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Hasil Pencarian

Ditemukan 6 dokumen yang sesuai dengan query
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Rani Indriani Kusumah
Peningkatan kepemimpinan transformasional melalui rancangan pelatihan kepemimpinan transformasional untuk meningkatkan komitmen organisasi pengajar di Sekolah Menengah XYZ = Improving transformational leadership through transformational leadership training design to increase teachers organizational commitment in XYZ middle school
"Tesis ini bertujuan untuk mengetahui pengaruh keadilan organisasi dan kepemimpinan transformasional terhadap komitmen organisasi pengajar di Sekolah Menengah XYZ. Berdasarkan initial survey Organizational Diagnosis Questionnaire oleh Preziosi (1980) dengan 35 item (α = .884), menunjukkan terdapat masalah reward dan leadership di organisasi ini. Ini diduga dipengaruhi oleh persepsi kurangnya perlakuan adil organisasi terkait reward dan kurangnya peran atasan dalam membimbing, mendukung, menginspirasi, memotivasi, mengapresiasi, dan mempertimbangkan secara individual kepada pengajar. Ini dibuktikan dengan mengukur pengaruh keadilan organisasi dan kepemimpinan transformasional terhadap komitmen organisasi. Keadilan organisasi diukur dengan Organizational Justice Questionnaire oleh Colquitt (2001) sejumlah 20 item (α = .939), kepemimpinan transformasional dengan Transformational Leadership Questionnaire oleh Alimo-Metcalfe & Alban-Metcalfe (2001) sejumlah 19 item (α = .954), dan komitmen organisasi yang diukur dengan Organizational Commitment Questionnaire oleh Meyer & Allen (1997) sejumlah 20 item (α = .922). Hasil penelitian pada 30 orang pengajar menunjukkan variabel yang signifikan memengaruhi komitmen organisasi pengajar di organisasi ini adalah kepemimpinan transformasional ( = .444, p < 0,05). Ini berarti komitmen organisasi pengajar dipengaruhi oleh kepemimpinan transformasional. Peneliti lalu merancang intervensi pelatihan kepemimpinan transformasional dengan pendekatan experiential learning bagi atasan untuk meningkatkan komitmen organisasi pengajar.
This thesis aims to determine effect of organizational justice and transformational leadership on organizational commitment of XYZ Middle School teachers. Based on an initial survey Organizational Diagnosis Questionnaire by Preziosi (1980) with 35 items (α = 0,884), indicating there are poor condition of reward and leadership. These conditions are thought to be influenced by the lack of rewardrelated organizational justice treatment perceptions and the lack of direct supervisor's role in guiding, supporting, inspiring, motivating, appreciating, and individual considerating to the teachers. This is evidenced by measuring influence of organizational justice and transformational leadership on organizational commitment. Researcher measured using 20 items of Organizational Justice Questionnaire (α = 0,933) by Colquitt (2001), 19 items of Transformational Leadership Questionnaire (α = 0,954) by Alban-Metcalfe & Alimo-Metcalfe (2001), and 20 items of Organizational Commitment Questionnaire (α = 0,922) by Meyer & Allen (1997). The results of the study on 30 teachers showed that significant variable was affecting teachers organizational commitment is transformational leadership ( = 0,444, p < 0,05).This means that organizational commitment variable influenced by transformational leadership. Researcher then designed transformational leadership training with experiential learning approach to improve the transformational leadership ability for the supervisors and to increase the organizational commitment of the teachers."
Depok: Fakultas Psikologi Universitas Indonesia, 2014
T42201
UI - Tesis Membership  Universitas Indonesia Library
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Prameswari Sasriya Pramudia
Studi kasus motorvate: mengapa seorang pemimpin dapat membuat situasi buruk menjadi lebih buruk? = Motorvate case study: why would a team leader make a bad situation worse?
"[ABSTRAK
Makalah ini menganalis konflik yang muncul dalam Departemen Parts and Services di Motorvate serta menyediakan beberapa rekomendasi untuk memecahkan konflik tersebut dan mencegah timbulnya konflik-konflik serupa di masa depan.
