Microsoft Word - 06_CB_Murty_rev1.docx


The Alternative Business Psychology…… (Murty Magda Pane) 47 

THE ALTERNATIVE BUSINESS PSYCHOLOGY APPLICATION IN 
GREEN INDUSTRY PROGRAM TOWARDS THE COMPETITIVENESS 

OF ASEAN ECONOMIC COMMUNITY 2016 
 
 

Murty Magda Pane 
 

Character Building Development Center, Bina Nusantara University 
Jl. Kemanggisan Ilir III No. 45. Kemanggisan, Palmerah, Jakarta Barat, 11480 

murty.pane@binus.ac.id 
 
 

ABSTRACT 
 
 

Penetrating the era of the ASEAN Economic Community, the requisite of national business environment 
to prevail the competitionwas more exorbitant and formidable. A corporation could implement a program of 
Green Industry from the government to improve the effectiveness and efficiency.In enhancing the efficiency of 
Green Industry implementation, a corporate attempted to apply the theories in business psychology as an 
alternative of intervention.The objective of this study was to give the alternative intervention to the 
manufacturing business in implementing the Green Industry program. This study used the literature study as a 
method and limited the scope to develop the organization using the theory of business psychology as the 
intervention. The change management as part of the business psychology is the result of study after comparing 
the theories in the literature study method. 
 
Keywords: business psychology, green industry program, effectiveness, efficiency, competitiveness, change 
management, ASEAN Economic Community 
 
 

INTRODUCTION 
 
 

The year of 2016 has been declared as the initiation of ASEAN Economic Community (AEC) 
era as an entity of realization of the ultimate goal of economic integration in the Southeast Asia. In this 
era, free trade influences of both goods and services among ASEAN countries. The incursion of the 
workforce transpires autonomously in addition to the commerce. The stringent competition is 
inevitable. In addition to limited natural resources, the human resources required should be aligned 
towards the level of expertise and capability in order to meet the quality standards and several 
requirements to outplay a global business competition. Moreover, AEC will be fully integrated into the 
global economy. By the integration, all ASEAN countries behoove an equitable economy and notable 
insignificant great distance between one and the other countries in terms of economy. 

 
Encountering the proposition that Indonesia as a part of ASEAN, it should favorably prepare 

in order not to trail in the competition.Various efforts to improve competitiveness in the business 
should be undergone intensively. Endeavors must be projected in order to be the best at the ASEAN 
level instead of nationwide. Because of myriad cooperation format among ASEAN countries including 
in achieving the level of economic fairness, it should be considered a contribution to the supply 
network to develop a package of technical assistance to less developed ASEAN countries. These 
factors of the condition of a company should not only be on the level of business survival but more in 
surplus, since they have provided assistance to the other party. The aid will help to create a fair climate 
competition, in addition to the policies of the authorities so that entrepreneurs can undertake business 
comfortably. 



48   Journal The WINNERS, Vol. 17 No. 1, March 2016: 47-57 

Facilitating the distribution of aid is certainly required a firm cooperation among ASEAN 
countries. The configurations are (1) Human resource development and capacity building; (2) 
Recognition of professional qualifications; (3) Imminent consultation to the macroeconomic and 
financial policies; (4) Step by step in trade financing; (5) Improving the infrastructure; (6) The 
development of electronic transactions through e-ASEAN; (7) Integrating the industry throughout the 
region to promote local resources; (8) Increasing the involvement of the private sector to build the 
ASEAN Economic Community (AEC). 

 
Based on the cooperation, external trade for ASEAN, and the demand for an ASEAN 

community play a prominent role. Hence, we should be recognized the main characteristics of the 
ASEAN Economic Community (AEC), namely the single market and production base, the competitive 
economic area, the region of equitable economic development, the replete integrated are in the global 
economy. 

 
These characteristics are bond to each other sturdily. By incorporating the required elements 

of each characteristic, we have to be appropriately ensured the consistency and coherence of the 
elements and implementation. It should also reckon the importance of mutual coordination among the 
relevant stakeholders (Seputar Pengertian, 2014). Considering the various factors, a corporation could 
employ the attendants from various countries in the ASEAN area. A corporation considers the 
possibility in maintaining the quality of labor’s existence to remain at the level expected. Taking into 
consideration of these factors, employers obviously commence considering the effectiveness and 
efficiency of operating a business. One of the most influenced factors in evolving the effectiveness is 
the qualification improvement and labor skills. Meanwhile, a highly influential factor in increasing 
efficiency is the dexterity of the process, especially on the business in the field of manufacturing and 
partly extraction. 

