Abstract
Manager at PT. PLN Persero has an important role in balancing internal relations with employees and external parties such as stakeholders. PT. PLN (Persero) Distribution Central Java and Yogyakarta D.I consists of a Unit Pelaksana Pelayanan Pelanggan (UP3) and Unit Layanan Pelanggan (ULP), ULP is directly related to the community and stakeholders. ULP Managers consists of Millennial Generation is 87% and Generation X 13%. The generation gap between Generation X and Generation Y (millennials) caused by the 7 years vacuum of recruitment, it causes of communication problems and Generation Y rapid adaptation to become young managers. Indicators identification are needed related to Generation Y's leadership style so that young managers are better prepared. Identification of the relationship between indicators is carried out using the Interpretive Structural Modeling (ISM) method and then classifying indicators using the Multiplication Applied to a Classification (MICMAC) method. There are 7 indicators obtained from ISM: M1 (Communication Method), M2 (Media Communication), M3 (Managing Team Involvement), M4 (Resolving Internal Conflicts), M5 (Risk Management), M6 (Responding to Change), M7 (Managing Stakeholder). MICMAC analysis results are M7 in the Dependent Indicators Cluster, the other indicators from M1, M2, M3, M4, M5, M6 are in the Linkage Indicators Cluster.
Highlights
Identifikasi hubungan antar indikator dilakukan dengan metode Interpretive Structural Modeling (ISM) dan kemudian mengklasifikasikan indikator-indikator tersebut menggunakan metode Multiplication Applied to a Classification (MICMAC)
Kemudian membangun struktur hierarki menggunakan teknik Interpretive Structural Modeling (ISM) dan mengklasifikasikan faktor-faktor tersebut menggunakan metode Multiplication Applied to a Classification (MICMAC)
Leadership Style and Generational Differences at Work
Summary
PT PLN (Persero) merupakan Badan Usaha Milik Negara yang bergerak di sektor vital dengan memberikan pelayanan distribusi tenaga listrik kepada masyarakat. Pemahaman pemimpin terkait perbedaan generasi dalam organisasi diperlukan untuk mendapatkan kepercayaan dari tim mengenai pengambilan keputusan (Shrivastava & Savolainen, 2017). Komunikasi dan pengembangan hubungan interpersonal dengan para pemangku kepentingan ini juga menjadi tolok ukur keberhasilan manajer dalam menciptakan keunggulan kompetitif (Wijono, 2006). Penelitian yang dilakukan oleh Akmalaputri et al, (2018) di PT PLN (Persero) Area Pengatur Beban Jateng dan DIY menyimpulkan bahwa Generasi Y (Generasi Milenial) memiliki cara unik selain Coaching, Mentoring, dan Counseling (CMC) yaitu dengan mengaktifkan aplikasi WhatsApp Group (WAG) dan berkumpul bersama sebagai langkah untuk mendistribusikan informasi sasaran dan regenerasi peran. Lain halnya dengan penelitian yang dilakukan oleh (Tran et al, 2016), penelitian yang dilakukan di BUMN Vietnam menjelaskan bahwa para pemimpin perlu mengetahui perbedaan generasi yang dipimpinnya untuk mendapatkan kepercayaan dari tim, terutama dalam pengambilan keputusan. Kemudian membangun struktur hierarki menggunakan teknik Interpretive Structural Modeling (ISM) dan mengklasifikasikan faktor-faktor tersebut menggunakan metode Multiplication Applied to a Classification (MICMAC)
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