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"Puskesmas adalah institusi kesehatan yang membina kesehatan masyarakat di Indonesia. Ada 18 program pokok Puskesmas. Dalam melaksanakan kegiatannya Puskesmas harus mengelola berbagai sumber daya yang ada di masyarakat. Hal ini diperlukan kepemimpinan yang efektif. Gaya kepemimpinan adalah cara yang dilakukan pimpinan untuk mencapai tujuan organisasi melalui orang lain.Rancangan penelitian ini adalah deskriptif analitik dengan kros seksional. Data yang dipakai adalah data primer. Respondennya 40 Kepala Puskesmas di Kabupaten Karawang.Instumen yang dipergunakan adalah tes standar yang dikembangkan oleh Paul Hersey dan Kenneth H. Blanchard yang disebut Leader behavior Analysis II.Dari penelitian ini didapatkan, bahwa Kepala Puskesmas menggunakan ketiga gaya sekaligus, yaitu G-1, G-2, dan G-3 sebagai gaya utama, hampir tidak ada yang menggunakan gaya G-4.

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The main health infrastructure entrusted to carry out the public health services in Indonesia is the Community Health Center. There are 18 basic health services performed through Community Health Center. To achieve these objectives must manage various public resources. To support activities of the Community Health Center need effective leadership. Leadership style is a form of procedure used by a leader to achieve the objectives of organization and the individuals within that organization.

The design of the study descriptive analytic with cross sectional. Data were generated from primary data. The respondent are 40 Head of Community Health Center on Karawang district.

For the data gathering instrument, the research employs the standard test developed by Paul Hersey and Kenneth H. Blanchard, namely the Leader Behavior Analysis II.

The research showed that Head of Community Health Center implementing the three various of the leadership style, there are G-1, G-2 and G-3 is a favorite style, almost not implementing G-4."

"Human resources are the main assets of an organization. The successful of the organization depend on the people itself. A leader have an important role to make the organization success. Human resource management sub directorate at PT ?X? head office Jakarta is the center of human resource activity. This sub directorate have the responsibility to all others sub directorate to fulfill all the employee?s need and rights. Yet, to make a strategy to win the competitive advantages and become a market leader. The problem is how the company can achieve that, if the leader can?t make an effective organization caused by the pending of some projects that have to be done based on the schedule that have set before. It means that the leader has failed to run his leadership in order to supervise his follower. In this situation, to make an effective organization a leader have to see the situation of the follower by analyze the follower?s readiness or employees?s maturity. By measuring the maturity level of employee, what kind of leadership style that was used by the leader, and how the maturity level of employee can fit with the leadership style.

According to that, writter use the theory of situasional leadership by Paul Hersey and Kenneth H. Blanchard to support the research. This theory explain that a leader have to choose a best leadership style to fit with the level of follower?s maturity. It means that, a leader can use different style of leadership with a different people. It?s all depends on the situation that an organization has faced. Nowadays, this theory becomes the most common issues in every leadership part on an organization. So that, it is important for all leaders in organization to consider their leadership style in order to make the organization more effective.The reason of this research is to explain the conformity between employee?s maturity and leadership style.

The research population is all of the HRM sub directorate at PT ?X? head office Jakarta?s permanent employees. Yet, the research sample is 52 respondents, its using purpossive sampling technique. The sampling technique was used because of the respondents?s objectivity to evaluate the leadership style and level of maturity. So that, writer use the permanent employees as respondents. The research method according to the explanation level is desciptive with quantative approach. The research data consist of primary and secondary data. The primary data was collected by spreading quesionare to the respondents, and the secondary data was collected by literature study, company?s documents, and interview with top leader in HRM sub directorate of PT ?X?. The data analyzing was using frequency distribution?s table. The level of employee?s maturity and leadership style are the result of the conformity between the theory and its practice.

Result of the research shows that generally, there?s unconformity between the level of employee?s maturity and the leadership style that the leader has used. According to the level of employee?s maturity, writer use two dimension of maturity level which are the employee?s ability and the willingness. Both dimension shows in the medium to high category or in M3 of maturity level. However, this level of maturity is appropriate if the leader used the Participating of leadership style. But, based on the research the result shows that the leader of HRM sub directorate at PT ?X? used the Selling of leadership style. It was proved by the data analyzing that this leadership style result at 628 or 81% on high category.

Based on the research result, writer recommend several suggest to the corporation: (1) in order to make an effective of organization, a leader in sub directorate HRM PT ?X? head office Jakarta should take a look at the situation and the employee?s level of maturity; (2) the leader should change his leadership style with appropiate level of employee?s maturity."

"Kepemimpinan adalah salah satu faktor penting pembentuk budaya safetY. Model kepemimpinan situasional yang dikembangkan oleh Hersey dan Blanchard merupakan model yang banyak digunakan oleh gerusahaan untuk melihat gaya kepemimpinan para manajer mereka. Tesis ini melinat gaya kepemimpinan dan fleksibilitas safety leader dengan melakukan Penilaian persepsi leader terhadap gaya kepemimpinannya sendiri yang dikembangkan oleh Hersey dan Blanchard.

