scholarly journals THE LOCAL AND EXPATRIATE LEADERSHIP STYLES IN THE IN INDONESIAN COMPANIES: A QUALITATIVE FINDING

2020 ◽  
Vol 2 (1) ◽  
Author(s):  
Ferryal Abadi ◽  
Didin Hikmah Perkasa
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Sampling Method ◽  
Qualitative Approach ◽  
Foreign Workers ◽  
Organizational Goals ◽  
Qualitative Finding ◽  
Local Leaders ◽  
Culture And Language

A leader is a crucial factor in the life of an organization. The progress of an organization depends on the extent to which the leader can bring the organization to achieve organizational goals. What emerges is the quality of foreign workers (expatriates). Many expatriates have quality and competences under local workers.  The aim of this study is to know and analyze the problem of foreign workers, whether they are capable of working in accordance with competence since many positions as expatriates occupy leaders or managers. The research method uses a qualitative approach with respondents of local workers who have ever been led by expatriates and locals. The approach used in this study is a qualitative approach; the sampling method uses purposive sampling. The result of this study reveals that local leaders are more effective (than expatriate ones) due to the same culture and language. Expatriate leaders and local leaders have a different working culture that is brought from their own country so that they have their strengths and weaknesses resulted from their leadership style or the way they lead their subordinates.

Gaya Kepemimpinan Perempuan dalam Peningkatan Kinerja Pegawai (Studi Kasus Pemimpin Daerah Kabupaten Tanggamus)

2020 ◽  
Vol 2 (3) ◽  
pp. 293-309
Author(s):  
Halida Novera ◽  
◽  
Yulianto Yulianto ◽  
Simon Sumanjoyo Hutagalung ◽  
◽  
...  
Keyword(s):  
Leadership Style ◽  
Research Method ◽  
Employee Performance ◽  
Qualitative Approach ◽  
Descriptive Research ◽  
The Feminine ◽  
Regional Leaders ◽  
First Time ◽  
Woman Leader ◽  
Local Leaders

Leadership style is important in an organization, if a leader can adapt his leadership style to the existing situations and conditions, it can affect the performance of his subordinates. In Tanggamus Regency currently led by a woman leader, namely Dewi Handajani, different from previous periods in this period the first time Tanggamus Regency was led by a woman. Therefore, this study aims to determine the leadership style of Tanggamus Regency regional leaders and whether this leadership style affects the performance of employees in Tanggamus Regency. The method used in this research is descriptive research method with a qualitative approach, data collection is done using interview and documentation techniques. The results showed that the leadership style used by the local leaders of Tanggamus Regency, namely the feminine leadership style tends to be transformational and the style applied is able to influence the improvement of employee performance in Tanggamus Regency.

scholarly journals KEPEMIMPINAN TRANSFORMASIONAL, KEPUASAN KERJA, DAN KOMITMEN AFEKTIF PADA KARYAWAN PERUSAHAAN BIDANG KONSTRUKSI MILIK PEMERINTAH DI MEDAN

2019 ◽  
Vol 18 (3) ◽  
pp. 209
Author(s):  
Bachruddin Saleh Luturlean ◽  
Arif Partono Prasetio ◽  
Anisa Firli ◽  
Gilang Ananda Mikola ◽  
Muhammad Adnan Darmawan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Human Resources ◽  
Leadership Styles ◽  
Leadership Style ◽  
Affective Commitment ◽  
Positive Experience ◽  
Business Organizations ◽  
Transformational Leadership Style

