Haidir Afesina (FEZI) 291113111 MBA X46 A. Ramandha episodes 1 1. The problem is about decision-making.

Ramandha has to decide whether to continue his career at PT Dimensi as Production Manager or move on to a challenging and higher position at PT Indonesia Trafo as GM Operational. 2. If I were Ramandha, I will definitely take the position as GM at PT Indonesia Trafo. These are my three reasons: Self-Actualization. An opportunity at a bigger company with international business operation (Thailand, Brunei and Africa) is challenging and advancement Self esteem. The position is prestigious as a recognition that I deserve it after my successfully year at PT Dimensi Safety in terms of economic wise, company stability and job security. First I assume that the position will give me a better salary, incentive and benefits (will more that enough to support family and his two children school payment). Second, after successfully passed the crisis in 1999, and even expand the business, the company is more likely to be stable. Third is that having 60% permanent employees along with professional staff in the business (15% engineer), I hold a secure job. 3. There are three key success; Attitude of being a learner because making reading as his hobby along with using all the learning company resources as an opportunity to develop his skills i.e. at PT Kabel (previous company), he took the class and training in order to understand the manufacture operation Action oriented as he made all his knowledge and experiences to be applicable in his work i.e. He successfully control and monitor the company operation to be always on schedule (never late in 2 years resulted to reward to Japan from Mr. Kosasih) also his ideas are applicable to the company and increasing 400 team morale (ini produk kita, untuk masa depan kita) Skillful at his job i.e. technical skills. I would say he is the right man for the position. His background supports him well to be a manager i.e. Industrial Engineer. 4. PT Dimensi has a very good system in order to manage people. These are the three strategies; Value people as human assets (linking employee attitudes and company performance) Thrive with learning, norms and cultures that encourage development

Achievement oriented people

5. There are two skills that he has to build if he accept the new position as a top leader; Conceptual skills. His strong business analysis is needed in order to make the company competitive with cost efficiency and exceed the profit that has been set. Human skills. The need of high performance organization with highly competitive people by not only motivate and energize team (1200 employees with 2 factories) but also understand the subordinates and lower level (25% employee contract and 15% project worker) in order to deliver the vision and mission of PT Indonesia Travo is well received to them. 6. His ability to manage the stress to make PT Indonesia Trafo profitable as Mr. Beny chosen him after his successfully reputation at PT Dimensi and a strong relationship with Mr. Kosasih i.e. introduce Ramandha to Mr. Beny and Mr. Kosasih is one of share holder at PT Indonesia Trafo. His business acumen has not been prove in a bigger size and at the higher level. Especially is that as a GM, a strong sense of competition in business by seeing a threat and opportunity is needed. Then he has to prove in a short time (around 60-90 days) that his business is improving. B. Ramandha episodes 2 (Move to PT Indonesia Trafo) 1. The problem is culture in relationship management (leadership, communication, teamwork, and conflict). It resulted to low company performance and lack of organizational awareness (poor of business mindedness). Thus will effect to the cancelation of 5 million value of XXX 2. 2. There are four causes; Vision The vision of the company is unclear and failed to be share to all levels i.e. going IPO in 2005, but the team could not make a good performance Skills The managerial levels do not have enough skill in order to do their duties. It can be seen by onemonth late delivery for PLN, poor scheduling in factory, poor planning (supervisor PPC) and bad forecast that created overstock material, and ineffective communication among the managers resulted to questions within the team (accounting with manager at plant I and II). Incentive There is no additional reward whenever they achieved their target and no recognition for both of team and individually resulted to demotivation of the employees. The company just gives one bonus annually i.e. One of the manager said ah.naikenggaknaiksaleskita,bonusentetetap1kali.

Resources It seems that some people who responsible at their department are not the right person i.e. Rina (HRD) who just focus with administration and both of Rina and Susanto do not have a basic business minded. I assume that lack of expertize in each department, especially at operation.

3. Three things that I am going to do; Implement the TQM (Total Quality Management) and QCC (Quality Control Circle) experiences Invite regular meeting to all department head and supervisor to explain and applied the TQM and QCC in the company. Then ensured the vision is being understood, committed and delivered by all leaders to make all employees aware that to achieve the sales target along with cost efficiency, as the price is increasing. Assigned leader (manager and supervisor) who are engineer to control and monitor the quality to both of shipment and production. Also together with them generate the ideas in order to create a plan based on what happened on the field to achieve the goal. Hire a new staff for personnel manager at Plant II Find a person who has a good education and strong background of industry. The person will be in charge to ensure the discipline of the employee also being able to be a trainer. So that he will also creating a plan how to develop the skills of the team and energize them. Both of personal manager at plant I and II will be cooperate to ensure the development of the people by giving them a training. Reward and recognition scheme Discuss with Mr. Rully (financial controller), Sutanto (accounting manager) and Tina (HR manager) to create the scheme. Ensure that those who are outstanding both of individual and team will get reward and recognition i.e. money for best employee. Then try to propose extra incentive if the company performance exceed the objective. 4. With organizational health index, I am going to create a culture of result oriented. It is a breakthrough project by seeing a short term and middle term. It is because to prepare for IPO in 2005. The vision is long term, but each department always has a short-term goal. So there is always evaluation of the team performance in order to create a competitive environment. For instance in 60 days there is zero absent at Plant I. Focus with the current team to save the cost and efficient. However for those who are not perform, there will be given a punishment. Because I want to see a quick result and there is no excuse to those who broke the policy and commitment. Managers as a leader will be a agent of change who will monitor, motivate and empower the team. Also they have to value people as an asset. So that training and development is being given and becoming knowledge based company.

