#TITLE_ALTERNATIVE#

• Main Author: Hanif, Firman
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/6119
• Institution: Institut Teknologi Bandung

<b>Abstract</b><p align="justify"><br />To cope with more highly educated workforce and the ever-increasing competition and globalization challenges, each company must be able to adapt with rapid changing of business environment in order to keep survive and stay competitive. Change may be needed in one or all of company's key success factors, i.e., leadership, management system and technology.<p align="justify"><br />PT. Caltex Pacific Indonesia responded these challenges by conducting business process reengineering, followed with restructurization that had been done in March 1995, by changing its old functional-based organization to a new process-based organization, from single huge company to four revenue generating Strategic Business Units (SBUs) and three business support SBUs. One of the implications was to change its leadership style from transactional to transformational leadership.<p align="justify"><br />To carry out this effort, CPI management had designed a leadership development program called Caltex Leadership Development-1 (CLD-1) for its first line management to replace former leadership development program, i.e., SDP (Supervisory Development Program). Leadership Development Support (LDS) Team is assigned to deploy the program. The first class of CLD-1 was launched in December 1995, attended by 48 persons. Until mid 1998, CPI has completed 17 sessions.<p align="justify"><br />Purpose of this study is to evaluate the effectiveness of the CLD-1 program in transforming the leadership behaviors of its alumni to become more transformational and less transactional. Appropriate questionnaire was developed to identify respondents perception on some key leadership behaviors. Respondents of this survey are CLD-l's alumni and Team Leaders who are yet enrolled to the program as the control group. To verify the result, another questionnaire was sent to subordinates (Team Members) of the respondents.<p align="justify"><br />Data obtained were analyzed and compared statistically. Conclusion and recommendation to improve the program effectiveness based on this study was listed in thesis summary.<p align="justify">