Leadership Style Analysis PT. Bangun Persada Regatama During the Covid 19 Pandemic

To break the chain of spread of the Covid-19 virus, the government issued a PPKM policy which requires essential companies to only employ 25% of their employees, this has resulted in the company experiencing an unexpected crisis. the readiness of a company's leadership to determine the level of effectiveness in dealing with the onslaught of the Covid-19 pandemic. This analysis focuses on the leadership style in the company PT. BPR in dealing with the Covid-19 outbreak by examining the level of alertness, responsiveness, cohesiveness, and coordination between organizations. The results of the study show that leaders at PT BPR use an empathetic leadership style which is one of the choices for leaders to carry out leadership functions during the covid-19 pandemic. One of Rensis Likert's theories is 4 Systems or 4 Leadership communication styles. A leader must have the attitude of a Consultative Leader, meaning that with the current covid-19 pandemic, the leader should have little trust in his subordinates, subordinates need information, ideas or opinions through consultation. Because applying an empathetic leadership style alone is not enough to maintain the company and only reduces employee performance because it is considered that leaders provide opportunities and employees will be in a comfort zone.

LMX Theory

This chapter develops the background and use of a basic principle for the entire book: LMX. Defined in the introduction, LMX is a relationship-based approach for managing teams. It drives leader effectiveness through developing dyadic relationships with members, and even using these dyads to build effective groups. Leaders measure the dyadic relationships in terms of the level of loyalty, support, respect, and trust. The leader treats each member as a unique individual as a singular relationship is built. In role making, leaders tend to put people into groups: in-group or out-group. LMX is a powerful way to create and nurture relationships between the leader and each member supervised. It shines the light on leadership communication and demonstrates how trust, respect, and loyalty can improve work relationships.

Students at the Table

This chapter explores the benefits of involving students in institutional decision making. The authors describe an action research project conducted at a public institution that involved a working group of students, faculty, and administrators researching and cocreating solutions to develop a more inclusive and equitable environment for learning and student development. The university gained direct insight from the students' viewpoints, and students earned course credit while gaining skills in research methods, leadership, communication, negotiation, and writing. The collaborative, cocurricular experience resulted in the development of a center for cross-cultural engagement on campus. The authors also discuss considerations for this model. Institutions must demonstrate a firm commitment to addressing the issues they investigate by providing sufficient resources and recognizing the labor inherent in the transformative leadership of the community members who work to create institutional change.

The Influence of Charismatic Leadership Communication Towards the Credibility of Public Organisation in Malaysia

The credibility of public organisation as the source of information often receives negative intuition and misinterpretation from the public at large. Since credibility of public organisation is very much related to public trust, scholars have focused on antecedents of organisational credibility such as leadership constructs to restore trust and confidence among the public. Yet not much research has investigated the role of charismatic leadership communication in building and establishing organisational credibility of the public organisation. The aim of this study is to examine the relationship between charismatic leadership communication and the influence of its three dimensions (task oriented, enthusiasm and empathy) with organisational credibility of public organisation in Malaysia. This study employed a quantitative approach to measure participants' perception on their organisational leadership communication and credibility. A total of 368 public organisation employees which were selected through stratified random sampling participated in the survey. The hypothesis of this study was tested using Pearson correlation to examine the relationship between the constructs, whereas multiple regression was used to examine the variance of each dimension of charismatic leadership communication on organisational credibility. The finding reveals that there is a significant relationship between charismatic leadership communication and public organisation credibility, while task-oriented communication appears to be the most significant dimension influencing the credibility of Malaysia public organisation. The implication of the study suggested that public organisational credibility is influenced by the way the information was delivered by the organisation through its charismatic leaders. Theoretical and practical contributions were advanced in this study. Keywords: Charismatic leadership communication, empathy, enthusiasm, task-related communication, organizational credibility.

IMPROVING LOYALTY OF SCHOOL MANAGEMENT PERSONNEL THROUGH ORGANIZATIONAL COMMUNICATIONS APPROACH

<p>Teachers and employees are the driving force in the management of school institutions. Successfully managing a school depends on the flow of information from each level. Communication as a human need plays a crucial role in increasing the loyalty of school residents. Leadership communication to subordinates and vice versa and communication between members is also expected to create a harmonious working atmosphere. This study aims to determine the efforts to increase the loyalty of school personnel through an organizational communication approach by school principals by applying qualitative research methods that describe in-depth what was obtained from the informant. The study results indicate that the form of organizational communication in increasing the loyalty of school residents takes place vertically and horizontally. The principal communicates openly or directly at ceremonies and meetings and personally to teachers and employees in instructing all kinds of policies and providing encouragement to improve the performance of teachers and employees. Likewise, between teachers and employees, there is horizontal communication that creates a harmonious and pleasant work environment to increase employee loyalty and motivation.</p><p> </p>

