Do Javanese People in Indonesia Have the Same Preferences on the Role of the Change Leadership? (original) (raw)
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Leader of Change, Based on the perception of The Bugis and Makassar Communities
JUPIIS: Journal of Social Sciences Education, 2022
Nowadays, the organization can be called a boundaryless organization, as moving from one organization to another and from one place to another is inevitable. In this regard, understanding the condition and characteristics of a society and culture is a must for a leader. A leader, especially a change leader, has to understand the culture, as he or she has to influence subordinates to follow the organization's objectives, without employees' commitment and support, the organizational change will be hard to achieve. Meanwhile, Indonesia consists of thousands of islands with various ethnics and cultures, making Indonesia a very diverse country, which then makes a leader should have an understanding of the characteristics of the people in the organization. The ethnic of Bugis-Makassar is the majority of the ethnic who stay in Makassar city. This study uses a qualitative approach with FGD as the tool in data collection. The number of participants is 30. The results show that the majority of the participants prefer to have a leader with the role of Coach compared with the other two roles. This result is expected to have contributed to the change leader that will be assigned in the organization with the majority of people from Bugis-Makassar.
Leader of Change Based on the Perceptions of the Bugis and Makassar Communities
JUPIIS: JURNAL PENDIDIKAN ILMU-ILMU SOSIAL
Nowadays, the organization can be called a boundaryless organization, as moving from one organization to another and from one place to another is inevitable. In this regard, understanding the condition and characteristics of a society and culture is a must for a leader. A leader, especially a change leader, has to understand the culture, as he or she has to influence subordinates to follow the organization's objectives, without employees' commitment and support, the organizational change will be hard to achieve. Meanwhile, Indonesia consists of thousands of islands with various ethnics and cultures, making Indonesia a very diverse country, which then makes a leader should have an understanding of the characteristics of the people in the organization. The ethnic of Bugis-Makassar is the majority of the ethnic who stay in Makassar city. This study uses a qualitative approach with FGD as the tool in data collection. The number of participants is 30. The results show that the ma...
Localizing Transformational Leadership: A Case of Indonesia
Bisnis & Birokrasi Journal
Contemporary leadership studies recognize the influence of cultural context in leadership behavior. In line with the works, this study aims at putting the transformational leadership into a specific cultural context. This study applies the concept of Indonesian cultural standards (Panggabean, Tjitra, Murniati, 2014) in particular a culture specific Indonesian leadership style termed as The Facilitating Leadership. We analyze two case studies of Indonesian leaders in profit organization and government institution with qualitative grounded theory. The result reveals a culture-specific form of transformational leadership, that is the transformational leadership behavior combines with facilitating leadership behavior. Three primary features are identified, namely idealistic influence based on populist commoner charisma; individualized consideration with Bapakism personal caring and support, and inspiring motivation by applying implicit communication. A mixture between transformational leadership approach with transactional goal setting and target attainment is found in government institution. Significant contribution of two primary characteristics of Indonesian cultural standards is indicated, namely Multiculturality and Implicit Communication style. Based on the result, the study suggests to take into consideration cultural contexts in developing leadership development program.
VALUES, ATTITUDE TO CHANGE, AND LEADERSHIP EFFECTIVENESS OF EXECUTIVE OFFICER IN SOUTHERN SUMATRA
IAEME, 2019
This study aimed to determine the influence of leadership values on the leader attitude to change and the leadership effectiveness. The population in this study were 334 large-scale manufacturing industries in Southern Sumatra, Indonesia, where a sample of 110 industries was selected and determined by the proportional stratified random sampling method. Respondents in this study amounted to 660 people consisting of CEOs and staff under the CEO. The instrument in measuring variables in this study was questionnaires distributed to respondents. The results showed that the dimensions of leadership values in the form of openness to change and self-improvement had a significant effect on the leader attitude to change, while the dimensions of self-transcend and conservation did not have a significant influence on the leader attitude to change. Research also showed that conservation had a significant influence on subordinate commitment, while other dimensions of leadership values had no significant effect on subordinate commitment. Further research results also showed that self-improvement had a significant effect on the subordinate attitude to change, while the dimensions of other leadership values did not significantly influence subordinate attitude to change.
