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"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."

"Organization is a media to achieve an objective. For business organization, maximum profit is it?s main objective. Organization need human resources to run their activities and achieve their objectives. Leadership is a major determinance of organizational effectiveness.

Organization need a leader to control the employee?s activities. In business organization, leader is a key position to maintain a good relationship with the top, middle manager and also their subordinates. At Head Office PT CV Titipan Kilat in Jakarta, Customer Service Division is one of the divisions that has important role in achieving company?s vision. This Division is led by a Customer Service Chief. A Customer Service Chief motivates employees for having good motivation.

Therefore, in motivating emplyees, a Customer Service Chief applicates Situational Leadership Model. Indeed, there are problems in applicating that model. This case is caused by a few employees remain have bad performances. For knowing these problems, Customer Service Chief try to ask the causes o problems directly toward such employees. This way, at least a Customer Service Chief knows employee perception of applicated Situational Leadership Model.

This research is aimed to find out how the employee perception of Situational Leadership Model of Customer Service?s Chief at Head Office PT CV Titipan Kilat in Jakarta. Gibson, Ivancevich, and Donnelly explained that perception is cognitive process used to interpret something and understand its environment. From the result of research concerning employees toward leadership style, the obtained image shows that each employee has different perception to applied Situational LeadershipModel. This matter can be seen from the various most respondents who answer the same statement. Based of the theory used in studying style of this leadership is related at theory of Hersey and Blanchard, by using model of situational approach which based of relation among functional behavior, behavioral relation, and subordinate maturity level.

This research uses the approach of quantitative and survey technique. Collected data in this research is a quantitative data based on questioner to Customer Service Employees at PT CV Titipan Kilat. Analysis technique in this research use descriptive statistical analysis, which analyses data according to Tables of Frequency.

From these data, it can be concluded that the result of employee perceptions of telling leadership model is shown by low criteria percentage of 60.34%. Selling leadership model is shown by high criteria percentage of 73.77%, meanwhile another leader model, participating is shown by high criteria percentage of 69% and delegating leadership model is shown by low criteria percentage of 54.94%.

Aboved analysis can be concluded that the employee perceive Customer Service Chief at Head Office PT CV Titipan Kilat in Jakarta tend to use Selling Leadership Model. Therefore, Customer Service Chief in using Situational Leadership Model should anticipate the existing problems. Customer Service Chief should apply two way-communicating by much listening employess."

"Penelitian ini bertujuan untuk mengetahui tingkat kepuasan kerja, gaya kepemimpinan dan pengaruh gaya kepemimpinan terhadap kepuasan kerja pegawai pajak. Gaya kepemimpinan menggunakan full-range leadership yang terdiri dari kepemimpinan transformasional, transaksional, dan laissez-faire. Penelitian dilakukan di Kantor Pusat Direktorat Jenderal Pajak, dengan jumlah responden sebanyak 101 orang. Penelitian ini menggunakan metode analisis deskriptif, regresi linear berganda, dan general linear model multivariate. Hasil penelitian menunjukkan kepuasan kerja secara keseluruhan termasuk kategori tinggi sedangkan gaya kepemimpinan termasuk kategori sedang. Selain itu, hasil penelitian ini menunjukkan kepemimpinan laissez-faire berpengaruh negatif signifikan terhadap kepuasan kerja dan dimensi kepemimpinan idealized influence behavior dan contingent reward berpengaruh positif. Sedangkan dimensi kepemimpinan inspirational motivation dan individualized consideration berpengaruh negatif.;This study aims to determine the level of job satisfaction, leadership style and influence of leadership style towards job satisfaction tax employees. Leadership style using full-range leadership consisting of transformational leadership, transactional, and laissez-faire. The study was conducted in Directorate General of Tax Headquarter, the number of respondents were 101 people. This study uses descriptive analysis, multiple linear regression, and general linear model multivariate. The results showed overall job satisfaction were high category while leadership styles including medium category. In addition, the results of this study found that laissez-faire leadership has significant negative influence towards job satisfaction and leadership dimensions of idealized influence behavior and contingent reward have positive effect. While the leadership dimensions of inspirational motivation and individualized consideration have negative effect.;This study aims to determine the level of job satisfaction, leadership style and influence of leadership style towards job satisfaction tax employees. Leadership style using full-range leadership consisting of transformational leadership, transactional, and laissez-faire. The study was conducted in Directorate General of Tax Headquarter, the number of respondents were 101 people. This study uses descriptive analysis, multiple linear regression, and general linear model multivariate. The results showed overall job satisfaction were high category while leadership styles including medium category. In addition, the results of this study found that laissez-faire leadership has significant negative influence towards job satisfaction and leadership dimensions of idealized influence behavior and contingent reward have positive effect. While the leadership dimensions of inspirational motivation and individualized consideration have negative effect."