Pertama, makalah ini mengeksplorasi faktor-faktor yang dapat memacu konflik dalam organisasi dan juga hal-hal yang dapat mendorong konflik tersebut menjadi lebih buruk. Beberapa teori dijabarkan dalam makalah ini untuk menjelaskan bagaimana faktor tertentu; seperti kepemimpinan, komunikasi, dan nilai serta norma yang berbeda antar individual; dapat memacu timbulnya konflik.
Setelah mengidentifikasi faktor-faktor yang dapat memacu konflik tersebut, makalah ini kemudian memberikan beberapa rekomendasi. Masing-masing dari rekomendasi tersebut ditargetkan untuk masing-masing individual berdasarkan peranan mereka dalam organisasi (Motorvate). Rekomendasi yang dijabarkan bertujuan untuk memperbaiki social effectiveness, kepemimpinan, komunikasi, dan juga keefektifan dalam bekerja dalam organisasi. Namun, rekomendasi-rekomendasi ini pun tidak lepas dari beberapa batasan yang dapat menghambat keefektifan pengimplementasiannya. Beberapa kekurangan tersebut dihamparkan dalam makalah ini agar dapat mengemukakan titik-titik lemah dari rekomendasi-rekomendasi tersebut dan membantu pengimplementasian yang lebih baik.ABSTRACT This report analyses the conflict that occurred in the Parts and Services Department of Motorvate and provides several recommendations to resolve these issues and prevent future conflict.
Firstly, the report provides an analysis which explores the factors that created the conflict and also exacerbated it. This analysis draws on numerous theories to explain how factors such as leadership, communication and differing values contributed to the conflict.
Having identified the issues, the report then provides a series of recommendations. The recommendations are specifically targeted towards each party, and aim to improve social effectiveness, leadership, communication and work effectiveness. The limitations of these recommendations are also provided to expose their potential weaknesses, allowing for them to be implemented appropriately., This report analyses the conflict that occurred in the Parts and Services Department of Motorvate and provides several recommendations to resolve these issues and prevent future conflict.
Firstly, the report provides an analysis which explores the factors that created the conflict and also exacerbated it. This analysis draws on numerous theories to explain how factors such as leadership, communication and differing values contributed to the conflict.
Having identified the issues, the report then provides a series of recommendations. The recommendations are specifically targeted towards each party, and aim to improve social effectiveness, leadership, communication and work effectiveness. The limitations of these recommendations are also provided to expose their potential weaknesses, allowing for them to be implemented appropriately.]"
Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2015
MK-PDF
UI - Makalah dan Kertas Kerja  Universitas Indonesia Library
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Talita Wardhana Bachtiar
Analisis kelompok di dalam bekerja dengan kelompok = Group analysis in working with group
"[ABSTRAK
Sebagian besar grup terbentuk karena adanya kesamaan latar belakang, sejarah,
kepercayaan, ketertarikan, atau tujuan. Meskipun memiliki latar belakang yang sama,
setiap anggota tetap memiliki perbedaan dalam hal kepribadian dan peran. Perbedaan
ini membuat grup menjadi menarik karena semua anggota harus beradaptasi dan
menyesuaikan diri sesuai dengan suasana grup yang terbentuk. Dalam tesis ini akan
dijelaskan tentang sponsorship team saya dalam acara bernama ?Kompetisi Ekonomi?
yang akan mengaplikasikan teori pada praktek yang terjadi berdasarkan pengalaman.
