LEADERSHIP ANALYSIS FOR DEVELOPMENT PLAN WITHIN CENTRAL SERVICE DIVISION AT PT XYZ

• Main Author: MAULANA 29115269 , ANDRYAN
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/21078
• Institution: Institut Teknologi Bandung

Leadership research project conducted at Central Service Division, EPC (Engineering <br /> <br /> <br /> <br /> Procurement and Construction) team function in one of the Mining Company at Papua, Indonesia. <br /> <br /> <br /> <br /> The process is to breakdown and analyze the entire Leadership facet that relate with the division <br /> <br /> <br /> <br /> Leadership development. Specific type of leadership applied within the company in general and <br /> <br /> <br /> <br /> within the division that on going, to identify what that is and how it is working now in general is <br /> <br /> <br /> <br /> as part of the analysis requirement. Finding the leadership framework approach that concluded to <br /> <br /> <br /> <br /> be more relevant and applicable to provide further explanation, understanding, description and <br /> <br /> <br /> <br /> guidance for the related organization situation and condition, it could effectively add to and <br /> <br /> <br /> <br /> improve the effectiveness of the leadership development plan. Other exploratory instrument <br /> <br /> <br /> <br /> approach and model also introduced and implemented in this research to add to the current <br /> <br /> <br /> <br /> instrument that is available on the leadership research scholars. The instrument used to identify <br /> <br /> <br /> <br /> more information that is beneficial related with leadership understanding and development. <br /> <br /> <br /> <br /> Finally yet importantly is to develop the system for implementation plan based on the analysis <br /> <br /> <br /> <br /> and finding that this research provide. <br /> <br /> <br /> <br /> Research model designed to accomplish the above intended research description. The model <br /> <br /> <br /> <br /> based on Leader, relationship exchange leader-member, and external influence that interact <br /> <br /> <br /> <br /> between them. The research start with SMART (Simple Multi Attribute Rating Technique) <br /> <br /> <br /> <br /> decision-making process and CRT (Current Reality Tree) root cause analysis to come up with the <br /> <br /> <br /> <br /> concept of Transformational leadership and Leader-Member exchange framework. The <br /> <br /> <br /> <br /> instrument according to the framework are MLQ (Multifactor Leadership questionnaire) and <br /> <br /> <br /> <br /> LMX (Leader-Member Exchange) for the measures of the leader and the relationship quality with <br /> <br /> <br /> <br /> follower/member and leadership output. The measure applied to 38 employees of front liner to <br /> <br /> <br /> <br /> the top management level within the division. The organizational performance combine with <br /> <br /> <br /> <br /> MLAT9 (Multifactor Leadership Activity table) instrument used to mapping the company <br /> <br /> <br /> <br /> leadership measures using data and policy/activities implemented of total 560 items, during the <br /> <br /> <br /> <br /> year of 2011-2015 and to find the correlation with the performance. All the result analyze and <br /> <br /> <br /> <br /> compare to find the beneficial conclusion result from the leadership historical data and division <br /> <br /> <br /> <br /> measures result all together and can be used as reference on things that shown from the research <br /> <br /> <br /> <br /> giving positive output result and vice versa. <br /> <br /> <br /> <br /> At the end, the research result proposing to include the use of MLAT9 as an alternative <br /> <br /> <br /> <br /> instrument/tools, the project provide the Central Service Division Forms summary guidance for <br /> <br /> <br /> <br /> leadership characteristic development within the division such as the priorities and specific <br /> <br /> <br /> <br /> leadership behavior result, strategy and time schedule for the implementation of the <br /> <br /> <br /> <br /> transformational leadership behavior. To increase the transformational leadership behavior <br /> <br /> <br /> <br /> toward making them as the dominant style within the division and within the company in general