 
Representing of the Indonesian government, Ministry of Industry has supported the efforts to 

increase the effectiveness and efficiency of the program by the convening of the Green Industry 
Award. The program is launched as that the government aware the construction industry has a positive 
impact on the micro and macro scale to the economy. The positive impact of micro scale is depicted 
from the results indicated the industrial development of the share of GDP, export share, and job 
creation. While the positive impact of the macro scale is the acceleration of physical growth and the 
creation of employment opportunities. This award is rewarded to an industrial company that has 
contributed to the country's economy, benefiting the community, and participating in preserving the 
function of the environment through efficient resource utilization and application of environmentally 
friendly production processes. The award is intended to motivate companies to improve their industrial 
efforts towards the environment-friendly industry. 

 
The appraisal refers to the Green Industry Award criteria and assessment mechanism as 

inscribed in the assessment guidelines. These guidelines are functioning as a reference for all 
stakeholders concerned so as to have the same understanding of the terms, procedures, and criteria for 
assessment. Therefore, the assessment process can be performed in a consistent, transparent, 
accountable, fair, and accountable. A periodic evaluation of the guidelines is conducted for assessment 
considering various factors and issues related to strategic industrial sectors so that the assessment 
criteria can be applied by the conditions of the industry. 

 
The green industry is defined as the industry in the production process prioritizing the 

efficiency and effectiveness in the use of resources in a sustainable manner so as to be able to 
harmonize industrial development with the preservation of the environment and can benefit society. 
This means that the green industry is an approach that is oriented towards improving efficiency 
through the act of sparing in the use of materials, water and energy, alternative energy, the use of 
materials that are safe to humans and the environment, and the use of low-carbon technologies with 
the goal of improving productivity and waste minimization. It emphasizes the business approach in 



The Alternative Business Psychology…… (Murty Magda Pane) 49 

order to provide increased economic and environmental efficiency. Development of green industry is 
also one effort to support the Indonesian Government's commitment to reducing greenhouse gas 
emissions, as stated by the President at a meeting on climate change in Copenhagen in 2009. It has 
stated that Indonesia is determined to reduce greenhouse gas emissions by 26% by 2020, and this 
figure is targeted to be achieved in 2019. This commitment certainly requires effort and thorough 
action including that of the industrial sector which is one of the contributors to carbon emissions. 

 
For this reason, the Ministry of Industry of the Republic of Indonesia makes efforts for the 

development of green industries, among others through the Green Industry Award. Green Industry 
Award is an award appreciated to the industry, among others that have performed efforts to preserve 
the use of natural resources and renewable energy, which is implemented through the various stages of 
selection and verification based on a scoring system that will be evaluated regularly. In order to ensure 
the assessment process is a systematic, consistent and accountable, it needs a guideline describing the 
conditions, procedures, and assessment criteria for this award. 

 
The assessment criteria are divided into the major industry, medium industry, and small 

industry. For major industries, a judgment refers to (a) Production process that includes the program of 
production efficiency, the use of material inputs, energy, water, process technology, human resources, 
and the working environment in the production process; (b) Waste management performance/emission 
that encompasses the program of CO2 emission reduction, environmental quality standard fulfillment, 
and waste management facilities/emissions; (c) The company's management that involves the 
certification, corporate social responsibility, awards, and employee health. 

 
The discrepancy in the medium industry is attributed slightly in carbon emissions reduction 

program as point b. The significant differences exist in small-scale industries, namely (a) Production 
process that includes the program of production efficiency, the use of material inputs, energy, water, 
technology and human resources processes. (b) Environmental management and safety that covering 
waste and work environment. (c) The Company's management that covers the certification, corporate 
social responsibility and awards. 