Analisis ini akan menjelaskan dari proses terbentuknya grup, sifat-sifat dalam grup,
teknik, peran, konflik yang terjadi dalam grup, dan bagaimana cara
menyelesaikannya.ABSTRACT Most of groups are established because of having the same background which could
be the same history, same belief, the same interest, or the same goals. Although
having the same background, each member has different personalities and preferred
roles to be in a group. This differences make the group interesting when all the
members have to adjust their behavior based on the group environment. Through this
essay, I will discuss about my sponsorship team on event called ?Indonesian
Economic Competition? where I will relate the theories into real practices that happen
on my team. The analysis will explore things from the process of the group
development, group behavior, roles, conflicts that happen during the period, and how
did I overcome the problems.;Most of groups are established because of having the same background which could
be the same history, same belief, the same interest, or the same goals. Although
having the same background, each member has different personalities and preferred
roles to be in a group. This differences make the group interesting when all the
members have to adjust their behavior based on the group environment. Through this
essay, I will discuss about my sponsorship team on event called ?Indonesian
Economic Competition? where I will relate the theories into real practices that happen
on my team. The analysis will explore things from the process of the group
development, group behavior, roles, conflicts that happen during the period, and how
did I overcome the problems.;Most of groups are established because of having the same background which could
be the same history, same belief, the same interest, or the same goals. Although
having the same background, each member has different personalities and preferred
roles to be in a group. This differences make the group interesting when all the
members have to adjust their behavior based on the group environment. Through this
essay, I will discuss about my sponsorship team on event called ?Indonesian
Economic Competition? where I will relate the theories into real practices that happen
on my team. The analysis will explore things from the process of the group
development, group behavior, roles, conflicts that happen during the period, and how
did I overcome the problems., Most of groups are established because of having the same background which could
be the same history, same belief, the same interest, or the same goals. Although
having the same background, each member has different personalities and preferred
roles to be in a group. This differences make the group interesting when all the
members have to adjust their behavior based on the group environment. Through this
essay, I will discuss about my sponsorship team on event called ‘Indonesian
Economic Competition’ where I will relate the theories into real practices that happen
on my team. The analysis will explore things from the process of the group
development, group behavior, roles, conflicts that happen during the period, and how
did I overcome the problems.]"
Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2015
MK-PDF
UI - Makalah dan Kertas Kerja  Universitas Indonesia Library
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Strategic thinking for leaders: The systems thinking approach
California: Systems Thinking Press, 2007
658.409 2 STR
Buku Teks SO  Universitas Indonesia Library
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Leadership and self-deception: berpikir di luar kotak
Jakarta: Esensi, 2007
658.409 2 LEA
Buku Teks SO  Universitas Indonesia Library
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Dana Andriana
Efektivitas pemimpin sebagai prediktor sinisme karyawan terhadap perubahan organisasi = Leader's effectiveness as predictor of employee cynicism about organizational change
"Salah satu reaksi karyawan yang muncul ketika dihadapkan dengan perubahan adalah sikap sinis (Wanous, Reichers, & Austin, 2000). Sinisme perlu ditanggulangi agar perubahan dapat dijalankan sebagaimana mestinya sehingga tujuan organisasi dapat tercapai. Penelitian ini menguji apakah efektivitas pemimpin merupakan salah satu faktor yang berkontribusi dalam memprediksi munculnya sinisme karyawan terhadap perubahan organisasi dan seberapa besar pengaruhnya. Efektivitas pemimpin diukur menggunakan Leader Effectiveness Scale (DeGroot dkk., 2011) dan sinisme karyawan terhadap perubahan organisasi diukur menggunakan alat ukur Cynicism About Organizational Change (Wanous dkk., 2000). Hasil penelitian pada 284 karyawan di empat lembaga keuangan di Jakarta dan Tangerang menemukan bahwa efektivitas pemimpin memiliki pengaruh yang negatif dan signifikan terhadap sinisme karyawan mengenai perubahan organisasi (β = -.278, p = .000, p<.01). Dengan kata lain, efektivitas pemimpin dapat berkontribusi menjadi prediktor dari kemunculan sinisme karyawan terhadap perubahan organisasi. Peneliti merekomendasikan penelitian selanjutnya dapat menganalisis tipe organisasi untuk dijadikan variabel moderator.
One of common reactions from any employees when they are dealing with organizational change is cynicism (Wanous, Reichers, & Austin, 2000). Cynicism has to be overcome in order for changes to be implemented so organization?s goal can be achieved. This study examined that leader?s effectiveness is indeed one of the contributing factors that predicts cynicism about organizational change and how far its affect. Leader?s effectiveness was measured by Leader Effectiveness Scale (DeGroot et al., 2011) and employee cynicism about organizational change was measured by Cynicism About Organizational Change instrument (Wanous et al., 2000). The results carried out among 284 employees from four financial institutions in Jakarta and Tangerang found that there was a negative and significant effect between leader?s effectiveness and employee cynicism about organizational change (β = -.278, p = .000, p<.01). In other words, leader?s effectiveness has proven to be one of employee cynicism about organizational change?s predictor. Researcher recommends that future research can be done by examining type of organization as a moderator variable."
Depok: Universitas Indonesia, 2016
S62831
UI - Skripsi Membership  Universitas Indonesia Library