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ANALISIS KASUS:KEPEMIMPINAN
Eric Pradana     09610071
Aldy Rostyawan   09610072
Dwi Yoni C.N     09610081
Suryadi Rahman   08610006
Agus Heriyanto   09610257
TEORI KEPEMIMPINAN SITUASIONAL
HERSEY & BLANCHARD
PROFIL KUSUMA TENTANG GAYA
KEPEMIMPINANNYA

                    Harapan perusahaan
 O
 r
 i                                  Posisi manajer umum
 e
 n
 t
 a
 s
 i
                                         Karakteristik bawahan
 h
 u
 b
 u                                 Gaya kepemimpinan
 n
 g
 a
 n
      Orientasi tugas
GAYA KEPEMIMPINAN KUSUMA DKK
SEBAGAI MANAJER OPERASIONAL
-   High task and low relationship (daerah 1)



    O
    r
    i
    e
    n
    t
    a
    s
                                            Daerah 1
    i

    h
    u
    b
    u                                Gaya kepemimpinan
    n
    g
    a
    n
           Orientasi tugas
FAKTOR LINGKUNGAN/KEMATANGAN
BAWAHAN BAGIAN OPERASIONAL

- Unable and unwilling or insecure (daerah 1)



 O
 r
 i
 e
 n
 t
 a
 s                                  Daerah kematangan
 i
                                        karyawan
 h
 u
 b
 u
 n
 g
 a
 n
         Orientasi tugas
IDENTIFIKASI GAYA KEPEMIMPINAN YANG
DI BUTUHKAN MANAJER UMUM

-High task and high relationship (daerah 2)



 O
 r                                   Daerah 2
 i
 e
 n
 t
 a                                  Manajer umum
 s
 i

 h
 u
 b
 u
 n
 g
 a
 n
         Orientasi tugas
FAKTOR LINGKUNGAN/KEMATANGAN
BAWAHAN BAGIAN UMUM

- Unable but willing or confident (daerah 2)



 O
 r
 i
 e
 n
 t                                     Faktor kematangan pada
 a                                          bagian umum
 s
 i

 h
 u
 b
 u
 n
 g
 a
 n
          Orientasi tugas
ANALISA GAYA KEPEMIMPINAN YANG
IDEAL
             bawahan
 O
 r
 i
 e
 n
 t                        manajer
 a
 s
 i

 h
 u
                                Gaya
 b                        kepemimpinan ideal
 u
 n
 g
 a
 n
        Orientasi tugas
PERMASALAHAN YANG TERJADI
-   Akan terjadi miskomunikasi antara manajer
    umum dan bawahannya

~ Adanya hubungan yang rendah (gaya
  kepemimpinan daerah 1 tabel hersey –
  blanchard)
CARA MERUBAH GAYA KEPEMIMPINAN
KUSUMA

-   Gaya kepemimpinan awal kusuma tidak cocok
    untuk posisi manajer umum.
   Membangun kepercayaan antar manajer –
    bawahan
   Harus bisa memotivasi bawahan untuk bekerja
    lebih baik
-   Dampak ketika kusuma mengubah gaya
    kepemimpinannya
   Lebih berani menyerahkan tugas penting pada
    bawahan
   Kepercayaan antar manajer – bawahan
    meningkat
   Lebih mengenali kemampuan bawahannya

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Analisis kasus gaya kepemimpinan

  • 1. ANALISIS KASUS:KEPEMIMPINAN Eric Pradana 09610071 Aldy Rostyawan 09610072 Dwi Yoni C.N 09610081 Suryadi Rahman 08610006 Agus Heriyanto 09610257
  • 3. PROFIL KUSUMA TENTANG GAYA KEPEMIMPINANNYA Harapan perusahaan O r i Posisi manajer umum e n t a s i Karakteristik bawahan h u b u Gaya kepemimpinan n g a n Orientasi tugas
  • 4. GAYA KEPEMIMPINAN KUSUMA DKK SEBAGAI MANAJER OPERASIONAL - High task and low relationship (daerah 1) O r i e n t a s Daerah 1 i h u b u Gaya kepemimpinan n g a n Orientasi tugas
  • 5. FAKTOR LINGKUNGAN/KEMATANGAN BAWAHAN BAGIAN OPERASIONAL - Unable and unwilling or insecure (daerah 1) O r i e n t a s Daerah kematangan i karyawan h u b u n g a n Orientasi tugas
  • 6. IDENTIFIKASI GAYA KEPEMIMPINAN YANG DI BUTUHKAN MANAJER UMUM -High task and high relationship (daerah 2) O r Daerah 2 i e n t a Manajer umum s i h u b u n g a n Orientasi tugas
  • 7. FAKTOR LINGKUNGAN/KEMATANGAN BAWAHAN BAGIAN UMUM - Unable but willing or confident (daerah 2) O r i e n t Faktor kematangan pada a bagian umum s i h u b u n g a n Orientasi tugas
  • 8. ANALISA GAYA KEPEMIMPINAN YANG IDEAL bawahan O r i e n t manajer a s i h u Gaya b kepemimpinan ideal u n g a n Orientasi tugas
  • 9. PERMASALAHAN YANG TERJADI - Akan terjadi miskomunikasi antara manajer umum dan bawahannya ~ Adanya hubungan yang rendah (gaya kepemimpinan daerah 1 tabel hersey – blanchard)
  • 10. CARA MERUBAH GAYA KEPEMIMPINAN KUSUMA - Gaya kepemimpinan awal kusuma tidak cocok untuk posisi manajer umum.  Membangun kepercayaan antar manajer – bawahan  Harus bisa memotivasi bawahan untuk bekerja lebih baik
  • 11. - Dampak ketika kusuma mengubah gaya kepemimpinannya  Lebih berani menyerahkan tugas penting pada bawahan  Kepercayaan antar manajer – bawahan meningkat  Lebih mengenali kemampuan bawahannya