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Abstrak :
This writing, as a final assignment will discuss about the emp1oyec’s performance of Autocustom XYZ Ltd. The company had a unique characteristic of employee. Their working principle is like an artist, as described in the job description; they cannot be too restricted, but they are also need to be well managed. The oompany’s characteristic is also not well structured, because they still do not have any clear prospective which can create a standard for the employees. This may leads to conflicts and work goals loss target. One ofthe efforts to overcome this situation is to train the employee in building an effective team. Team building training is expectably can lead to emp1oyee’s awareness about the impoitance of an effective teamwork. The awareness mentioned is to build eohesiveness, which is one of many criteria of an effective team. Thus, a specialized team building training is formed using Appreciative Inquiry (Al) approaching. This training covers cognitive, affective, and psychomotor area including the 4D model from AI (discovery, dreams, design, and destiny) as a step to build a positive attitude so it may leads to the emp1oyee’s awareness about the effective teamwork and can create optimum efforts. An advantage for Autocustom XYZ Ltd. 'fiom this writing is well expected, and for other fellow student who in practice, willing to create a team building using appreciative inquiry approaching.

Abstrak :
[Penelitian ini bertujuan untuk menguji hubungan antara Servant Leadership dan Team Effectiveness pada Kepala Seksi dan Kepala Ruangan di Rumah Sakit X Penelitian tersebut didasari pertimbangan bahwa masih ada kesenjangan Kompetensi Kepemimpinan Kelompok pada Kepala Seksi dan Kepala Ruangan di Rumah Sakit X serta belum tercapainya target kinerja pada semua unit kerja . Hasil penelitian menunjukkan bahwa terdapat hubungan positif yang signifikan antara Servant Leadership dan Team Effectiveness ( r = 0,64 dan p lebih kecil dari 0,05). Responden dalam penelitian ini sebanyak tujuh puluh orang, mereka merupakan bawahan dari Kepala Seksi dan Kepala Ruangan. Alat ukur yang digunakan dalam penelitian ini adalah Servant Leadership Questionnare (SLQ) yang diadaptasi dari Barbuto & Wheeler (2006) dan Team Effectiveness Questionnare (TEQ) dari Larson & LaFasto (1989). Berdasarkan hasil penelitian tersebut, peneliti mengusulkan program intervensi untuk meningkatkan Servant Leadership melalui Pelatihan Coaching dan Servant Leadership kepada manajer sebagai atasan dari Kepala Seksi dan Kepala Ruangan di Rumah Sakit X. Hasil pelatihan diharapkan dapat meningkatkan kemampuan Coaching dan perilaku Servant Leadership atau kepemimpinan yang melayani bagi para manajer. Selanjutnya para manajer diharapkan mampu melakukan Coaching kepada Kepala Seksi dan Kepala Ruangan, terutama dalam menerapkan kepemimpinan yang melayani sehingga efektivitas tim akan meningkat.;The purpose of this research is to examine the relationship between Servant Leadership and Team Effectiveness on Section Heads and Heads of Nurses in Hospital X. This research is based on the fact that there is a gap in leadership competencies cluster on Section Heads and Heads of Nurses as well as unachieved performance target in all units. This research shows that Servant Leadership is significantly related to Team Effectiveness (r=0,64, p<0,05). Data collected from 70 respondents, they are subordinate of the Section Heads and Heads of Nurses. Instruments used in this research are Servant Leadership Questionnaire (SLQ), adapted from Barbuto & Wheeler (2006) and Team Effectiveness Questionnaire (TEQ), by Larson & LaFasto (1989). Based on this finding, researcher proposes an intervention program to enhance Servant Leadership through Coaching and Servant Leadership Training to the managers as the superior of the Section Heads and Heads of Nurses. These training results are expected to enhance the managers’ ability in coaching and in displaying behaviors that reflect Servant Leadership. Furthermore, managers are expected to coach the Section Heads and Heads of Nurses, especially in implementing the servant leadership which will ultimately improve the team effectiveness, The purpose of this research is to examine the relationship between Servant Leadership and Team Effectiveness on Section Heads and Heads of Nurses in Hospital X. This research is based on the fact that there is a gap in leadership competencies cluster on Section Heads and Heads of Nurses as well as unachieved performance target in all units. This research shows that Servant Leadership is significantly related to Team Effectiveness (r=0,64, p<0,05). Data collected from 70 respondents, they are subordinate of the Section Heads and Heads of Nurses. Instruments used in this research are Servant Leadership Questionnaire (SLQ), adapted from Barbuto & Wheeler (2006) and Team Effectiveness Questionnaire (TEQ), by Larson & LaFasto (1989). Based on this finding, researcher proposes an intervention program to enhance Servant Leadership through Coaching and Servant Leadership Training to the managers as the superior of the Section Heads and Heads of Nurses. These training results are expected to enhance the managers’ ability in coaching and in displaying behaviors that reflect Servant Leadership. Furthermore, managers are expected to coach the Section Heads and Heads of Nurses, especially in implementing the servant leadership which will ultimately improve the team effectiveness]