Affective commitment is a commitment that comes from within and it needs quite some time to develop. Organizations need to ensure that their employees have strong affective commitment. Transformational leadership style can help employees to feel valued and develop strong commitment. On the other hand the positive atmosphere inside the organization will also enrich the positive experience of employees which in the end will increase the affective commitment. This study analyses the effect of transformational leadership and job satisfaction on employee’s affective commitment. We study one of the state companies in Medan using 72 participants. The explanatory method and path analysis are used to explain relationships and influences between variables. The results of the study prove that transformational leadership style and job satisfaction simultaneous and partial have effects in improving the quality of employee affective commitment. Business organizations need to apply transformational leadership styles and develop human resources program that can enhance job satisfaction. By carefully focus on these two elements, the organization is expected to be able to increase employee affective commitment. Keywords—Transformational Leadership, Job satisfaction, Affective Commitment Abstrak Komitmen afektif adalah komitmen yang muncul dari dalam diri sendiri dan dibangun seiring berjalannya waktu. Organisasi perlu memastikan bahwa karyawan mereka memiliki komitmen afektif yang kuat. Unsur kepemimpinan khususnya yang bersifat transformasional diyakini dapat membuat karyawan merasa dihargai dan pada akhirnya memiliki komitmen yang kuat. Di samping itu, suasana dalam organisasi yang menyenangkan akan memperkaya pengalaman positif karyawan yang juga berdampak pada peningkatan komitmen afektif. Penelitian ini menganalisis pengaruh kepemimpinan transformasional dan kepuasan kerja terhadap terbentuknya komitmen afektif karyawan di salah satu perusahaan negara di Medan. 72 Responden yang berpartisipasi dalam penelitian ini. Metode eksplanatori dan analisis jalur digunakan untuk menjelaskan hubungan dan pengaruh antar variabel. Hasil penelitian membuktikan bahwa gaya kepemimpinan transformasional dan kepuasan kerja memiliki pengaruh simultan dan parsial terhadap peningkatan kualitas komitmen afektif karyawan. Organisasi bisnis perlu mengaplikasikan gaya kepemimpinan transformasional serta mengembangkan program sumberdaya manusia yang bisa meningkatkan kepuasan kerja karyawan. Dengan mengoptimalkan kedua unsur ini, organisasi diharapkan mampu meningkatkan komitmen afektif karyawan. Kata kunci—Kepemimpinan Transformasional, Kepuasan Kerja, Komitmen Afektif

scholarly journals A REVIEW ON THE CHARACTERISTICS OF A GOOD QUALITY LEADERSHIP STYLE

2019 ◽  
Vol 7 (5) ◽  
pp. 1152-1159
Author(s):  
Wael Ibrahim Alsarrani ◽  
Ahmad Jusoh
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Theoretical Knowledge ◽  
Review Of The Literature ◽  
Daily Lives ◽  
Future Studies ◽  
The Past ◽  
Leadership Process ◽  
Definition Of

Purpose: Leadership is an interactive concept that influences our daily lives. A quality concept is an approach and philosophy that leaders use to incorporate the leadership process into the organization successfully. Both concepts have an incremental history, correlation, and discussion. However, the two concepts have not yet been theoretically and empirically integrated. This paper attempts to integrate and discuss leadership and quality to create a single quality leadership style based on the definition of quality gurus and the leadership styles which relate more towards the quality of leadership. Methodology: The study used a systematic literature review to review the past literature related to the field of leadership and quality management. This study provides the constructs from definitions proposed by experts in this field. Each leadership styles have many constructs that may or may not be related to quality. Results: The study proposed a conceptual framework which combined the definitions of quality gurus and the different leadership styles. The finding of this study has contributed to the expansion of theoretical knowledge in the field of quality leadership style. Implications: This paper indicated that the review of the literature regarding what quality gurus define as important relating to leadership. This paper provides the constructs from quality gurus definitions. Novelty: Each leadership styles have many constructs that may or may not be related to quality. Therefore, future studies need to consider what the constructs from those leadership styles are considered effective to quality.

Leadership of Change: Examination of transactional, transformational and charismatic leadership, and evaluation of the concept of charismatic leadership in the current information-driven business environment

2020 ◽  
Vol 8 (8) ◽  
pp. 294-305
Author(s):  
Francis Kwadade-Cudjoe
Keyword(s):  
Competitive Advantage ◽  
Leadership Styles ◽  
Leadership Style ◽  
Charismatic Leadership ◽  
Business Environment ◽  
Organizational Goals ◽  
Current Information ◽  
The Right

Effective / efficient leadership has always been one of the most important ingredients every organization looks for. Preferably, a leadership of change that would enable the organization to carry out its operations effectively and engender good results to meet the organization’s goals. Every organization looks forward to employ the right leadership to goad the organization splendidly, and furthermore, attain competitive advantage. Competition amongst organizations to meet consumers’ needs is very keen, and it behooves on management to exhibit the best leadership style to achieve targets. Transformation and charismatic leadership styles have the upper hand in leadership of change to suit the current technological business environment. In view of this, directors of organizations are always putting in every effort and stretching every sinew to go above its limit to make sure the organization is sustained and satisfy shareholders’ interest. As one of their responsibilities, they need to appoint management with the requisite talents and skills to achieve expected results, and accomplish organizational goals.

scholarly journals The Effect of Autocratic, Participative, and Delegation Leadership on Work Motivation of Indonesian Navy Personnel