5. Action plan in 60 days: 1st Month: 1st week: Socialize to all employees to be aware of TQM and QCC (meeting with all leaders every Tuesday for their progress). Having a religious activity in company once a month to create workplace spirituality. Every department should submit their goal for monthly based and be clear with their duties and responsibility. 2 week: Get a new Personnel Manager for Plant II. Create a reward and recognition scheme with finance, accounting and hr. 3rd week: Create a training material and team building activities with both of personnel manager I and II. With marketing department visits the potential customer and also maintain the current customer. 2nd Month: 5th week: Monthly meeting with all employees to see the performance of company. Review the goal setting and reward the best department who achieve their goal. 6 week: Report and create a strategy with board of director for company performance. 7th week: Reviewing all leaders performance and have a one on one meeting. 8th week: Reviewing the potential employee and set a project together for company improvement.
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4 week: Create a departmental trainer in order to help personnel manager delivered the material that supports their job. Choose those potential employees to be a trainer.

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C. Strategy and Culture PT Total Bangun Persada Tbk (TOTL) 1. PT Total Bangun Persada was build in 1970 with their first name PT Tjahya Rimba Kentjana then change their name in 1980 as they are getting bigger. Vision: Pride and Excellence in Construction Mission: 1. We want to be construction organization known for integrity, respect, fair dealing, quality pride and excellence 2. An organization committed to satisfy customer by producing quality work and to deliver excellence in service 3. An organization where our people can be proud to be in the construction industry and where our people can grow, perform their best and continually striving to produce excellence My opinion to company culture that should be nurtured is their prestigious project with excellence result has the highest impact to business performance. So that people are aware of their quality and accuracy. Then their history of the company as Indonesia`s private largest building construction is become the uniqueness to be valuable culture. It will be well respected among the competitors. The

development of people to ensure their best performance could be their weakest that potentially give bad impact to business performance as they have a long hierarchy on their organization. Therefore there is a gap between the current corporate culture and the expected corporate culture. 2. Being green is becoming the latest issue happening these days. It would be a very high cost from the material to machine. Also is the issue of finishing project in a short time i.e. 5 months for 5 stars hotel. My opinion is that whatever the project is, they still have to focus maintaining their quality based on their vision pride and excellence. On the other hand, a customer satisfaction is a must. Therefore they have to also deal with customer preferences. The solution is by empowering the team to be innovative create action program regarding the trend. Also be a professional and ethically fair to customer if they do the bidding for the project or even unable to do the project. Thus the employees and the company are delivering the integrity. However, a successful action program will depend heavily on the dynamics of the individual culture. It is hoped that by sharing the stories of what has worked for others, change leaders may be empowered to develop unique solutions to address their company`s challenges. 3. Action plan to support strategy in 60 days: Week 1: Employee perception survey to company (organization health index) Week 2: Benchmarking to company to adapt best practices for change management Week 3: Analyze strategy alignment of all departments to corporate strategy Week 4: Talent mapping for regeneration with competency based i.e. right people at the right position Week 5: Analyze the productivity of employee based on financial performance Week 6: Creating a system and program for value based leadership development, so that the leader will be able to act as strategist, representative, politician and role model i.e. leaders create leaders Week 7: Creating and empowering the innovation program to all levels in order to support the corporate strategy i.e. learning organization Week 8: Internal CSR if exceed the annual objective to motivate them e.g. Sembako per week in a year C. Organizational Health Index and Learning leadership framework at Coffee Bean Indonesia The business leadership formula is needed in order to increase business performance. The effectiveness of leadership is being seen from the capacity of their leader to execute the strategy to create a culture of result oriented. Thus the organization is capable and ready to be in competition and become sustainable. First is the organizational health index (OHI) at Coffee Bean should be measure. Therefore the research will be conducted at the first week. OHI consist of 9 elements, they are direction, leadership, environment, value, control, external orientation, innovation, skills, and motivation. The results will be helpful to find out the situation of the company in three cluster, they are; 1. The shared vision or internal alignment

Is the team aligned with the direction of the company are going to be? Survey is needed. 2. The ability to execute the strategy Is the team has necessary skills in order to turn ideas into action or easily to be applied? 3. Capacity of renewal Can the company understand and adapt to its situation in the market? Second, using a learning leadership framework would help the company to link the leadership culture and business performance. The elements are, leader as individual, leader in organization (culture), organization strategy, organizations capabilities resulted to growth of the company. Leader as individual Hire people who have a strong sense in customer service as front liner. Their personality is also has to be align with corporate character i.e. young, energetic. In this service industry (coffee shops) engagement to the customer is really needed in a very short time. As the interaction mostly happened during the taking order and getting the order. Thus first impression is a must. At the managerial level, the decision maker style is the most important one as they will have to address some issues. Leader as Organization (culture) The culture will be survey by using Denison Model. The result will be identified the key points of: Mission Defining a meaningful long-term direction for Coffee Bean Adaptability Translating the demands of the business environment into action. Involvement Are people engaged, developed, and committed to the Coffee Bean mission? Consistency Defining the values and systems that are the basis of a strong culture at Coffee Bean Organization Strategy The strategy of organization in order to create a corporate culture that supports organization strategy has to be shared to all levels. Ensure that the development of people by creating learning based organization is being established so that the team will be mapping easily. Organizational Capabilities The elements are speed, innovation, customer connectivity, seeks relevant change, strategic responsiveness, readiness to strategic alliances, international working environment, efficiency and talent. By combining the OHI and Leadership framework, the company will be easily found out the level of their growth and the sustainable position in order to increase business performance.