Abstrak :
Penelitian ini dilakukan untuk melihat efektivitas program pelatihan kepemimpinan LMX untuk meningkatkan keefektifan tim pada pelaut di PT. X. Penelitian ini menggunakan tipe penelitian applied research dengan jumlah partisipan penelitian sebanyak 56 pelaut di PT. X. Alat ukur yang digunakan dalam penelitian ini adalah adaptasi alat ukur five functional team 5FT Lencioni, 2005 dengan nilai koefisien alpha ? sebesar 0.838 dan alat ukur leader-member exchange multidimentionality measurement LMX-MDM Liden Maslyn, 1998 dengan nilai koefisien alpha ? sebesar 0.794. Peneliti menggunakan uji korelasi Pearson untuk mengetahui hubungan antara kedua variabel tersebut dan uji paired sample t-test untuk melihat perbedaan signifikansi dari skor pre test dan post test materi intervensi yang diberikan. Hasil menunjukkan bahwa terdapat hubungan positif yang signifikan antara leader-member exchange dengan keefektifan tim r = 0.57, p < 0.05, signifikan . Hal tersebut menunjukkan bahwa dengan semakin meningkatnya leader-member exchange para pelaut maka keefektifan tim mereka akan semakin tinggi. Selain itu juga terdapat perbedaan skor pre test dan post test materi intervensi yang signifikan t = -3.87, p < 0.05, signifikan sebelum dan sesudah intervensi pelatihan kepemimpinan LMX. Hasil analisis tersebut menunjukkan bahwa pelatihan kepemimpinan LMX dapat meningkatkan pemahaman para pelaut terhadap materi intervensi. ......The study was conducted to see the effectiveness of LMX leadership training programs to enhance team effectiveness of seafarer in PT. X. This study used applied research studies with 56 seafarers as the participants. The research that was used five functional team measurement 5FT Lencioni, 2005 with coefficient alpha score 0.838 and leader member exchange multidimentional measurement LMX MDM Liden Maslyn, 1998 with coefficient alpha score 0.794. The Pearson correlation technique was used to determine the relationship between two variables and the paired sample t test was used to see the significance differences from pre and post test scores of the given intervention materials. The results showed a significant and positive relationship between leader member exchange and team effectiveness r 0.57, p 0.05, significant. It showed that with increasing leader member exchange so seafarers team effectiveness will be increase. In addition, there were significant differences from pre and post test scores t 3.87, p 0.05, significant of interventions material before and after the intervention of LMX leadership training. The analysis results showed that LMX leadership training can enhance the understanding of the seafarers of the intervention materials.

Abstrak :
ABSTRAK
Penelitian ini bertujuan untuk menguji pengaruh supervisory orientation terhadap team effectiveness dengan knowledge sharing sebagai variabel mediasi. Variabel Supervisory Orientation diukur menggunakan 3 dimensi yaitu, end result orientation, activity orientation, dan capability orientation. Selanjutnya, variabel team effectiveness diukur menggunakan 6 dimensi yaitu, thrust, trust, talent, teaming skills, task skills, dan external. Kemudian, variabel knowledge sharing diukur dengan menggunakan 14 indikator. Penelitian ini menggunakan pendekatan kuantitatif. Teknik pengumpulan data yang digunakan adalah survei, data dikumpulkan dengan menyebarkan kuesioner kepada 124 pekerja non-managerial kantor pusat PT. Pertamina (Persero). Teknik analisis yang digunakan dalam penelitian ini adalah path analysis. Hasil penelitian ini menunjukkan bahwa dengan dimediasi knowledge sharing, supervisory orientation memberikan pengaruh positif dan signifikan terhadap team effectiveness.