KnE Social Sciences
The goal of this study was to look at how an effective leader can ensure that the process of change that occurs within the scope of the Indonesian Central and Local Government agencies as a result of the implementation of echelon III, IV and V shifting policies can be effectively managed. Data were collected through interviews, field observations and document analysis. The role of organizational members could not be separated from that of leaders in the organization in terms of how the leader can provide direction to their subordinates in anticipating the changes and developments that are required. The presence of a leader in an organization is thought to be very important because the leader plays a strategic role in achieving organizational goals. A good leader in an organization or company must be able to carry out his or her responsibilities in accordance with his or her organization’s policies and rules. Keywords: leader, organization, change
International Journal of Recent Technology and Engineering (IJRTE), 2020
Abstract: Leadership as a leader factor can influence in moving employees to achieve organizational goals. In this study examines the problem of how the characteristics of transformational leadership and the extent of its impact can foster employee commitment to achieve organizational goals. By using qualitative research methods, it is expected to be able to discuss issues that are examined more broadly and in depth. Based on the research method, it can be explained that the transformational leadership characteristics of the Regional Head of Cimahi City, West Java, Indonesia through ideal influence, inspirational motivation, intellectual stimulation, and individual consideration can foster employee work commitment in achieving organizational goals. The Cimahi Regional Head in his transformational leadership is able to correlate and integrate transformational leadership characteristics (ideal influence, inspirational motivation, intellectual stimulation, and individual consideration). The regional head can build and grow the work commitment of subordinates, even exceeding what is expected, which has innovation and creativity in achieving organizational goals.
European Journal of Molecular & Clinical Medicine, 2020
The leadership of the Regional Head of Cimahi City, Indonesia is very influential in mobilizing and directing all employees in achieving the organizational vision. The Regional Head of Cimahi City, Indonesia, in mobilizing employees to adopt a transformational leadership style through the characteristics of idealized leadership, inspirational motivation, intellectual stimulation, and individual consideration. This study uses qualitative methods with the aim of being able to deeply analyze how the styles and characteristics of the transformational leadership of the Regional Head of Cimahi City, Indonesia in achieving the vision. The results of this study are that the Regional Head of Cimahi City, Indonesia has carried out the style and characteristics of transformational leadership in mobilizing and mobilizing employees to achieve a vision based on developing employee commitment by integrating transformational leadership characteristics, namely: ideal influence, inspirational motivation, intellectual stimulation, and individual consideration.
2019
The Study to know about transformational leadership and organization commitment implication for performance employee state civil Bandung. Produce productivity, transformational leadership has been individualized influences, inspirational motivation, intellectual stimulation and individualized consideration. Employee performance the work of quality and quantity achieved by an employee in carrying out his duties with transformational leadership, commitment organization. The methodology used is descriptive survey and a type of conclusive research whose main purpose to describe something that is usually in the form market characteristics or functions, and characterized by the formulation of specific hypothesis. Considered as the activity of providing a structured questionnaire to a large number of respondents
Leadership and Management of Change in Organizations
South Asian research journal of humanities and social sciences, 2023
This paper theoretically evaluated leadership and management of change in organizations, realizing that change management is a continuous method used in transitioning social, organizational, and psychological change of employees. The review focused on the change management processes that address leaders' and employees' attitudes and how change management is created, as a catalyst for possible changes in an organization. The purpose of change management is ultimately to make use of initiatives and ensure that every employee in an organization is willing and ready to switch over to an anticipated new role in the organization. This current study evaluated the relationship between evaluated management of change in organizational leadership, change, and organization, management of change, the importance of change management, and principles of change management, other areas visited are types of organizational change, popular models for managing change, overcoming resistance to change, challenges of change management, how change management are created viz-à-viz ideas, thoughts, feelings, plans, habits, commitment, lifestyle, and change. The review concluded that consistently and effectively navigating change requires strong leadership because, in the end, it is the employees who will execute the new strategy in their day-today work lives. Leaders must be able to inspire people through a strong vision, define the strategy, communicate effectively, support their employees, and maintain the energy and commitment to change through to completion. The study recommends amongst others that organizational leaders should not undermine the power of ideas in their move toward change management, and should not underestimate thoughts, feelings, plans, and habits as an essential component of the change management process.