 
The process technology and human resources on these criteria also incorporate elements of 

efficiency and human resource management. There is a clause on assessment guidelines that 
incorporate reuse, reduce, recycle (3R) on the process technology, while the human resource includes 
elements of human resource management to improve the efficiency of production processes. In large 
and medium scale industries, the method chosen is generally in human resource management that is 
the process of production capacity building in order to increase the production efficiency and a 
number of human resources that already possess a certificate of competence. While on a small scale 
industry, it is mentioned that the method selected is the manufacturing of human resources capacity 
building program (Ministry of Industry of the Republic of Indonesia, 2015). 

 
Based on the criteria required, the author intends to facilitate the achievement by adding the 

psychology of business applications on every company that has environmental aspects in the 
production process. This article focuses on the scope of research in the manufacturing industry, which 
contribution to the national economy that is respectable and has significant environmental aspects and 
denotative effect on the quality of life of the wider community and the preservation of natural 
resources are increasingly limited in number. Referring to the implementation of the requirements of 
the green industry to obtain the award has the considerable burden. Taking into account the necessity 
to increase the effectiveness and efficiency of production, the author is solicited to give an 
organizational approach as an alternative to the expected increase. This approach is the application of 
psychology in the corporate's business. 

 
Business Psychology is the study and practice in improving the labor environment. This 

science is a combination of understanding the science in human behavior studies with experience in 



50   Journal The WINNERS, Vol. 17 No. 1, March 2016: 47-57 

the job environment to achieve effectiveness and sustainability performance of organizations and 
individuals. This science is an applied science that investigates how to make the relationship between 
the organization and the people in it take places effectively. This science uses scientific research 
methods of social science to study people, workplaces, and organizations that aim to link up with a 
better way the people’s pretension in the organization, even the competitive eagerness. The goal is to 
create a healthy and productive relationship between the organization and the people in it to achieve 
mutual and reciprocal benefits. 

 
As an applied science, this purview governs what constitutes effective organizational 

practices. This science has a reciprocal relationship with the business and draws insights from people 
with experience of what works in the workplace. This allows psychological research is to be applied 
pragmatically and in an appropriate manner to the situation. It is also possible termed as a kind of 
cross-conception between the experience from business to psychology and academic knowledge, and 
the rigor of psychology into the business. The scope of psychology can be applied to almost any issue 
of people in the working environment. Nevertheless, there remain several domains remain in this 
science. The domains are the selection and assessment, organizational development, coaching, 
leadership development, learning and development, talent management, employee engagement, safety 
and working environment that is user-friendly, performance management and assessment, culture, 
health and well-being in work, also psychometric tests (The Association for Business Psychology, 
2015). 

 
Longman Dictionary of Contemporary English has stated that, “Business is also known as an 

enterprise, agency or a firm that is an entity involved in the provision of goods and services to 
consumers”. It is written that businesses are prevalent in capitalist economies, where most of them are 
privately owned and provide goods and services to customers in exchange for other goods, services, or 
money. The study closest to business is called management. This study’s objective is to make business 
operates more efficient and effective. The major factors affecting how a business is usually organized 
the size and scope of the business firm (including its structure, management, and ownership). They are 
broadly analyzed in the theory of the firm, the sector and country, Limited Liability Companies (LLC), 
tax advantages, and also disclosure and compliance requirements. 

 
Atkinson has said (2014) that the study of business is an activity in its own right emerged 

relatively recently. The terms “manager” and “management” do not appear in the English language 
until the late 16th century. Chandler in Atkinson (2014) has divided business history into two periods, 
namely pre-1850 and post-1850. The pre-1850 period, the local and family-owned firms dominated 
the business environment. With the advent of production lines in the early 1900s, business was 
characterized by standardization and mass production. While Henry Ford’s Model T car is seen as a 
major accomplishment of industrialization. Ford also remarked, “why is it every time I ask for a pair 
of hands; they come with a brain attached?” The output may have increased, but so too did conflict 
between management and staff. Working conditions were poor and businesses ignored the sociological 
context of work. The Productivity mattered more than people. 