2019 ◽  
Vol 7 (05) ◽  
Author(s):  
Heribertus Yudho Warsono ◽  
Budiyanto ◽  
Akhmad Riduwan
Keyword(s):  
Linear Regression ◽  
Leadership Styles ◽  
Leadership Style ◽  
Work Performance ◽  
Work Motivation ◽  
Significance Level ◽  
Organizational Goals ◽  
Participatory Leadership ◽  
Autocratic Leadership ◽  
Navy Personnel

The purpose of the study was to determine the effect of autocratic leadership style (X1), participatory (X2) and delegation (X3) on work motivation (Y) Navy Personnel. The research method used was a questionnaire with a sample of 55 people. Measurement of variables using Linkert scale techniques with 1-5 weighting values. To find out the relationship between variables X1, X2 and X3 to Y using statistical techniques correlation analysis, simple linear regression, and multiple linear regression, and to test the significance level using the test which is processed using the Statistical Product and Service Solution (SPSS) version 15 program. The conclusion of this study is that there is a strong influence from the autocratic leadership style, participatory and delegation on the work motivation of the Indonesian Navy Personnel. Then it was recommended to the Leaders at the Indonesian Navy Officers, to be able to maintain and continue to develop autocratic leadership styles, participatory leadership styles, and Delegation leadership styles to better achieve organizational goals. Increased work motivation can be done by increasing the ability of officers through training or leadership for Navy Personnel who have good work performance, giving incentives or rewards to outstanding soldiers and civil servants.

scholarly journals Gaya Kepemimpinan Mempengaruhi Kinerja Anggota Organisasi

2021 ◽  
Vol 4 (1) ◽  
pp. 37-45
Author(s):  
I Nyoman Artayasa
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Working Life ◽  
Quality Of Working Life ◽  
Know How ◽  
Wide Range ◽  
Work Security ◽  
The Way

Leadership Style In Organization is to know how to lead a group or organization.It can also know the influence of leadership styles used by a leader in dealing with certain situations and conditions. There are a wide range of lead styles. All of these leadership styles each have their own traits and that's what makes a leader able to lead his or her group in his or her own way that will surely aim just like a leader in general who wants to influence people to take actions that benefit the organization and itself to achieve certain goals. Whatever form his leadership style will affect the way people work as individuals or as a group.In reality leaders can influence the spirit and excitement of work, security, quality of working life and especially the level of achievement of an organization

scholarly journals Students Performance and Leadership Styles in Ghana Education Service : The Case of Mampong Municipal Assembly in Ashanti Region

2020 ◽  
pp. 77-86
Author(s):  
Richard Sarfo Gyasi ◽  
Cai Li ◽  
Isaac Gumah Akolgo ◽  
Yvonne Owusu-Ampomah
Keyword(s):  
Academic Performance ◽  
Leadership Styles ◽  
Leadership Style ◽  
Teaching And Learning ◽  
Ashanti Region ◽  
Education Service ◽  
Data Capturing ◽  
Municipal Assembly ◽  
The Relationship

The purpose of this study was to explore the effect of leadership styles on academic performance in Junior High Schools (JHS) in Mampong in the Mampong Municipal Assembly of Ashanti Region in Ghana. The design for the study was a mixed study using both the qualitative and quantitative analyzes. It was a correlation survey designed to establish the relationship between leadership styles and academic performance in schools in Mampong in the Mampong Municipal Assembly. Data collected on the leadership styles of the school leaders were the independent variables and the academic performance as dependent variables. The data were analyzed using Statistical Package for Social Science (SPSS) version 22 and Epi-Info, a data capturing and analysis software. The study noted that unless the headmasters are well equipped with knowledge and skills in leadership they would not know if they have any influence on their schools and on academic work. The study also established that even though respondents agreed that a leadership style can affect academic performance, the headmasters do not gain the confidence of the stakeholders enough in order to build terms that can enhance quality of teaching and learning. Based on these establishments, it was recommended that teacher training institutions should incorporate in their curriculum, training in the art and science of leadership in order to groom leaders’ right from school. Again, it is recommended that compulsory continuous professional development in leadership should be institutionalized in Ghana Education Service (GES) for headmasters.

scholarly journals PRACTICE OF THE PSYCHOLOGIST IN THE RECRUITMENT AND SELECTION OF ORGANIZATIONS

2021 ◽  
pp. 16-17
Author(s):  
Juliana Silva da Costa ◽  
Gisele Almeida de Lima ◽  
Júlio Cesar Pinto de Souza
Keyword(s):  
Quality Of Life ◽  
Well Being ◽  
Qualitative Approach ◽  
Google Scholar ◽  
Organizational Goals ◽  
New Employees ◽  
Recruitment And Selection ◽  
Scientific Platform ◽  
Selection Of

