Resistensi dan Akseptabilitas Pegawai terhadap Rencana Restrukturisasi OPD di Kabupaten Wonosobo

PRATIWI, Lisma Niken, Ario Wicaksono

2013 | Skripsi | Manajemen dan Kebijakan Publik (dh. Ilmu Administrasi Negara)

ABSTRACT This research analyzed about employee acceptance and resistance of Wonosobo regionalorganizational restructuring. Wonosobo regency is one area that is holding the restructuring process. Restructuring process in Wonosobo is different from most restructuring in other regions. According to the plan, Wonosobo regional organizations will reduce and simplify its structure. The total amount of the original structural position (728 units) will be reduced to 525 units, the number of types of regional organizations will be reduced from 38 to 31.Changes imply reallocation of resources within the organization significantly, stimulating continuous conflict and hinder the process of change itself. The theories used in this study are theory of organizational change, theory of regional organizational restructuring, and theory of acceptability and resistance. Regional organization restructuring is defined as the process of Wonosobo regency government to achieve the best amount of organization in order to carry out government functions effectively, efficiently and rationally in accordance with the legislation in force. However, when a change is considered as a threat rather than something that generates revenue, there will be resistance to the change process (Smither, Houston, & Mclantire, 1996). AP Goldstein (in Ivancevich, 2006:295) divides the individual acceptance of the changes into four stages: acceptance, indifference, passive resistance and active resistance. This research uses a qualitative method with case study approach. SixSKPDs selected are BKD, BLH, Dukcapil, Disnakan, DPPKAD, and DPU. Data collection techniques used were observation, interviews , and data collection based live - in. Data obtained from various sources are cross-checked with other source and the existing secondary data (ie academic manuscript draft, records of meeting, and related regulations). The data lead to the conclusion that the reaction of acceptance and resistance on the employees in Wonosobo regency can be sorted into five points, (1)acceptance employees, (2)indifference employees, (3) employees in accept and resistance transition, which is able to accept a restructuring because of loyalty,(4) employeeswith passive resistance, and (5) employees with active resistance. In addition, personal or individual reactions made group/organization reaction, in other words, individual resistance could be a group/organization resistance. The resistance must be resolved by good communication and developed a fair and professional arrangement of human resources (minimal politicization). Keywords: restructuring, region organizational, acceptance, resistance.

Kata Kunci : Pemerintah Daerah- Undang-undang dan Peraturan