 
In the 1920s a new influence on business thinking emerged, the Human Relations Movement 

of behavioral studies. Through the work of psychologists Elton Mayo and Abraham Maslow, 
businesses began to recognize the value of human relations. Workers were no longer seen as simply 
“cogs in the machine”, but as individuals with unique needs. Managers still focused on efficiency but 
realized that workers were more productive when their social and emotional needs were taken care of. 
For the first time, job design, workplace environments, teamwork, remuneration, and nonfinancial 
benefits were all considered important to staff motivation. These elements make the business 
psychology was chosen for the tool of intervention, for the psychology is the science of human (and 
nonhuman) behavior, cognition, emotion, and motivation. And the science can be subdivided into 
many different specializations, some of which are concerned primarily with psychological science and 
application of that science to real-world problems outside of the research setting. One of the 



The Alternative Business Psychology…… (Murty Magda Pane) 51 

applications of the psychology science is called industrial/organizational (I/O) psychology. It is a 
smaller, but more rapidly growing psychology subfield that is concerned with the development and 
application of scientific principles to the workplace (Spector, 2012). 

 
Personally, the author assumes that the I/O psychology as a science has a smaller scope than 

the business psychology. The business psychology reaches the larger scope to see the business, not 
only the organization but also the business society that influence the organization, to be more survived 
in the business interactions. This consideration makes the author chose the business psychology as one 
of the variables of the study. As it can be seen from Figure 1, the business has many parties that 
interrelated each other in it. 

 
 

 
 

Figure 1 Business Scope 
(courtesy: www.boundless.com) 

 
 

Figure 1 makes clearer that the business psychology has larger scope than the I/O psychology. 
 
Considering the requisite of the global business environment in larger scope and in the 

ASEAN business environment in smaller one, it will be higher than the present in the next five years, 
so thatthe objective of this study is to give the alternative intervention to the manufacturing business to 
gain the competitive advantage. This study limits the scope to the organization itself (i.e. the internal 
stakeholders) to develop using the theory of business psychology as the intervention. The definitions 
of organizational development (OD) according to the Organization Development Network is “an effort 
(1) planned, (2) organization-wide, and (3) managed from the top, to (4) increase organization 
effectiveness and health through (5) planned interventions in the organizations processes, using 
behavioral-science knowledge”(Beckhard, 1969). 

 
There is also another definition, namely: 
 
“OD is a field directed at interventions in the processes of human systems (formal and 
informal groups, organizations, communities, and societies) in order to increase their 
effectiveness and health using a variety of disciplines, principally applied behavioral 
sciences. OD requires practitioners to be conscious about the values guiding their 
practice and focuses on achieving its results through people" (Minors, 1969). 
 
"Organization Development is a body of knowledge and practice that enhances 
organizational performance and individual development, by increasing alignment 
among the various systems within the overall system. OD interventions are inclusive 
methodologies and approaches to strategic planning, organization design, leadership 
development, change management, performance management, coaching, diversity, 
team building, and work/life balance” (Minahan, 1969). 



52  

I
disciplin
organiza
(informa
definitio
improve
between
definitio

 
 

 
 

I
teams ar
the succ
targets. M
different
workflow
optimall
a suffici
performa

 
C

leadersh
circumst
innovatio
et al., 20

 
O

company
developm
managem
structure
from a c
are (1) M
Creating
preparin

In order to 
nes, especial
ational devel
al or formal 
on of the dev
 organizatio
 the various

on of organiz

In developin
re originally 
cess rate wou
MEA may co
t cultures, m
ws within th
y at a moder
ient level of 
ance will be 

Considering 
ip. Regardin
tances existe
on culture. T

014). 

Organization
y to anothe
ment leads 
ment (chang
ed and system
condition tow
Motivating c

g a vision in 
ng the agent

improve th
lly the scien
lopment, wh
groups, orga

velopment o
onal perform
s systems w
ational deve

Figur
(courtesy: co

ng the organi
made up of 

uld determin
onsider the e

mindsets, and
he team, it 
rate level cen
f coordinatio
greatly burd

these dema
ng the chos
ed. The po
Therefore it 

nal transform
r company 
to organiza

ge managem
matic proces
ward the des
change that 
formulating 
t of change

he effectiven
nce of appli
hich is a fie
anizations, c
rganization, 

mance and 
within the o
lopment can

re 2 Definition
oloringinguy.c

ization, must
groups of in

ne the level o
era, and each
d perspectiv
assists the 
ntralized net
n in order t