The participation of the organizational psychologist defines the quality and productivity of the organization,becoming an important member of the company's human capital.The objective of this article is to demonstrate the importance of the psychologist in the recruitment and selection of employees of organizations, developing it with a qualitative approach in a bibliographical research. The scientific platform of Google Scholar, Scielo, MedLine and Capes Periodicals was used to survey sources of queries,limiting the search to books,academic papers and scientific articles produced in the last 5 years. The following keywords were also used: psychologist; recruitment and selection; organizations.The results indicate that the organizational psychologist has the important task of guiding their leaders to manage people in line with organizational goals,as much as current employees offer an improvement in the company's quality of life,well-being and the comfort of capital human,but also actively participating in the processes of recruitment and selection of new employees so that they are aligned with the objectives proposed by the organization, always seeking to generate results within the organization and maintain a balanced behavioral environment that is pleasant to all employees.

scholarly journals Faktor-Faktor yang Memengaruhi Penerapan Penganggaran Berbasis Kinerja

2018 ◽  
Vol 3 (1) ◽  
pp. 1-12
Author(s):  
Ardyan Gulit Prasetya
Keyword(s):  
Human Resources ◽  
Leadership Style ◽  
Sampling Method ◽  
Analysis Method ◽  
Organization Commitment ◽  
Work Units ◽  
Method Analysis ◽  
Law Regulation ◽  
Reward And Punishment

This research aims to empirically examine the influence of Leadership Style, Organization Commitment, Quality of Human Resources, Reward, and Punishment, and Law Regulation regarding the implementation of Performance-Based Budgeting in work units in payment area of KPPN Bima. Sampling was done with the incidental sampling method. Analysis method that has been used is multiple linear regression. Results of hypothesis testing in this study indicate that leadership style, organization commitment, and quality of human resources have positive and significant impact of Performance-Based Budgeting. While, reward, punishment, and regulation have positive but insignificant influence on the implementation of Performance-Based Budgeting. Simultaneously, Leadership Style, Organization Commitment, Quality of Human Resources, Reward and Punishment, and Law Regulation have a positive and significant influence on the implementation of Performance-Based Budgeting in work units in payment area of KPPN Bima. Abstrak Penelitian ini bertujuan untuk menguji secara empiris pengaruh gaya kepemimpinan, komitmen organisasi, kualitas sumber daya manusia, penghargaan dan sanksi, serta aturan hukum terhadap penerapan Penganggaran Berbasis Kinerja pada satuan kerja di wilayah pembayaran KPPN Bima. Pengambilan sampel dilakukan dengan metode incidental sampling. Metode analisis yang digunakan adalah regresi linier berganda. Hasil dari pengujian hipotesis di dalam penelitian ini menunjukkan bahwa gaya kepemimpinan komitmen organisasi dan kualitas sumber daya manusia berpengaruh positif dan signifikan terhadap penerapan Penganggaran Berbasis Kinerja. Penghargaan dan sanksi serta aturan hukum berpengaruh positif, tetapi tidak signifikan terhadap penerapan Penganggaran Berbasis Kinerja. Secara simultan, gaya kepemimpinan, komitmen seluruh komponen organisasi, kualitas sumber daya manusia, penghargaan dan sanksi, serta aturan hukum berpengaruh positif dan signifikan terhadap penerapan Penganggaran Berbasis Kinerja pada pada satuan kerja di wilayah pembayaran KPPN Bima.

scholarly journals PENGARUH GAYA KEPEMIMPINAN DELEGATIF, MOTIVASI KERJA DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN PADA PT BANK MANDIRI KCP JAKARTA KOTA

2017 ◽  
Vol 22 (1) ◽  
Author(s):  
Arifin Djakasaputra ◽  
Christina Catur Widayati ◽  
Septy W
Keyword(s):  
Regression Analysis ◽  
Linear Regression ◽  
Leadership Styles ◽  
Leadership Style ◽  
Quantitative Research ◽  
Sampling Method ◽  
Work Motivation ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Positive Effect

This research aims to know the influence of leadership styles, work motivation and discipline on performance of employees at Mandiri Bank Branch Jakarta Kota. As for the methods used in this study using the method of quantitative research. And the samples used in this study as many as 40 employees. This research uses the sampling method is saturated, whereas the methods of analysis used was multiple linear regression analysis. The results showed that leadership style, work motivation and discipline significant effect on performance of the employees. the leadership style effect positively on performance of the employees. The motivation of working in a positive effect on performance of the employees. The discipline of working in a positive effect on performance of the employees

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