Abstract
This research aims to find out how the change management process was carried out at the Islamic College in Indonesia, and what the backgroud changes occur was. This research method used qualitative with data collection techniques of interviews, documentation, and observation. The results of this study indicated that the factors driving change were namely; internal and external factors. Internal factors can be arised from within the organization of Islamic higher education institutions. Meanwhile, internal factors can be arised from outside the organization or institution. In the process of change that occurred at UIN Riau and UIN Bandung, Kurt Lewin's theory was more dominated as the main model. However, from the results of this study, the authors resulted in the development of a more dynamic theory of Kurt Lewin, namely (doctrining, unfreezing, changing, freezing, innovating). The five steps of the process of change the researchers produced from an argumentative analysis that changed in nature continue to occur, so that it took various innovations to one another and continuous innovation.
Highlights
Change management are consisted of two words “management” and “change”
This article aims to reveal the concept of change management in Islamic institutions in Indonesia, in particular the change of STAIN/IAIN to Universitas Islam Negeri (UIN)
One of the internal factors that caused the changing of IAIN Susqa Pekanbaru to UIN Suska Riau is in the context of understanding the institution as an organism that must develop; d) Building a new identity and presence of a new leader
Summary
Change management are consisted of two words “management” and “change”. In the study of change management, change is always an important analysis in responding to the process of change that occurs within the scope of organizations and educational institutions. Something that is eternal in this world is change. Nothing can survive static in this world, everything changes (Bashori, 2016), as well as the cycle of Islamic higher education institutions and organizations. According to Potts and LaMarsh, quoted by Wibowo, change is a shift from the present state of an organization to the desired state in the future (Wibowo, 2011). According to Kurt Lewin (Winardi, 2015), a well-known psychologist believes that every change effort can be seen as a process consisting of three types of phases. The first phase is called the “unfreezing” phase, the second phase is called the “change” phase, the third phase is the “refreezing” phase
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