dened on a hi

ands, the rol
en model, t

ositions of t
is very influ

mation can be
or a merge

ational chang
ment). More 
ss to help the
ired goal. Th
is encourag
the direction

e, including 

Journal Th

ness and th
ied behavior
ld that is di

communities,
which is a 
individual 
rganization 

n be seen in F

 
n of Organizat
com/46188-or

t be cognize
ndividuals un
of success o
h team consi
es as a chal
formation o
twork. When
o achieve ef
igh degree of

le of a lead
transactional
these two m

uential on org

e motivated b
er between 
ges that req
specifically,
e transition o
he compone

ging readines
n of change 

the inform

he WINNERS, V

eir health, h
r. It refers 
irected at in
, and society
union betwe
development
as a whole

Figure 2. 

tional Develop
rganizational-d

d the team's 
nited by goal
of the organi
sts of more t
llenge. Notin
f the team's

n centralizati
ffective perf
f centralizatio

der is pivota
or transfor

models have
ganizational 

by diverse fa
two compan

quire certain
 the definiti
of individual
nts that enco
ss to change
expected; (3

mal leader; 

 Vol. 17 No. 1

human bein
to the defin

ntervention i
y). It is also 
een knowled
t, by impro
 system. As

 

pment 
development)

division in t
ls and target
ization in ach
than one nat
ng the exist
s performanc
on is low, th

formance. Co
on, (Troster,

al. Hence, it
rmational ca
e positive i
performance

actors, such a
nies or mor
n changes t
ion of chan
ls, work team
ompassed in 
e and overco
) Developing
(4) Managin

1, March 201

ngs use a v
nition of M
n the human
based on th

dge and prac
oving the a
s an illustra

 

the organiza
t the same gr
hieving its g

tionality, and
ted network 
ce. Teams c
he team may 
onversely, th
 et al., 2014)

t requires a 
an be adapte
impacts on 
e in business

as the acquis
re. The org
o the organ
ge managem

ms, and orga
change man

ome its rejec
g political su
ng the tran

16: 47-57 

variety of 
Minors on 

n system 
he second 
tices that 

alignment 
ation, the 

ation. The 
roup, and 
goals and 
d it unites 

structure 
can work 
not have 

he team's 
). 

vigorous 
ed to the 

business 
s (Yildiz, 

sition of a 
ganization 
nizational 
ment is a 
anizations 
nagement 
ction; (2) 
upport by 
nsition in 



The Alter

developi
preparin

 
O

the chan
extreme 
confusio
obtained
obtained

 
T

impleme
managem

 
 

 
 
T

study als
governm
to win
suppliers
will pro
discours
psycholo

 
 

T
variables
requirem
Commun

 
O

so that e

rnative Busine

ing activity p
ng infrastructu

Once one of
nge itself, su

point. (2) 
on. (3) Step
d/modest = F
d/modest = C

Thus, any a
ented, and m
ment in the c

There is also
so discusses 

ment in the ex
n the com
s/society/cre
vide the alt
e until now. 
ogical scienc

This study 
s included in

ments, circum
nity in 2015 

Observing fr
each compan

ness Psycholo

plan, build c
ure changes 

f those comp
uch as (1) St
Step 2 is n

p 3 is not 
Functions wi
Changes will 

alterations o
monitored pr
context of the

o a considera
about the re

xternal stake
mpetition 
ditors/custom
ernative solu
Considering

ce, this study

is literature 
n this study

mstances, an
and general 

rom the circu
ny is required

ogy…… (Murt

commitment,
and building

ponents is no
tep 1 is not 
not obtained

obtained/m
ithin the org
not reach the

on policy, l
roperly and 
e organizatio

Figure 3
(courtesy

ation for the 
equirements 
eholders) to m
in the er
mers in the e
ution or inte
g the busines

y will also enr

M

study based
y. The variab
nd condition
theories of b

umstances is 
d to enhance

rty Magda Pa

, and commi
g a support sy

ot implement
obtained/mo
/modest = C

modest = Th
anization wo
e expected p

ocation, and
carefully (

on and the bu

 
3 Change Man
y: www.cngglo

requirement
of green ind
make the org
ra of AS
external stak
ervention, i.
ss psycholog
rich the artic

