PEMBENTANGAN MODEL

ADKAR & 6 BOX

Verona Nita, Nurul Syakila, Nur Amalin, Nur Izzati &

Mohd Asri

Apa itu model ADKAR & 6 Box?MODEL ADKAR

Diasaskan oleh Jeffry M. Hiatt hasil kajian terhadap 900 syarikat di 59 buah negara

Diaplikasikan untuk melakukan perubahan dalam perniagaan & organisasi Menggunakan 5 elemen untuk mencapai perubahan

A - Awareness (Kesedaran) D - Desire (Kemahuan) K – Knowledge (Pengetahuan) A - Ability (Kebolehan) R – Reinforcement (Pengukuhan)

MODEL 6 BOX Diasaskan oleh Marvin Weisbord. Lebih bersandar kepada pemikiran logik Mengemukakan 6 elemen dalam model organisasi

Purpose (Tujuan ) Structure (Struktur)Relationship (Perhubungan)Leadership (Kepimpinan)Reward (Ganjaran )Helpful mechanisms (Mekanisme-mekanisme yang berguna)

Apakah persamaan di antara dua model ini?

Untuk melaksanakan perubahan dalam organisasi

ADKAR 6 BOX

AWARENESS (Kesedaran) Pekerja perlu faham kenapa

mereka perlu berubah. Pihak atasan akan memberikan taklimat

mengapa mereka perlu berubah

Melalui aktiviti komunikasi

PURPOSE (Tujuan) Tujuan perubahan adalah agar organisasi mendapat manfaat yg

berguna. Memberi penerangan ringkas

kepada organisasi kesan perubahan yang akan berlaku

dan sokongan ke atas perubahan

Melalui aktiviti komunikasi

REINFORCEMENT (Pengukuhan)

Kekalkan perubahan melalui aktiviti perancangan,

penambahbaikan, mengawal untuk memajukan organisasi.

Penghargaan dan ganjaran

REWARD (Ganjaran) Ganjaran sebagai alat untuk

memastikan perubahan organisasi itu berkekalan dengan

jayanya.

Apakah perbezaan antara dua model ini?

ADKAR 6 Box

Diasakan oleh Jeffry M. Hiatt. Hasil kajian terhadap

900 syarikat di 59 buah negara.

Diasaskan oleh Marvin Weisbord. Lebih bersandar

kepada pemikiran logik.

Ada 5 elemen untuk perubahan

Ada 6 elemen untuk perubahan

Model ini lebih menerangkan hasil kepada perubahan.

.

Model ini lebih menerangkan tentang apa yang perlu

dilakukan.

Fokus lebih kepada pengurusan perubahan dalam

individu

Lebih menumpukan kepada isu-isu yang berada dalam

organisasi

Background Coca- Cola bussiness

• Coca-Cola was invented on May 8, 1886 by Dr. John Pemberton , a local pharmacist in Atlanta, Georgia. It was first sold in Jacob’s pharmacy for five cents per glass. Initially Coca-cola was sold as a drug, Pemberton during that time considers Coca-cola as a cure for diseases such as dyspepsia, morphine addiction, headache and impotence (2007).

• In the year 1887, Asa Griggs Candler obtained a stake in the company of Pemberton and integrated it as the Coca-Cola company. In order to obligate Candler’s competitors to be out of the business, he set out to claim legal rights and exclusive rights for the formula in 1888. However, issues and concerns regarding the legality of Candler’s claims have emerged. In spite of the issues surrounding the legality of Candler’s ownership, he started to assertively advertise and market the product. In Coca-Cola’s 50th Anniversary the product already attained the national status icon for the United States of America.

Kajian kes (Model ADKAR)

•The ADKAR model shows five stages an individual

undergoes during the process of change:

Awareness of the need to change- in Coca-Cola employees, stakeholders and even consumers are informed in the changes, especially in the management, just like in the case of appointing Shaun B. Higgins as the new president of the Coca-Cola Company in 2005.

Desire to participate and support the change- the employees in Coca-Cola especially the ones in the management positions participate in the changes that the company must undergo, like in the case of changing the packaging of Coca-Cola.  

Knowledge about how to change- the senior managers of Coca- Cola have adequate knowledge regarding the changes that must take place within the company, an example is in the case of Daft in which he had knowledge on changes that must be done in order to counter the Asian Financial Crisis in 1997. 

Ability to implement new skills- Coca-Cola has a long history of changes, some are failures, but most of the time it is effective, therefore the company has the ability to put into action the changes that the company have developed, take the case of Daft, together with his team, they were able to implement the changes, not just in one country but a whole region successfully.

Reinforcement to keep the change in place- Coca-Cola is an established company and has already made a mark not just in the lives of Americans but most people in this world. The successful implementations of the changes in the company are due to the strict reinforcement of changes in the company.

Terima kasih kerana meminjamkan mata dan

telinga anda. Ada soalan?