"Skripsi ini membahas tentang pengaruh kepemimpinan, motivasi dan lingkungan kerja di PT. KAI DAOP 1 Jakarta terhadap kinerja yang ada di sana. Skripsi ini merupakan skripsi kuantitatif dengan sampel se banyak 50 orang karyawan PT. KAI DAOP 1 akarta. Hasil penelitian menjelaskan bahwa kepemimpinan, motivasi dan dan lingkungan kerja mempunyai pengaruh signifikan terhadap kinerja karyawan baik secara simultan ataupun parsial. Hasil skripsi menyarankan bahwa pihak manajemen PT. Kereta Api Indonesia (Persero) Daerah Operasi 1 Jakarta sebaiknya mampu menerapkan berbagai kebijakan berkaitan dengan kepemimpinan, motivasi dan lingkungan kerja yang membuat kinerja mereka meningkat."

"Penelitian ini bertujuan untuk mengetahui hubungan antara motivasi kerja dengan komitmen keorganisasian karyawan tetap PT Telkomsel dengan menggunakan teori motivasi kerja menurut Herzberg yang meliputi dimensi intrinsik (motivator) dan ekstrinsik (hygiene), sedangkan variabel komitmen keorganisasian menggunakan teori Allen dan Meyer yaitu affective commitment, continuance commitment, dan normative commitment. Sampel yang digunakan dalam penelitian ini adalah karyawan tetap Kantor Pusat PT Telkomsel, Jakarta.Penelitian ini menggunakan pendekatan kuantitatif dengan melibatkan 156 karyawan tetap kantor pusat PT Telkomsel dengan karakteristik telah bekerja minimal 1 tahun. Uji validitas dalam penelitian ini menggunakan KMO Bartlett dan uji reliabilitas menggunakan alpha cronbach, sedangkan teknik analisis yang digunakan yaitu korelasi rank spearman.Dari hasil penelitian ini diketahui bahwa variabel motivasi kerja memiliki korelasi positif dengan variabel komitmen keorganisasian, dimana nilai hubungan tersebut sebesar 0.591, artinya motivasi kerja memiliki hubungan yang cukup kuat dengan komitmen keorganisasian para karyawan tetap Kantor Pusat PT Telkomsel.

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This study aims to determine the relationship between motivation to work with the organizational commitment of employees of PT Telkomsel that use the Herzberg's theory of work motivation which includes the dimensions of the intrinsic (motivators) and extrinsic (hygiene), while the variable organizational commitment using Allen and Meyer's theory is affective commitment, continuance commitment, and normative commitment. The samples used in this study are permanent employees at Head Office of PT Telkomsel, Jakarta.

This study uses a quantitative approach, involving 156 permanent employees of PT Telkomsel who has worked at least 1 year. Validity in this study using the KMO and Bartlett and test of reliability using Cronbach alpha, whereas the analytical techniques used rank spearman correlation.

From the results of this research note that the variable of work motivation has a positive correlation with organizational commitment variables, where the value of that relationship for 0591, it means that motivation has a strong enough relationship with organizational commitment of permanent employees at Head Office of PT Telkomsel."

"Kebutuhan mengembangkan gaya kepemimpinan yang lebih baik menjadi semakin penting disetiap organisasi. Tujuan dari penelitian ini adalah untuk mengamati apakah terdapat pengaruh gaya kepemimpinan pimpinan transformasional dan transaksional terhadap kinerja karyawan Divisi Sentra Operasi (STO) Bank BRI Kantor Pusat Jakarta yang termasuk dalam perusahaan perbankan. Penelitian ini menggunakan metode kuantitatif yangbersifat eksplanatif. Untuk mengetahui seberapa besar pengaruh variabel bebas, penelitian ini menggunakan analisis regresi linier berganda. Gaya kepemimpinan transformasional dan transaksional secara bersamaan memiliki pengaruh signifikan terhadap kinerja karyawan.

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The need to develop better leadership style is becomingin creasingly important in every organization. The purpose of this study was to as certain whether there is influence the leadership style of transactional and transformational leadership on the performance of employees of Operational Division (STO) BRI Head Office Jakarta Initiative is included in the corporate banking.This study uses quantitative methods that are explanative. To find out how big the influence of independent variables, this study used a multiple linear regression analysis. Transactional and transformational leadership styles at the sametime have a significant influence on employee performance."