METHOD
 
 

d. This meth
bles are the 

ns that may 
business psyc

likely to con
e its competi

ane) 

ittee structur
ystem for the

ted, then the 
odest = Statu
Changes occ
here will be
ould be diffi
oint. 

d working-ti
Fajar, 2011)

usiness can b

nagement 
obal.com) 

ts of green in
dustry in gene
ganization of
SEAN Eco
keholders or 
e. the busin

gy is a relativ
cles in the are

DS 

hod is done
criteria of g
occur in th

chology. 

nfront, name
itiveness in o

res; (5) Susta
e agents of c

risk will app
us Quo will 
cur with no
e sabotage. 
icult to oper

ime must b
). For more

be observed in

 

ndustry to co
eral (as the f
f manufactur
onomic Co
even the com

ness psychol
vely new sci
ea of the scie

e by compar
green indust
e era of the

ely a competi
order to sust

aining mome
hange. 

pear to the su
be maintain

o clear direc
(4) Step 4

rate. (5) Step

be carefully 
e details, the
n Figure 3. 

omply.There
factors of so
ring business
ommunity, 
mpetitors. T
ogy applicat
ence in the b
ence of psych

ring data fro
tries in the 
e ASEAN E

itive econom
tain. An indu

53 

entum by 

uccess of 
ned at the 
ction and 
4 is not 

p 5 is not 

planned, 
e change 

efore, this 
ciety and 
ses easier 

as the 
This study 

tion as a 
branch of 
hology. 

om three 
guideline 

Economic 

mic region 
ustry that 



54   Journal The WINNERS, Vol. 17 No. 1, March 2016: 47-57 

has environmental aspects can implement green industry to improve competitiveness. Criteria for 
green industry, in a nutshell, are the effectiveness of the work, which is one of the most important 
factors, is the labor high level of expertise and skills, and health care and welfare. Another important 
criterion is the efficiency of the process. Important factors that affect these criteria are the competence 
of human resources, material and energy savings, and waste minimization. Based on both variables, 
the authors assert the need to enter the third variable as an intervention that these two variables can 
influence each other to make a positive profuse impact. These variables are business psychology as a 
proponent theory to provide an organizational intervention that processes the first two variables 
transpire quite effectively. 

 
These variables as theories are compared each other. And these variables, the business 

psychology (the business theories written above are included), the criteria of green industry, and the 
requisites of the business in the ASEAN region to compete in the era of the ASEAN Economic 
Community, whose theories are having a large scope. The proper theories will be chosen to support 
the intervention. While the method is the literature study, so the theories compared have to match each 
other. 

 
 

RESULTS AND DISCUSSIONS 
 
 

Based on the comparison among the three variables, organizational development is required as 
one of the domains of business psychology to be rehearsed as one alternative to improve the 
competitiveness of the company's business. This can be seen on the aspects contained in 
organizational development management, namely innovation, management of structured ideas, 
creativity, and learning within the organization. These aspects, especially aspects of innovation, will 
be very beneficial when applied in the process of Reuse, Reduce, and Recycle (3R) on the 
implementation of process technology in the green industry. It is also meritorious for capacity building 
of production processes in order to increase production efficiency. Meanwhile, the aspects of the 
management of structured ideas, creativity, and learning within organizations can increase the comfort 
level of employees, especially if the company is an organization with a high level of diversity in its 
employees. It could have been caused by the great variety of citizenship. 

 
This high level of diversity in the nation, which is attributed to the different culture, required 

being united by a particular system to minimize conflicts. These cultural differences lead to 
divergence in customs and mindsets, which induce differences in ideas to create innovations in 
products and services. The assorted ideas should be facilitated properly in order to provoke employee's 
creativity. Employees will continue to work with novel and succulent idea if they are facilitated with 
the proper systems in a structured idea management because of the learning culture in the 
organization. The learning culture can be applied by increasing the frequency of training provision. 
The creation of this training would meet the criteria for a number of human resources that already 
have a certificate of competence, especially for certain employees who work in a field that has the 
quality and environmental aspects of the production process. It is very influential in the factors of 
production process efficiency and effectiveness. 