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ABSTRACT
This study aims to examine the effect of supervisory orientation on team effectiveness with knowledge sharing as a mediating variable. The supervisory orientation variable is measured by using three dimensions namely, end result orientation, activity orientation, and capability orientation. Furthermore, the team effectiveness variable is measured by using the six dimensions namely, thrust, trust, talent, teaming skills, task skills, and external. Then, knowledge sharing variable is measured by using 14 indicators. This study used a quantitative approach. The data collection technique used was a survey. The data was collected by distributing questionnaires to 124 non-managerial workers at PT. Pertamina (Persero). The analysis technique used in this study was path analysis. The result of this study indicates that with knowledge sharing, supervisory orientation has a positive and significant influence on team effectiveness.

Abstrak :
Penelitan ini bertujuan untuk mengetahui pengaruh team effectiveness terhadap kesiapan karyawan untuk berubah di PT. X. Tipe penelitian action research dengan responden sebanyak 73 karyawan. Alat ukur adalah adaptasi The Readiness for Change Scale (Hanpacern, 1997) dan Team Effectiveness Lencioni, 2005). Hasil perhitungan uji regresi linear menunjukan nilai R2 = 0,359 (p<0.05) yang berarti teamwork mempengaruhi kesiapan karyawan untuk berubah sebesar 35,9%. Intervensi berupa pelatihan teamwork dirancang untuk meningkatkan teamwork dan kesiapan karyawan untuk berubah. Hasil perhitungan efek intervensi menunjukan signifikansi perbedaan sebelum dan sesudah intervensi pada teamwork dan kesiapan karyawan untuk berubah dengan Uji T atau T-Test; diperoleh nilai T untuk team effectiveness sebesar -0,968 (p>0,05) dan untuk kesiapan untuk berubah sebesar -1,911 (p>0.05). Hal ini berarti tidak terdapat peningkatan skor secara signifikan pada team effectiveness dan kesiapan untuk berubah setelah diberikan intervensi berupa pelatihan teamwork. Dengan demikian, pelatihan teamwork belum mampu meningkatkan team effectiveness dan kesiapan karyawan untuk berubah pada peserta pelatihan. ......This research aims to determine the effect of team efeectiveness to the employeee readiness for change. The design of this study is action research study by number of study participants as many as 73 employees. Measuring instruments used is a measure of adaptation The Readiness for Change Scale (Hanpachern, 1997) and Team Effectivenss (Lencioni, 2005). The result of calculations using linear regression showed R2=0,359 (p<0.05), which means team effectiveness affects individual readiness for change at 35,9%. Therefore, the intervention made in the study was design to increase team effectiveness training and individual readiness for change. The intervention team work training. Intervention effects was measured by comparing the pre-test and post-test measurements. The result of test of significance differences in the calculation of pre-test and post-test team effectiveness and employee readiness for change using a T-Test. The T value obtained for team effectiveness is -0,968 (p>0,05) and the value of employee readiness for change is -1,911 (p>0,05). This means there is no significantly scores increased in team effectiveness and employee readiness for change after the intervention. The result of this analysis indicate that a given intervention teamwork training can not improve team effectiveness and employee readiness for change.