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Leadership is one of the most important thing to build safety culture. Most of company uses situational leadership model by Hersey a d Blanchard as a tool to see what style of leadership are their managers This research is going to picture about the style and flexibility of leadership the safety leaders in front line managers at production department."

"Based on the writer experience in the Financial Bureau of the Ministry of Law and Human Right, the Officials, work performance is found to be still very low as shoure by the facts as follow ; no discipline in working hours, late arrival or early departure, leaving office space during working hours without clear reasons, slowness in work accomplishment, frequent absence of workdays, talking more with other officials rather than completion of work. The role of office leader in combining and making all resources Boned by the Financial Bureau of the Ministry of Law and Human Right is not yet full optimum. This situation al also suspected as the consequence of several factors such as low work satisfaction and low work compensation an the part of official (workers).The goal this research is the identification of how close the leadership style and compensation award correlation with the work Satisfaction on the part of the Financial Bureau official the Ministry of Low and Human Right. The purposes of this research are for knowledge development and contribution correlated with officials satisfaction.The Research methodology used is the explanatory survey through verificatively descriptive Research nature. The data collection method consists of observation, interview, and questionnaire-fof validity test, the writer uses the technique of split half. The analysis for data measurement uses correlation coefficience.The validity and reliability tests of the instruments show that the result is significant, meaning that all instruments are acceptable and thrust worthy. The statistical analysis using correlation coefficience reveals that the correlation between the leadership style and the work satisfaction is 0.425, while the correlation between compensation and work satisfaction of the officials is 0.530.The result of the hypotesis test shows that leadership style and compensation have significant correlation with the work satisfaction of the officials, both partially and simultanlously. Leadership style together with compensation correlates significantly with the work satisfaction of the officials of the Financial Bureau of the Ministry of Low and Human Right. Compensation has bigger individual corelation than leadership style with work satisfaction, meaning that the work satisfaction of the officials is triggered by compensation awarded by the Financial Bureau of the Ministry of Low and the Human Right."

"Skripsi ini membahas mengenai penerapan gaya kepemimpinan situasional oleh kepala perpustakaan universitas X. Perpustakaan sebagai lembaga pendidikan dan lembaga penyedia informasi akan memiliki kinerja yang baik apabila didukung dengan manajemen yang memadai, sehingga seluruh aktivitas lembaga akan mengarah para upaya pencapaian tujuan yang telah dicanangkan. Kepemimpinan dalam suatu lembaga akan menentukan bagaimana struktur, sistem dan budaya dipelihara dan diperkembangkan sehingga terjadi _gerak_ bersama untuk mencapai misi lembaga tersebut. Penelitian ini merupakan penelitian kualitatif. Dengan metode studi kasus akan didapat data yang bersifat proses kerja dan deskripsi yang luas dan mendalam. Penelitian ini menyarankan untuk meningkatkan komunikasi intensif pada komunikasi vertikal.

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This thesis discusses the application of situational leadership style by the head of the university library X. Libraries as educational institutions and information providers will have good performance if supported by adequate management, so that all activities of the institute will lead efforts to achieve the objectives that have been implemented. Leadership in an institution will determine how the structures, systems and culture are maintained and developed so that there motion to achieve the mission of these institutions. This research is a qualitative research. With case study methods to obtain data that are the work process and a broad description in depth. This research suggests to improve communication intensive vertical communication."