 
In addition to the above aspects, there is also aspect of talent management. This aspect 

corresponds with the implementation of the award criteria to the employee at the Green Industry 
Award Assessment Guidelines. Employees, who are high achievers, deserve high appreciation as well. 
Achievement and recognition are two very related to each other, which greatly affects the motivation 
of individuals, in this case the motivation to work. Motivation gives influence toindividual work 
performance of the individual, even possibly on overall organizational performance. 

 



The Alternative Business Psychology…… (Murty Magda Pane) 55 

Another prominent aspect of note is the management of change. Change management is 
entailed when organizations grew because of their acquisition or merger between two or more 
organizations. It is possible to ensure in the era of the ASEAN Economic Community, which several 
companies in Indonesia are an acquisition of some companies from Singapore or merger between 
companies in Indonesia and Malaysia, due to the simplicity for the existence of policies or new 
regulations in ASEAN. Interventions can be varied depending on the situation and conditions being 
experienced by a corporation. An extreme example is the development of a large-scale organization. 
Organizational development on a large scale is very likely to win the competition in the era of the 
ASEAN Economic Community in 2015, considering the ease to cooperate with other companies in 
foreign countries in the ASEAN region. Reality replenished an alternative for every company to alter 
its organization in terms of diversity. 

 
Management changes are required inasmuchas the changes always occur. Referring to the 

popular idiom about the change "everything in this life has to change, the constant is the change 
itself", then the business world, with all its dynamics, must resolve. Business always changes without 
influenced by any factors, especially in the era of MEA. Therefore, organizations must be prepared for 
change. Referring to the change management illustrations, the theory of change management as part of 
the psychological theory of the macro business (the business psychology theory) can be implemented 
to deal with significant changes in the era of the ASEAN Economic Community. To support the 
effective implementation of change management, talent management aspects, structured idea 
management, and learning in organizational theory organizational development can be incorporated 
into the organizational systems to be implemented, so as to facilitate preparations for the organization 
to change to be “greener” in operation. 

 
Based on the comparison of three theories, the era of the ASEAN Economic Community 

should be noticed with the continuous trend of development. Entering the era will encounter many 
challenges, one of which is the ability to cooperate between countries. In fact, the ASEAN countries 
are consolidated as a unity economic activity with the impact of multilateral citizens. The corporations 
in Indonesia have not entered this era yet, with minimum foreign citizens in a company from a variety 
of companies that exist in Indonesia. Foreign nationals who come from the more developed countries 
in the ASEAN region (including Singapore) at the Indonesian company can contribute changes to 
working environment and organizational life. The big difference in mindset and more advanced work 
culture, it could trigger the Indonesian employees to learn more advanced, if supported by the system 
and organizational culture that qualified for implementation. This can lead to increasing performance 
of individuals and the organization significantly and vice versa. 

 
Interaction with international citizens may be easier for multinational companies. However, 

the issue appeared is related to the foredooming of a private company, or even state-owned 
enterprises, who are not accustomed to foreign labor. The company's goals and targets are increasingly 
stringent with respect to an increase in the effectiveness and efficiency of the process, in the context of 
the research implementation of the green industry. Implementation of this program will not be modest 
because of the factors that should consider the providence of natural resources as a material and 
energy for the needs of the production process. Energy recommended must be involving the types of 
renewable energy. In the era of AEC, the improper implementation to energy sector could emerge 
since its energy integration. Therefore, as a precaution, we should have been instilling a cultural 
energy saving. In fact, it is applied to use renewable energy in our company. As mentioned earlier, this 
green industry program is initiated by the government, and there is an award for the winner. For 
companies that won the award, of course, it is not only the effectiveness and efficiency of the 
company that is achieved but also the increase in the corporate image in the eyes of the public, which 
of course could be a factor in the competitiveness era. In the short term implementation of green 
industry, the practice of business process changes (Business Process Reengineering/BPR) can be done. 
However, the factor of human resources is crucial factors that are influenced by many other factors, 
especially psychological factors in order to improve and maintain its performance. 



