Nama : Reynaldi Wisnu Murty

Nim : 2101704180

Kelas : LC21

TUGAS GSLC LEADERSHIP & MANAGING HUMAN CAPITAL IN

ORRGANIZATION

Attarchment-1

1. Attribute theory:
This theory was proposed by Conger and Kanugo in 1987 based on the assumption that
charisma is a Attribute. According to this the flower Attributes the charismatic quality of
leaders which is detetmined by leaders behaviour and expertise. Leaders who appael to
followers values or ideals emotionally are likely to be viewed extraordinary. The leaders
who take unconventional action tend to impress their followers.

2. Shamir, House, and Arthur (1993) suggested that the effects of of charismatics leadership
on followers motivation are mediated by the increased salience of collective identities in
followers self-concepts. The study empirically examines the effects of leadership
messanges on followers self-concepts accessibilities. The results supports the proposition
of the self-concept-based theory of leadership.

3. – unsustainable growth

 The charismatic feedback loop

 All style, no substance
 Bing beyond reproach

4. Charismatic leaders are individuals who use their personality and communication
style to gain the admiration of followers. Typically, they can communicate
effectively, possess emotional sensitivity, put a considerable emphasis on social ties,
and can maintain emotional control in numerous situations that may cause stress or
troubling emotions.

5. Benar M. Bass (1985), extended the work of Burns (1978) by explanning the
jippscycological mechanims that and underlie transforming and transactions leadership.
Bass introduced the term transformational in place of transforming. Bass added to the
initial concepts to Burns (1978) to hell tapi explain how transformational leadership
could be measured, as well as how it impacts followers motivation and performence.
According to Bass (1998), transformational leadership.
 6. Comparison between charismatic and transformational leadership theeories: considering
that charisma is sometimes exuded by both characteristic and transformational leadership,
an empirical and theoretical overlay between charismatic and transformational leadership
(bergas, 2014) exists.

7. Researchers who view leadership as acharismatic or transformationalprocess give proper

attention to the contextual and cultural dimensions that are part and parcel
of leadershipdynamics. They are sensitive to the impact of the environment on leadersand
on their behavior.

8. Personalize your Management style

 Encourage creativity
 Guire, motivate, and inspire
 Be a bold model

Attachment-2

1. Evaluation of ethics and morality for individual leaders : the main difficulty in evaluating
the morality and ethical values of an individual leader is the interent difficulty in
determining the criteria to use and its importance. Ethics should be consistent with the
moral standards to attain aoutcomes moral principle could baru cross cultural.

2. A good example of an unethical company is Apple's most valuable company in the world
and one of the most profitable in global Brands. First, the impact of Apple's actions is
greater and more dangerous by avoiding profits from transferring intellectual property.
This tax is very valuable in fees at the US Treasury around $ 2.4 billion and can make
Apple have the highest profitability. Second, role models are the forerunners of bad
behavior that will have far more damaging effects than innovative avoidance by unknown
companies. an ethical example is Rose Marcario, Patagonia The Patagonia outer garment
company has a strong ethical core thanks to its founder, Yvon Chouinard. Over the years,
he has contributed at least 1% of the sales of 10% of profits to more environmental
groups.

3. unethical behavior can also arise for a leader. for example, the leader behaves badly
towards his employees, speaks rudely to employees, and many others. a leader should
show his attitude that is good and friendly to his employees.

4. Ethical leadership is very important for everyone especially for a leader because with
ethical leadership, a leader will surely be able to have a good attitude and not arbitrarily
towards his employees. with leaders who behave well towards their employees will also
 make the employee comfortable to work in his company. not only that, but the employee
will also imitate the attitude of the leader. whether the attitude of the leader is good or
not.

5. We all know that Transfers The leadership in a single organization is a process that we
want. But as effective as one operation to process the process of changing leadership
often becomes a challenge. Hold the research to light that the two victims of the orgenises
process failed. The most effective audience transfer transformation has an impact on the
system where organizational culture can run. The leader of servants is a person with a
high sense of humanity Not the fate of a leader to be served, but it is his privilege to
serve.

6. Individual determinant : 1. Personality traits and needs: High conscientioUsnes, low

neuriticism and personalized power Orientation. 2. Value: personal value, organizational
value, social, and noral value. 3. Imtegrity: honesty and having strong moral principle. 4.
Kohlberg (1984) stages Of moral developmennt Lowest, middle and highest level.
Situational determinant : 1. organizational culture and reward system. 2. Community or
national culture value and belief. 3. Uncertain environment and lack of strong goverment
regulation. 4. Followers characteristic self-esteem and self-efficacy.

7. 1. The selection process to biring new employees into the organization must be seen as an
opportunity to learn about the individual's level of moral development, personal values,
ego strength, and of control.

2. A code of ethics is a formal statement of the organization's main values and ethical
rules.

3. Top management leadership and commitment to ethical behavior are very important.

4. The job objectives of the employee must be real and realistic.

5. Training ethics must be used to help teach solving ethical problems.

6. Performance assessment must be comprehensive and not only focus on economic

outcomes.
7. An independent audit that evaluates management decisions and practices in terms of
the organization's code of ethics can be used to prevent unethical.