"Sekretariat Negara adalah lembaga pemerintah yang berada di bawah dan bertanggung jawab langsung pada Presiden. Untuk dapat melaksanakan tugas pokok dan fungsinya secara optimal perlu didukung oleh ketersediaan pegawai atau SDM yang memadai baik secara kualitas maupun kuantitas.Latar belakang dilakukannya penelitian ini adalah pentingnya fungsi perencanaan sumber daya manusia dalam menjamin ketersediaan pegawai yang sesuai dengan kebutuhan organisasi. Sementara itu, rumusan masalah yang akan dijawab dalam penelitian ini ialah: a. Bagaimanakah persepsi responden mengenai kondisi iklim organisasi, sistem informasi SDM dan perencanaan sumber daya manusia di Sekretariat Negara; b. Apakah terdapat hubungan antara iklim organisasi dan sistem informasi SDM, baik secara sendiri-sendiri maupun bersama-sama, dengan perencanaan sumber daya manusia.Metode penelitian yang digunakan adalah metode survey. Tujuannya yaitu melakukan explanatory research atau penelitian yang bermaksud menjelaskan hubungan kausal dan pengujian hipotesis. Selain itu digunakan pula metode deskriptif untuk menjelaskan kondisi secara umum masing-masing variabel penelitian. Populasi sebagai obyek penelitian adalah seluruh pegawai Sekretariat Negara yang berjumlah 758 orang dan secara struktural terdiri dari pejabat eselon dan non eselon (Staf). Jumlah responden sebagai sampel penelitian adalah 15% dari total populasi yaitu berjumlah 127 orang.Alat analisis yang digunakan dalam penelilian ini adalah analisis deskriptif dan analisis statistik dengan menggunakan bantuan program komputer SPSS (Statistical Package for the Social Sciences) versi 11.0. Dalam menentukan saran guna meningkatkan efektivitas perencanaan SDM didasarkan pada kondisi masing-masing variabel dan tingkat korelasi serta pengaruh antar variabel penelitian.Hasil penelitian menunjukan bahwa secara umum kondisi iklim organisasi, sistem informasi SDM dan perencanaan SDM di Sekretariat Negara cenderung kurang baik. Sementara itu, sifat hubungan antara variabel penelitian menunjukkan bahwa iklim organisasi dan sistem informasi SDM, baik secara sendiri-sendiri maupun bersama-sama, memiliki hubungan positif dan signifikan terhadap percncanaan SDM.Berdasarkan hasil penelitian tersebut, ada beberapa saran yang patut diperhatikan yaitu; Pertama membangun sistem informasi SDM Sekretariat Negara yang handal. Sistem tersebut didukung oleh sarana dan prasarana yang memadai yaitu SDM pelaksana, perangkat keras, perangkat lunak, teknologi yang diterapkan dan tingkat kapasitas organisasi pengelola sistem informasi SDM. Kedua, melakukan pembaharuan sistem kompensasi agar dirasakan adil bagi semua pegawai, sinkronisasi antara pekerjaan dengan job description, konsistensi pelaksanaan prosedur kerja Serta perlu dikembangkannya model keterlibatan pegawai dalam process decision making. Ketiga, pembenahan sistem rekrutmen pegawai dan memperbaiki pola pengembangan pegawai yang, berlandaskan prinsip-prinsip profesionalisme."

"Penelitian ini bertujuan untuk meneliti hubungan atau korelasi antara karakeristik pekerjaan, kepuasan kerja, pemberdayaan pegawai dengan kematangan pegawai pada Biro Umum Lembaga Penerbangan dan Antariksa Nasional. Variabel yang diteliti adalah karakteristik pekerjaan, kepuasan kerja, pemberdayaan pegawai sebagai variabel bebas dan kematangan pegawai sebagai variabel terikat.Metode yang digunakan adalah metode korelasional menggunakan LISREL, metode pengumpulan data adalah studi lapangan dengan menggunakan kuesioner. Sampel dalam penelitian ini sebanyak 64 responden dari populasi sebanyak 140 responden.Hasil penelitian menujukan bahwa terdapat hubungan yang positif dan signifikan antara karakteristik pekerjaan dengan kepuasan kerja, karakteristik pekerjaan dengan pemberdayaan pegawai, pemberdayaan pegawai dengan kepuasan kerja, pemberdayaan pegawai dengan kematangan pegawai di Biro Umum Lembaga Penerbangan dan Antariksa Nasional, serta terdapat pengaruh yang positif dan signifikan antara karakterstik pekerjaan, kepuasan kerja dan pemberdayaan pegawai dengan kematangan pegawai.Atas dasar hal tersebut diusulkan agar atasan lebih memberikan kesempatan kepada pegawai bawahan untuk selalu berpartisipasi dalam penunaian pekerjaan dan diberi kesempatan untuk meningkatkan kemampuan mereka sehingga pegawai atau staff akan merasa lebih berperan serta dan lebih mampu dalam penunaian tugas serta merasa ikut bertanggung jawab terhadap tercapaianya tujuan orgnisasi."

"Penelitian ini menganalisa tentang hubungan gaya kepemimpinan situasional Supervisor dengan kinerja karyawan bagian perawatan bangunan dan fasilitas PT Fajar Mekar Indah Area Gedung Bidakara. Penelitian ini adalah penelitian kuantitatif dengan pendekatan eksplanatif.Hasil dari penelitian ini menunjukkan bahwa gaya kepemimpinan situasional memiliki hubungan yang positif dengan kinerja karyawan, dimana bila gaya kepemimpinan situasional bertambah baik maka kinerja karyawan akan menjadi lebih baik dan sebaliknya.Penulis menyarankan Supervisor sebaiknya dapat menerapkan gaya kepemimpinan sesuai dengan tingkat kematangan karyawan. Dengan gaya kepemimpinan yang tepat diharapkan dapat meningkatkan kinerja karyawan yang sedang menurun.

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This research analyze for Correlation between the Situational Leadership Style of Supervisor with Employee's Performance of Maintenance Building and Facility Division PT. Fajar Mekar Indah Bidakara Tower. This research is explanative with quantitative approach.This research result is show that the situational leadership style of Supervisor has positive relationship with employee's performance, where if the situational leadership style of Supervisor is increase, so with employee's performance and vice versa.The writer suggests that Supervisor could apply leadership style appropriate with the situation. It's expected to improve employee?s performance which is in decline with exact leadership style."