Penerapan Pancasila Berbeasis Kepemimpinan Melayani Terhadap Kinerja Sumber Daya Manusia

Implementation of Pancasila Based on Servant Leadership on Human Resources Performance

  • Maeyer Beni Panahatan Magister Manajemen Universitas Pelita Bangsa
  • Dian Agus Supriyadi Magister Manajemen Universitas Pelita Bangsa
  • Bayhaki Magister Manajemen Universitas Pelita Bangsa
  • Ari Wibowo Magister Manajemen Universitas Pelita Bangsa
  • Retno Purwani Setyaningrum Magister Manajemen Universitas Pelita Bangsa
Keywords: Pancasila, Kepemimpinan Melayani, Kinerja

Abstract

Dalam perusahaan diperlukan sumber daya manusia yang memiliki keahlian keterampilan (hardskill) dan juga memiliki sikap dan kepribadian (softskill) yang merupakan bagian dari strategi perusahaan agar dapat mencapai keunggulan bersaing. Pancasila sebagai ideologi bangsa Indonesia yang mengandung nilai-nilai Keilahian,, Humanisme, Nasionalisme, Demokrasi, dan Keadilan Sosial, memiliki peranan sangat penting dalam pembentukan kepribadian sumber daya manusia. Kepemimpinan yang besar adalah pemimpin yang melayani dan memotivasi orang lain untuk terus bekerja (Greenleaf, 1977). Memimpin dengan kasih yang murni, kerendahan hati, mengutamakan orang lain, memiliki visi dalam membangun bersama, dan memiliki kepercayaan kepada orang lain (Patterson, 2003). Penelitian ini bertujuan untuk menganalisis nilai-nilai Pancasila yang diterapkan pada karyawan dengan kepemimpinan melayani dapat meningkatkan kinerja karyawan. Hasil analisis yang dilakukan melalui studi literatur berbagai artikel, jurnal, buku, dan pengamatan dilapangan menunjukkan bahwa strategi perusahaan dalam meningkatkan kinerja sumber daya manusia sangat efektif dilakukan dengan menerapkan nilai-nilai Pancasila melalui kepemimpinan yang melayani.

In the company, human resources are needed who have the expertise and skills (hard skills) and also have the attitude and personality (soft skills) which are part of the company's strategy in order to achieve competitive advantage. Pancasila as the ideology of the Indonesian nation which contains the values of Divinity, Humanism, Nationalism, Democracy, and Social Justice, has a very important role in shaping the personality of human resources. Great leadership is a leader who serves and motivates others to continue working (Greenleaf 1977). Leading with pure love, humility, putting others first, having a vision to build together, and having trust in others (Patterson, 2003). This study aims to analyze the values of Pancasila that are applied to employees with servant leadership to improve employee performance. The results of the analysis conducted through literature studies of various articles, journals, books, and field observations show that the company's strategy in improving the performance of human resources is very effective by implementing Pancasila values through servant leadership.

