IMPACT IN ORGANIZATIONS
WINDIARTONO
Leadership: a working definition
High
Consideration
Low
Low High
Initiating Structure
Evidence
• Kenyataan menunjukkan bahwa para pemimpin yg
menunjukkan kedua dimensi Initiating Structure
dan Consideration tinggi mungkin yang paling
efektip.
• Bawahan bekerja paling keras untuk pemimpin
yang menunjukkan perhatian tinggi thd kedua
dimensi tsb.
• Bawahan menunjukkan upaya paling rendah untuk
pemimpin yg menunjukkan perhatian tinggi
terhadap orang (consideration) tetapi rendah dalam
dimensi initiating structure
Faktor2 Organisasional dan Perilaku Pemimpin:
Finding reported by Hammer & Turk, 1987
Leader’s
Leader’sPersonal
Personal
traits,
traits,preferences,
preferences,
motives
motives
Leader
LeaderBehavior
Behavior
or
orStyle
Style
Organizational
OrganizationalFactors
Factors
(e.g.
(e.g.technology,
technology,union
union
strength,
strength,management
management
philosophy
philosophyofoftop
topexe-
exe-
cutives)
cutives)
Conger and Kanungo, 1987,1988:
The Nature of Charisma
Specific
Specificactions
actionsononthe
thepart
partofofleaders
leaders
(e.g.
(e.g.unconventional
unconventionalactions
actionsconsistent
consistent
with
withaaview
viewofofreality
realitythat
thatisishighly
highlydis-
dis-
crepant
crepantwith
withcurrent
currentconditions;
conditions;strong
strong
expressions
expressionsofofself-confidence
self-confidenceand and
expertise)
expertise) Enhanced
Attribution
Attribution impact
of
ofcharisma
charisma of leader
Specific
Specificsocial
socialconditions
conditions
(e.g.
(e.g.crisis;
crisis;high
highdissatisfaction
dissatisfaction
with
withcurrent
currentconditions
conditionsamong
among
potential
potentialfollowers)
followers)
Leadership: The Modern View
Leaders
Leaders Influence Followers
Followers
(Their
(Theirtraits,
traits,abilities,
abilities, (Their
(Theirtraits,
traits,abilities,
abilities,
motives,
motives,perceptions)
perceptions) Influence motives,
motives,perceptions)
perceptions)
Low
LowLPC
LPC High
HighLPC
LPC Low
LowLPC
LPC
Leaders
Leadersare
are Leaders
Leadersare
are Leaders
Leadersare
are
(as measured by group performance)
more
moreeffective
effective more
moreeffective
effective more
moreeffective
effective
under
underlow
lowSC
SC under
underMod.
Mod.SCSC under
underhigh
highSCSC
Leadern Effectiveness
High
situational
situationalcontrol
control situational
situationalcontrol
control
Leaders
Leaders“out
“out report
reporthigher
higher report
reporthigher
higher
ofofmatch”
match”with
with stress
stress stress
stress
situational
situationalcontrol
control
report
reporthigher
higher
stress
stress
Directive
Directiveleaders
leaders Strong
StrongEffect
Effect
(Issue Leader
Leader
(Issuemany
manyorders,
orders, on
onfollowers’
followers’
directives) Intelligence
Intelligence performance
directives) performance
Non-directive Weak
WeakEffect
Non-directiveleaders
leaders Leader
Leader
Effect
(Issue on
onfollowers’
(Issuenew
neworders,
orders, Intelligence
Intelligence
followers’
directives) performance
performance
directives)
Strong
StrongEffect
Effect
Leader
Leader
Low
LowStress
Stress on
onfollowers’
followers’
Intelligence
Intelligence performance
performance
Weak
WeakEffect
Effect
Leader
Leader on
onfollowers’
followers’
High
HighStress
Stress Intelligence
Intelligence performance
performance
Normative Theory: Decision Making and Leader
Effectiveness: Vroom & Yetton, 1973
Leader’s
Leader’sstyle
style Contingency
Contingency
(instrumental, Factors Perception
Perceptionthat
that
(instrumental, Factors Motivation &
supportive, (characteristics leader
leaderisisbeing
being
supportive, (characteristics job satis-
of helpful
Participative,
Participative, ofsubordinates,
subordinates, helpful faction are
Achievement- work (e.g.eliminating
(e.g.eliminating
Achievement- work enhanced
oriented) environments) obstacles)
obstacles)
oriented) environments)
House’s Path-Goal Theory:
Four Basic Styles of Leadership
•• Vertical
VerticalDyad
DyadLinkage
Linkage(VDL)
(VDL)Theory:
Theory:memberikan
memberikan
perhatian
perhatiankepada
kepadakenyataan
kenyataanbahwa
bahwapara
parapemimpin
pemimpinsering
sering
kali
kalimemiliki
memilikihubungan
hubunganyang
yangberbeda
berbedadengan
denganbawahan
bawahan
yang
yangberbeda.
berbeda. Hubungan
Hubunganiniiniselanjutnya
selanjutnyasangat
sangat
mempengaruhi
mempengaruhikepuasan,
kepuasan,kinerja
kinerjadan
danpersepsi
persepsibawahan
bawahan
terhadap
terhadappemimpinnya.
pemimpinnya. Kualitas
Kualitashubungan
hubunganparaparamanajer
manajer
muda
mudadengan
denganpara
parasupervisornya
supervisornyatelah
telahterbukti
terbukti
mempengaruhi
mempengaruhiperjalanan
perjalanankarir
karirmereka.
mereka.
Additional
Additional Theoritical
Theoritical Perspectives
Perspectives
•• Situational
Situationaltheory
theoryof
ofleadership
leadershipmemberikan
memberikanperhatian
perhatian
kepada
kepadafakta
faktabahwa
bahwasetelah
setelahmereka
merekamatang,
matang,para
parabawahan
bawahan
menghendaki
menghendakigayagayakepemimpinan
kepemimpinanyg ygberbeda
berbedadari
daripara
para
manajer
manajermereka.
mereka. Bawahan
Bawahanyang yangtidak
tidakberpengalaman
berpengalaman
menghendaki
menghendakiperhatian
perhatianthd
thdtugas
tugasyang
yangtinggi
tinggidari
dari
pemimpinnya.
pemimpinnya.Seseorang
Seseorangyang
yangcukup
cukupmatang
matangmenghen-
menghen-
daki
dakidukungan
dukungansosial
sosialdan
danemosional
emosional(consideration)
(consideration)yang
yang
tinggi.
tinggi. Sedangkan
Sedangkanmereka
merekayg ygtelah
telahmatang
matangsepenuhnya
sepenuhnya
menghendaki
menghendakibaikbaikinitiating
initiatingstructure
structure(task
(taskorientation)
orientation)
maupun
maupunconsideration
consideration(relation
(relationorientation)
orientation)yang
yangrendah.
rendah.