56   Journal The WINNERS, Vol. 17 No. 1, March 2016: 47-57 

In facilitating the human factors, a corporation needs to heed highly influential factor for the 
outstanding performance like work motivation. Implementation of green industry is confronted 
without the AEC era. It proves that the best corporation in the implementation of this program could 
pronounce an award from the government. Those criteria envisage strenuous proposition in the 
implementation. The criteria of the program implementation guidelines require commitment from top 
management so that it can manage the firm as an organization to be able to achieve a culmination 
performance both on organizations and individuals. In this part, the business psychology mostly can be 
implemented as the organizational intervention. 

 
 

CONCLUSIONS 
 
 
Green Industry Programme Implementation indicates an improvement of the effectiveness and 

efficiency of the corporation, even corporate image, in the case of manufacturing industry, which in 
turn can improve overall company performance. Entering the era of a competitive AEC, it could force 
the manufacturing industry that own environmental aspects for implementing the green industry. This 
is analogous criteria of the green industry in terms of human resources that given the era of the AEC 
can make a company made up of the diverse nationality of the ASEAN Economic. The community is a 
form of discourse for most corporations in Indonesia. However, those indications must be delved if the 
company will hold an expansion for the improvement of corporate profits. In the implementation of 
green industry in the new era, business psychology with the entire scientific branch can be considered 
as alternative interventions so that implementation can be run more effectively and efficiently. 

 
The emendation in any form often inflicts discomfort. Therefore, the implementation of a new 

management system in a new era also certainly can cause the nuisance. Implementation of business 
psychology is demanded preliminary studies to the organization in order to facilitate the transition 
process albeit deliberate the psychology aspect to the interaction among employees in the 
organization. Business Psychology is a comprehensive science, encompasses a collection of multiform 
sciences of industrial and organizational psychology, sciences organizations, individual psychology 
and social. Hence, it entails more accuracy in studying the science to be implemented in our 
organization. 
 
 

REFERENCES 
 
 

Atkinson, S. (2014). The Business Book – Big Ideas Simply Explained. London: DK. 
 
Beckhard, R. (1969). What Is Organization Development? In Organization Development: Strategies 

and Models. Retrieved February 28th 2015 from http://www.odnetwork.org/?page=whatisod. 
 
Fajar, T. (2011). Apa Itu Change Management? Knowledge Sharing bagi Praktisi HR & Manajemen. 

Retrieved February 28th, 2015 from http://istilah-humanresource.blogspot.com/2011/11/apa-
itu-change-management.html 

 
Kementerian Perindustrian Republik Indonesia. (2015). Pedoman Penilaian Penghargaan Industri 

Hijau. Jakarta: Kementerian Perindustrian Republik Indonesia. 
 
Minahan, M. (1969). What Is Organization Development? In Organization Development: Strategies 

and Models. Retrieved February 28th 2015 from http://www.odnetwork.org/?page=whatisod. 
 



The Alternative Business Psychology…… (Murty Magda Pane) 57 

Minors, A. (1969). What Is Organization Development? In Organization Development: Strategies and 
Models. Retrieved February 28th 2015 from http://www.odnetwork.org/?page=whatisod. 

 
Seputar Pengertian. (2014). Pengertian dan Karakteristik Masyarakat Ekonomi ASEAN (MEA). 

Retrieved February 27th 2015 from http://seputarpengertian.blogspot.com/2014/08/Pengertian-
karakteristik-masyarakat-ekonomi-asean.html. 

 
Spector, P. E. (2012). Industrial and Organizational Psychology – Research and Practice (6th Ed). 

New York: John Wiley and Sons. 
 
The Association for Business Psychology. (2015). What Is Business Psychology?. Retrieved February 

27th 2015 from http://www.theabp.org.uk/about/what-is-business-psychology.aspx. 
 
Troster., Christian., Mehra, A., & Knippenberg, D. V. (2014). Structuring for Team Success: The 

Interactive Effects of Network Structure and Cultural Diversity on Team Potency and 
Performance. Journal of Organizational Behavior and Human Decision Processes, 124(2), 
245-255. 

 
Yildiz., Sebahattin., Basturk, F., & Boz, I. T. (2014). The Effect of Leadreship and Innovativeness on 

Business Performance. 10th International Strategic Management Conference, Procedia – 
Social and Behavioral Sciences, 150, 785-793.