for organizational change.
NPM 2511031075
Accounting Department
1.Organizational Change
Organizational change refers to the process by which companies modify their structures, strategies, processes, technologies, or culture to adapt to internal and external pressures. It involves planned or unplanned shifts that help the organization remain competitive, efficient, and aligned with its goals.
Today, change and innovation are driven by technology, globalization, shifting customer demands, workforce expectations, regulations, and economic pressures, all pushing organizations to stay flexible and competitive.
2.Managers typically use three innovation strategies for changing products and technologies:
Exploration – developing new ideas, experimenting, and seeking opportunities for breakthrough innovations.
Cooperation – collaborating across departments, with partners, or external stakeholders to generate and share innovative ideas.
Entrepreneurship – encouraging risk-taking, flexibility, and internal ventures to turn ideas into practical products or technologies
3.Creativity – generates novel and useful ideas, the foundation of innovation.
Idea Incubators – provide a safe space where employees can develop ideas without immediate pressure.
Horizontal Linkages – encourage cross-department collaboration, speeding up knowledge sharing.
Open Innovation – brings in external ideas and partnerships to expand innovation capacity.
Idea Champions – passionate individuals who push and advocate for new ideas until they are adopted.
New-Venture Teams – small, independent groups that focus on turning innovations into real products or processes.
4.Changes in people and culture are critical because even the best strategies, structures, or technologies will fail without employee acceptance and the right organizational mindset. People drive behavior, decision-making, and daily operations, while culture shapes values and norms that support or resist change. Aligning both ensures commitment, reduces resistance, and creates a sustainable foundation for successful transformation.
5.Organization Development (OD) is a planned, systematic process of improving an organization’s effectiveness and health through interventions in its structure, processes, and culture, often focusing on human and social aspects.
Large Group Interventions are OD techniques that involve bringing together a wide range of stakeholders (employees, managers, even customers or partners) in interactive sessions to discuss problems, share ideas, and plan collective actions for organizational change.