"PT. INDOGRANIT TUNGGAL PERKASA adalah perusahaan yang bergerak di bidang Granit dan Marble Product. Adapun mist perusahaan adalah memberikan nilai Iebih pada karya seni tinggi. Nilai karya ini akan memberikan nilai kepuasan dari sentuhan kesempurnaan dan kemewahan yang abadi. Nilai kepuasan ini didapat melalui usaha peningkatan kinerja. Peningkatan Kinerja dipengaruhi beberapa factor seperti kondisi kerja, fasilitas, Lingkungan, kompensasi, Motivasi dan Gaya Kepemimpinan. Penelitian ini tentang pengaruh Gaya Kepemimpinan dan Motivasi terhadap Kinerja yang dilatarbelakangi oleh pentingnya penerapan Motivasi dan Gaya Kepemimpinan di dalam perusahaan_ Gaya Kepemimpinan menyangkut pola perilaku pimpinan dalam menggerakkan bawahan untuk pencapaian tujuan. Gaya kepemimpinan tidak lepas dari pengaruh situasi dan kondisi dan bersifat insidental. Sedangkan motivasi menyangkut pemberian umpan balik baik yang bersifat materil maupun non materil seperti promosi, jaminan karir, situasi kerja dan gaji termasuk pemberian penghargaan sesuai dengan tingkat perubahan yang ditunjukkan karyawan sehingga dapat meningkatkan kinerja. Populasi dalam penelitian ini adalah seluruh karyawan yang berjumlah 200 orang dari berbagai staff sentra produksi seperti Quality Assurance, Factory Manager, Marketing Manager, HRD Manager, Personnel & GA Manager dan Accounting & Finance manager. Adapun jumlah responden sebagai sample sebanyak 60 orang dengan teknik pengambilan sample "Proporsional Random Sampling". Hal ini dilakukan untuk memberikan kesempatan yang sama kepada karyawan sebagai responden penelitian. Adapun pengumpulan data dilakukan melalui berbagai teknik antara lain observasi, kepustakaan dan Kuesioner melalui penyebaran angket model Skala Likert. Teknik analisis yang digunakan dalam penelitian ini adalah analisis Non Parametrik yaitu Korelasi Spearman dan Korelasi Partial dengan menggunakan Program SPSS (Statistical Product for Service Solution). Analisis ini digunakan untuk melihat beberapa hal antara lain :1. Apakah gaya kepemimpinan memiliki pengaruh signifikan terhadap kinerja.2. Apakah motivasi kerja memiliki pengaruh signifikan terhadap kinerja.3. Apakah gaya kepemimpinan dan motivasi kerja secara bersama-sama memiliki pengaruh signifikan terhadap kinerja.Hasil penelitian melalui pengujian analisis statistik menunjukkan bahwa secara umum gaya kepemimpinan dan motivasi secara bersama-sama maupun masing-masing memiliki pengaruh yang signifikan terhadap kinerja dan dapat digolongkan tinggi. Selain itu, berdasarkan pengujian Deskripsi Data diperoleh frekuensi relative dengan skor sedang dan lebih banyak di atas rata-rata (Mean). Selain itu, melalui pengujian korelasi Partial diperoleh bahwa Kinerja lebih banyak dipengaruhi Motivasi dibandingkan Gaya Kepemimpinan. Ini menunjukkan bahwa peningkatan kinerja lebih besar dipengaruhi oleh motivasi dibandingkan dengan penerapan model Gaya kepemimpinan Situasional. Berdasarkan hasil penelitian yang telah dilakukan, maka beberapa saran yang perlu diperhatikan, yaitu : Pertama; perlu diterapkan system motivasi yang dapat meningkatkan kinerja. Hal ini karena sebagian besar karyawan lebih memprioritaskan pemberian motivasi dibandingkan gaya kepemimpinan., Kedua : Perlu ditingkatkan kembali strategi untuk mendorong kinerja baik dilihat dari sisi penerapan motivasi maupun gaya kepemimpinan secara simultan. Ini karena kedua variabel tersebut memiliki pengaruh yang signifikan baik sendiri-sendiri maupun secara bersama-sama. Pendekatan Penerapan ini dapat dilakukan melalui pendekatan kelompok maupun perorangan. Hal ini dapat dilihat dari hasil penelitian yang dikatagorikan pada klasifikasi tinggi, Ketiga : Perusahaan harus memperhatikan factor lain selain motivasi dan gaya kepemimpinan. Hal ini didasarkan hasil penelitian yang menunjukkan bahwa pengaruh yang diakibatkan perilaku motivasi maupun gaya kepemimpinan dikatagorikan tinggi sehingga memungkin adanya factor lain. Sebagai tidak lanjut penelitian ini, peneliti mengharapkan adanya penelitian yang sama dengan kancah berbeda dan jumlah sample lebih besar maupun penelitian dengan menambahkan variabel lain sebagai variabel bebas maupun kontrol. Dengan cara tersebut diharapkan dapat ditarik suatu generalisasi yang lebih luas dan signifikan sehingga dapat dijadikan referensi ilmiah secara memadai dan lengkap."