Abstrak :
Proyek EPC (Engineering-Procurement-Construction) pembangkit listrik memiliki kompleksitas yang tinggi untuk mencapai keberhasilan proyek (biaya, mutu, waktu). Penelitian ini bertujuan untuk mengidentifikasi faktor-faktor efektivitas tim yang secara langsung atau tidak langsung secara signifikan mempengaruhi keberhasilan proyek EPC pembangkit listrik. Faktor efektivitas tim diidentifikasi menggunakan SLR (systematic literature review) berdasarkan jurnal manajemen proyek. Setelah itu dilakukan metode Delphi untuk menganalisis relevansi dan dampak dari faktor-faktor tersebut pada keberhasilan proyek. Kami menemukan 28 faktor dan urutan pengaruhnya. Selanjutnya kami menilai proyek EPC pembangkit listrik di Sulawesi Indonesia berdasarkan tingkat penerapan, kepentingan, dan frekuensi masalah dengan melakukan kuesioner dan diskusi kelompok. Analisis Fishbone Diagram digunakan untuk menyelidiki akar permasalahan dan mencari perbaikan atau solusi. Empat faktor dianggap perlu perbaikan lebih lanjut: rasa hormat (respect); metode pengadaan/kontrak yang efektif (efficacy of procurement method and contract); komunikasi (communication); dan pengambilan keputusan (decision making). Hal penting dari studi adalah berfokus pada proyek EPC pembangkit listrik di Indonesia dan ini memberikan pengetahuan bagi manajer proyek dan anggota untuk menciptakan tim yang efektif untuk keberhasilan proyek. Akhirnya, penelitian ini memberikan indikator referensi untuk membentuk tim proyek yang efektif. ......EPC (Engineering-Procurement-Construction) power plant projects have a high complexity to achieve project success (i.e., cost, quality, and time). This study aims to identify factors of team effectiveness that significantly affect the successful outcomes of the EPC power plant project either directly or indirectly. SLR (systematic literature review) based on project management journals is applied to identify the factors of team effectiveness. Delphi method is utilized to analyze their relevance and impacts on the project’s success. We reveal twenty-eight factors and their impacts. Subsequently, we assess an EPC power plant project according to their implementation, importance, and frequency of problems by conducting a survey and a focus group discussion. Fishbone diagrams are employed to investigate the root causes and to seek improvements or solutions. Four factors are discovered and deemed to improve: respect, efficacy of procurement method and contracts, communication, and decision-making. The important point of the study is that it focuses on the EPC power plant project in Indonesia and this provides knowledge for project managers and members to create an effective team for project success. Finally, the study provides reference indicators for forming an effective project team.

Abstrak :
Penelitian ini bertujuan untuk mengetahui penurunan efektivitas pada unit SPI PT KBN. Tipe penelitian action research dengan responden sebanyak 21 pegawai. Alat ukur adalah adaptasi Kepuasan Kerja, Iklim Organisasi dan Pengembangan Karier. Intervensi manajemen SDM berupa perencanaan dan pengembangan pegawai dirancang untuk meningkatkan efektivitas unit SPI. Diharapkan intervensi yang dilakukan mampu meningkatkan efektivitas unit SPI yang secara tidak langsung meningkatkan efektivitas organisasi di PT KBN. ......This study aims to determine the declining of the effectiveness that occurred on the SPI unit PT KBN. Type of action research studies with respondents were 21 employees. Measuring instruments are adaptations Job Satisfaction, and Organizational Climate Questionnaire. Intervention in the form of human resource management and employee development plan designed to improve the effectiveness of SPI unit. Intervention is expected to improve the effectiveness of SPI unit that does not directly improve organizational effectiveness in PT KBN.

Abstrak :
Inovasi 'New to the World' memerlukan tim yang efektif dengan indikator hadirnya team innovation capability. Tesis ini mengidentifikasi persepsi anggota dan pemangku kepentingan sebuah tim strategis di sebuah organisasi project management atas pengaruh 1) komposisi, konteks dan proses tim, 2) kompetensi teknis, 3) team learning dan 4) iklim intrapreneurship terhadap efektivitas tim untuk menciptakan dan meningkatkan team innovation capability dalam berinovasi mengembangkan sebuah sistem perbaikan proses kerja yang belum pernah diciptakan sebelumnya. Hasil penelitian menunjukkan keempat aspek dipersepsikan berpengaruh positif terhadap efektivitas tim. Pada tim yang diteliti, peran dan kompetensi anggota tim merupakan faktor yang paling mendesak untuk ditingkatkan. Tesis ini menyarankan program intervensi pada revitalisasi peran dan peningkatan kompetensi anggota untuk meningkatkan innovation capability pada tim yang diteliti. ...... 'New to the World' innovations require effective teams which is indicated by a team innovation capability. This thesis identifies the perception of a strategic team members and its stakeholders in a project management organization which has an effect on 1) team composition, context and process, 2) technical competence, 3) team learning and 4) organization intrapreneurship climate to this team's effectiveness on creating and improving team innovation capability to manage an innovation project of process improvement system development. Findings proved that the four aspects have positive effects on the team effectiveness. In particular, the targeted team purpose and members? competency have the top priorities to be improved in order to result in the team effectiveness. This thesis proposes an intervention program on purpose revitalization and competency improvement to increase the investigated team innovation capability.