References

Altındağ, E., & Kösedağı, Y. (2015). The Relationship Between Emotional Intelligence of Managers, Innovative Corporate Culture and Employee Performance. Procedia – Social and Behavioral Sciences, 210, 270–282. https://doi.org/10.1016/j.sbspro.2015.11.367.
Cahyono (2021). A Business Performance Model : Pancasila Strategic Management And Its Effects On Indonesian Companies. The Faculty Committee of the Graduate School of Business Philippine Women's University
Cania, L. (2014). The impact of strategic human resource management on organizational performance. Economia. Seria Management, 17(2), 373–383.
Dartey-Baah, K. (2015). Resilient leadership: a transformational-transactional leadership mix. Journal of Global Responsibility, 6(1), 99–112. https://doi.org/10.1108/jgr07- 2014-0026
Dennis, R.S., & Bocarnea, M. (2005). Development Of The Servant Leadership Assessment Instrument. Leadership and Organization Development Journal, Vol. 25 No.8, pp. 600-615.
Elfindri, H. (2010). Soft Skill: untuk Pendidik. Baduose Media
Fiedler, F.E. (1996). Research on Leadership Selection and Training: One View of the Future, Administrative Science Quarterly, Vol. 41, pp. 241.
Greenleaf, R.K. (1970). The Servant as Leader. Indianapolis, IN: Greenleaf Center. Handoko, T. Hani.2012. Manajemen Personalia dan Sumber Daya Manusia. Yogjakarta
Hasbullah.2009. Dasar-dasar ilmu pendidikan. Jakarta : Raja Grafindo Persada Moeheriono. 2010. Pengukuran Kinerja Berbasis Kompetensi. Surabaya: Ghalia Indonesia
Hendrawan, Sanerya 2009) Spiritual Management from Personal Enlightenment Toward God Corporate Governance. Bandung: Mizan.
Hussain, T., & Ali, Wajid. (2012). Effect of Servant Leadership on Followers Job Performance., Science Tech and Dev., Vol. 31 No. 4., pp. 359 – 368.
Hossein Khanifar Organizational dkk,.(2010). Consideration between Spirituality and Professional Commitment, of Management Faculty European Journal of Social Sciences. 12. no. 4:558
Irawan dan Suparmoko. 2002. Ekonomika Pembangunan. Edisi Kelima. Yogyakarta : BPFE-Yogyakarta.
Javanmard, Habibollah.(2012) The impact of spirituality on work performance. Indian Journal of Science and Technology 5. no. 1:1961-1966
Jena, Lalatendu Kesari, and Rabindra Kumar Pradhan. (2015)Psychological capital and workplace spirituality: Role of emotional intelligence. International Journal of Work Organisation and Emotion7. no. 1: 1-15.
King, D. D., Newman, A., & Luthans, F. (2016). Not if, but when we need resilience in the workplace. Journal of Organizational Behavior, 37(5), 782–786.
Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434–1452. https://doi.org/10.5465/amj.2013.0034
Mohamed Mousa and Ruth Alas, (2016).Workplace spirituality and organizational commitment : A study on the public schools teachers in Menoufia (Egypt). African Journal of Business Management, 10.no. 10:247-255, DOI: 10.5897/AJBM2016.8031
Nazir, Moh. (2013). Metode Penelitian. Bogor: Ghalia Indonesia
Patterson, K.A. (2003). Servant Leadership: A Theoretical Model. Unpublished Doctoral Dissertation, Regent University.
Rahman, Arrafiqur. (2015)Perilaku Spiritual Dan Kepuasan Kerja Karyawan Perusahaan Pabrik Kelapa Sawit. Jurnal Cano Ekonomos4. no. 1: 19-30.
Sadono Sukirno. 2006. Pengantar Teori Makro Ekonomi. Jakarta : PT Raja Grafindo Persada.
Schriesheim, C.A. (1982). The Great High Consideration: High Initiating Structure Leadership Myth: Evidence on its Generalizability. The Journal of Social Psychology, April, 116, 221-228
Schuler, R dan Suzan E. Jackson. 1999. Manajemen Sumber Daya Manusia, Edisi Keenam Jilid 2. Jakarta: Erlangga.
Shekari, H., & Nikooparvar, M. Z. (2012). Promoting Leadership Effectiveness in Organizations: A Case Study on the Involved Factors of Servant Leadership. International Journal of Business Administration, 3(1), 54–65. https://doi.org/10.5430/ijba.v3n1p54
Simamora, Henry. 2004. Manajemen Sumber Daya Manusia. Yogyakarta: STIE.
Spencer, Lyle M. (1997). Soft Skill Competencies: Their identification, Measurement and Development. Scottish Council for Research,.
Sugiyono (2015). Metode Penelitian Kombinasi (Mix Methods). Bandung: Alfabeta
Tart, Charles. (1975) Introduction: Transpersonal Psychologies. New York: Harper & Row.
Thigpen, M. L., Beauclair, T. J., Keiser, G. M., & Faust, D. (2012). US Department of Justice National Institute of Corrections 320 First Street, NW Washington, DC 20534.
Published
2021-07-31
How to Cite
Panahatan, M. B., Supriyadi, D. A., Bayhaki, B., Wibowo, A., & Setyaningrum, R. P. (2021). Penerapan Pancasila Berbeasis Kepemimpinan Melayani Terhadap Kinerja Sumber Daya Manusia: Implementation of Pancasila Based on Servant Leadership on Human Resources Performance. Prosiding EMAS: Ekonomi Manajemen Akuntansi Kewirausahaan, 1(1), 73 - 86. Retrieved from http://journal.lppmpelitabangsa.id/index.php/emas/article/view/341
Abstract viewed = 48 times
PDF (Indonesia) downloaded = 92 times