Researchers’ View on R&D Organizational Change Using the Grief Cycle

<p>When change becomes a need, research and development organizations must likewise be adaptable to new challenges. The necessary changes will provide difficulties for management to manage human resource development. Failure, stagnation, or success is the eventual consequence of every organizational reform. Organizational changes are effective or unsuccessful based on the implementation strategies used, emphasizing the significance of human development managerial skills, leadership communication, and organizational interpersonal communication. This study aims to present an empirical study of changes occurring in research and development companies using grief cycle analysis. This research utilizes a variety of aspects and documents from prior studies to analyze the collective grief cycle phenomena associated with organizational changes in the R&amp;D sector. The empirical description of the grieving cycle analysis demonstrates that the outcome of the grief cycle process indicates that the organization is not prepared to undertake changes, resulting in the crisis of certain workers. An empirical account of grieving cycle analysis reveals that time and the process of habituation play a significant influence in organizational members acceptance of changes in research and development organizations. Leadership communication and organizational interpersonal communication are critical in influencing organizational members' comprehension and acceptance of organizational goals and change processes..</p><p> </p>Keywords: grief cycle, organizational change R&amp;D, acceptance, HR management, leadership communication, organizational interpersonal communication

Revisiting Leadership Communication: A Need for Conversation

Effective communication is critical for leaders to influence and create an impact within and outside organizations. Despite this, questions are raised regarding the efficacy & effectiveness of organizational leaders in conducting meaningful communication & conversations with their teams. Often, organizations are unsure of the specific leadership communication attributes and their outcomes at the individual, team and organizational levels. The primary objective of this study is to evaluate the impact of leaders’ communication on the feelings and thoughts of subordinates and to identify attributes for a possible measure of ‘effective leadership communication’. On the basis of ‘communicative leadership’ theorization by Johansson et al. (2014) , primary data was collected from employees’ across organizations. The study reveals gaps in the leader’s communication competence and suggests a need for more meaningful conversation with subordinates. The study proposes a tool for leadership communication assessment comprising two factors: transforming thoughts and transforming individuals.

Pola Komunikasi PT Apparel One Indonesia Terhadap Produktivitas Karyawan Pada Masa Pandemi Covid-19

The purpose of this study was to determine the pattern of organizational communication at PT Apparel One Indonesia in order to increase employee productivity during the covid-19 pandemic. This research is a type of qualitative research. Data sources consist of primary and secondary. Data collection techniques using observation, interviews, and documentation. The analysis technique uses data reduction (data reduction), data presentation (data display), and drawing and testing conclusions. From the results of this study, it shows that the downward communication pattern used is the chain communication pattern, employees interacting with the leadership must go through the whatsapp group media. The pattern of leadership communication to employees is very influential on employee work motivation in achieving common company goals. In the upward communication pattern, employees always listen to directions, suggestions, and ideas given by the leadership. It is intended that the workflow within the company can run well. Leaders always provide good feedback to employees by providing input, advice, and providing solutions. In the horizontal communication pattern, harmonious communication between fellow employees is a top priority to avoid misunderstandings and still aims to maintain solid teamwork. Keywords: Communication Pattern, PT. Apparel One Indonesia Semarang, Employee Productivity

Reach for the sky: analysis of behavioral competencies linked to project success

PurposeThe issue of project managers’ competencies has gained much traction in practice and more recently in academic debate. However, they have become analogous to extensive wish lists where a project manager is expected to have an exhaustive list of aptitudes and capabilities. Therefore, identifying and defining the most critical competencies for project success is urgently needed. Moreover, although the vast number of studies emphasize the significance of behavioral competencies, there is a dearth of empirical research and studies within the context of information systems (IS) are scarce. Consequently, the present study aims to investigate the influence of project manager's behavioral competencies for the successful delivery of IS projects.Design/methodology/approachThis research conducted a systematic literature review (2009–2019) of 27 relevant studies incorporating 179 competencies. The authors also collected data from 121 professional IS project managers and used regression analysis and dominance analysis to test the hypotheses proposed.FindingsThe results confirm that behavioral competencies (including leadership, communication, result orientation, emotional intelligence, ethics, creativity and motivation) are significantly and positively related to IS project success. Furthermore, the findings show that emotional intelligence (resilience, stress management and self-control), creativity (resourcefulness, creativity thinking and imagination) and ethics (transparency, honesty and integrity) are the most influential behavioral competencies for IS project success.Originality/valueTo the best of the authors’ knowledge, this research is among the first to use a quantitative analysis to empirically investigate project manager's behavioral competencies for project success in the IS discipline. It brings much-needed empirical evidence for the most important competencies for IS project managers.