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

OUTLINES1. Introduction2. Research Question3. Overview of Arulastan’s Defence Sector4. Change Programme of Defence Sector5. Analysis6. Conclusion & Recommendation

Research Question

• Identify what is meant by Change Fatigue, Change Resistance, Identity, Conflict in Purpose & Values?

• Give examples to illustrate your answer !

Arulastan: Tropical climate

Area: 1,246,700 Sq KmLand boundaries: 5,198 kmCoastline: 2,600 km

Capital: Port Leyla

Borders: North : LidraSouth & West : OmoniaEast : Great OceanNorth-west : Akriva

Continental Sitralia

Overview of Arulastan’s Defence Sector

Military Tasks Defence capability Internal security Disaster relief Sitralian Alliance PSOs Search & Rescue Fisheries protection Border Security (Arma) Limnos Islands

Army Arulastan Maritime

Security Force (AMSF) Arulastan Air Defence

Force (AADF) Homeland Security

Service Police Coastguard Intelligence Border security

Ministry of Defence

Trend related to Arulastan’s Military

Dominant force in the country since the independence 1966 The country experienced 6 coups and countercoups due to military’s 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

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

Change Programme of Defence SectorMove towards the professionalisation of the Armed Forces in the next 5 years

The Risk of Strategic Drift

Environmentalchange

Strategicchange

Am

ount

of c

hang

e

5

1

2

3

4

Phase 1Incremental change

Phase 2Flux

Phase 3/4Transformationalchange or demise

Time

Analysis

Professionalisation

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 stimulation or prolonged exertion to transform from the real condition to desire condition

• Change Resistance Definition. - Resistance. The action of opposing something that you disapprove or disagree with (http://www.webster-dictionary.org/definition/resistance) - Change Resistance. The rejection condition to change from the real condition to desire condition

• 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

CURRENT STATE DESIRED STATE CHANGE FATIGUE CHANGE RESISTANCE

LOST OF IDENTITY

CONFLICT IN PURPOSE &

VALUE

President is the Head of Armed Forces

Separation of power & transfer of authority to representatives

- - President & ministers/ cabinet

- - Maintain Status Quo vs. force for Democracy

Civilian staffs < Military

Civilian Staffs > Military

- - Military (mindset)

- Restriction of military superiority in MoD

- Fears about increased prevalence of civilian norms and practices

Internal Security & Maintain capabilities for war

PSO under the UN or Sitralian Allied Forces

- - Less offensive capability

- Less autonomies to take action

- Altered doctrine and structure

RESPONSE TO CHANGE

CURRENT STATE DESIRED STATE CHANGE FATIGUE CHANGE RESISTANCE

LOST OF IDENTITY

CONFLICT IN PURPOSE &

VALUE

Defence Budget 5% of GDP

2% within 10 years

- Implications on many sectors will add too increased complexity- Prolonged timeframe vulnerable to drift

- Decreased Military Capability?

- - Allocated budget vs. capability building

Conscription Professional

- 11 Years education for officers

- Comfort zone- High intensity of ops- Unemploy-ment - Level of Education disparity- Longer training time

- - Streamlining vs reduction of unemploy-ment

CURRENT STATE DESIRED STATE CHANGE FATIGUE CHANGE RESISTANCE

LOST OF IDENTITY

CONFLICT IN PURPOSE &

VALUE

Resignation of trained personnel

Retention of trained 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 personnel leave the services / year

Balance of input-output of personnel

- Prolonged timeframe to produce successors

- Uncertain Career prospects

- -

CURRENT STATE DESIRED STATE CHANGE FATIGUE CHANGE RESISTANCE

LOST OF IDENTITY

CONFLICT IN PURPOSE &

VALUE

Old Equipment Value 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 compromise

- Service Identity

- Integration vs. Preserva-tion of Identity

Responses to Proposed Change

Closed minds

Blissful ignorance

Ready to go

Worriedstayers

Frightenedrabbits

Are wewilling tochange?

Yes

No

Do we have a problem?Yes No

Conclusion & RecommendationConclusion

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?