Abstrak :
Proyek konstruksi adalah hasil kerja tim dari berbagai latar belakang berbeda. Tim Proyek yang efektif adalah salah satu syarat kinerja optimal dari proyek. Penelitian difokuskan pada Efektivitas Tim sebagai variabel pengaruh kepada Kinerja Biaya Proyek. Studi ini mengambil sampel Gedung Bertingkat dan dicari korelasinya antar Efektivitas dan Kinerja Biaya. Skripsi ini mendapatkan bahwa ada korelasi antara efektivitas tim proyek dengan kinerja biaya pada konstruksi gedung bertingkat. Ditemukan bahwa Tujuan Tim dan Lingkungan Tim memiliki pengaruh terhadap besar kinerja biaya. ...... Construction Project is a product of teamwork from different backgrounds. One of prerequsitions of successful project is having an effective project team. Research is focused into Team Effectiveness as influence factor to Project Cost Performance. This Study took High-Rise Building Construction as sample to find correlation between Effectiveness and Cost Performance. Research in this paper concludes that correlation exists between Effectiveness and Cost Performance. It also finds that Team Goals and Objectives and Team Environment has influence to Cost Performance amount.

Abstrak :
Laporan magang ini membahas evaluasi atas praktik analisis kondisi dan potensi bisnis yang dilakukan PT Konsultan. Selain itu, laporan magang ini juga mengevaluasi efektivitas manajemen tim dan pemangku kepentingan yang dilakukan PT Konsultan selama mengerjakan proyek. Adapun kerangka evaluasi yang digunakan adalah teori problem solving dari Childress & Marietta (2017), analisis eksternal dan analisis SWOT dari David & David (2017), gap analysis dari Kim & Ji (2018), efektivitas manajemen tim dari Robbins & Judge (2017), dan teori manajemen pemangku kepentingan dari Schwalbe (2016). Hasil evaluasi menunjukan bahwa praktik analisis eksternal, internal, dan SWOT pada PT Konsultan telah sesuai dengan kerangka evaluasi yang digunakan. Terdapat sedikit perbedaan pada praktik problem solving yang digunakan PT Konsultan, namun praktik tersebut dapat diterima sesuai dengan perannya sebagai advisor dari proyek yang dijalankan. Untuk manajemen tim dan pemangku kepentingan, PT Konsultan juga telah mempraktikannya secara efektif. Selain itu, laporan magang ini juga membahas refleksi diri selama mengikuti kegiatan magang di PT Konsultan. Bagian ini meliputi deskripsi terkait pengalaman-pengalaman yang berharga, evaluasi, analisis, dan tindak lanjut dari refleksi diri tersebut. ......This internship report discusses the evaluation of the practice of analyzing business conditions and potential by PT Konsultan. In addition, this internship report also evaluates the effectiveness of the team and stakeholder management carried out by PT Konsultan while working on the project. The evaluation frameworks used are the problem-solving theory from Childress & Marietta (2017), external analysis and SWOT analysis from David & David (2017), gap analysis from Kim & Ji (2018), team management effectiveness from Robbins & Judge (2017), and stakeholder management theory from Schwalbe (2016). The evaluation results show that the external, internal, and SWOT analysis practice at PT Konsultan is in accordance with the evaluation framework used. There is a slight difference in the problem-solving practices used by PT Konsultan, but these practices are acceptable according to their role as advisors for the project being carried out. For team and stakeholder management, PT Konsultan has also practiced it effectively. In addition, this internship report also discusses self-reflection while participating in internship activities at PT Konsultan. This section includes descriptions of valuable experiences, evaluations, analyses, and follow-ups of these self-reflections.