PRELIMINARY DIAGNOSTIC – ORGANIZATIONAL ALIGNMENT

PT BAKTI OPTIMA CATERING

FINAL PAPER – GROUP 5TH
LEADERSHIP AND ORGANIZATIONAL BEHAVIOR COURSE | MBA CLASS
AUGUST 2020
CONFIDENTIAL AND PROPRIETARY
any using of this material without written permission from Swiss German University is strickly prohibited
  Introduction
 Company Profile
Value Proposition

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th

 Product Roadmap
 Strategy Themes

 Diagnostic Result
 Core Business Analysis
 Organizational Alignment Analysis

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CONTENT  Proposal Design and Solution
 Organizational Alignment
 Operation Excellence
 Growth & Sustainability

 Change Management Practice

 The potentials hurdles or barriers and obstacles in
following your recommendations
 The risks and possible unintended consequences of
following your recommendations
 Our Stakeholder Analysis and Communication Plan

2
GROUP 5TH
MUHYUDI
Working at PT United
Tractors Tbk since 1997 till
present. Graduated from
IKIP Yogyakarta majoring
in Mechanical Engineering
Education Currently
working as Deputy Director,
UT School
BROTO
WASESO
Working at PT United
Tractors Tbk since 2007 till
present. Graduated from
Gadjah Mada University
majoring in Electrical
Engineering. Currently
working as Department
Head in Strategic Service and Business Development.
and Marketing Department,
Service Division
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
AUG 2020
ANINDYKA L VICTOR
EM GUNAWAN
Working at PT Global Working at PT United
Service Indonesia since Tractors Tbk since 2010 till
2016 till present. Previous present. Experience on
Education is Industrial Financial Report Audit,
Engineering major at Business Process
Diponegoro University. Improvement. Previous
Current work is Operation Education is Accounting
major at Satya Wacana
Christian University. Current
work is develop United
Tractors Command Center.
3
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
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4
 Product Roadmap
 Value Proposition
 Customer Profile

 Strategy Themes
INTRODUCTION
 COMPANY PROFILE
PT BAKTI OPTIMA CATERING

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
• PT Bakti Optima Catering is a company with the main business of Catering
Services which focuses on providing food and beverages through hygienic
processing and attractive presentation and competitive prices.
• PT. Bakti Optima Catering was established on May 10, 2017 with a located
location on Jl. Raya Bekasi Km.22. The business activities that we have
developed include manufacturing and product marketing handled by
experienced employees and chefs responsible in their field so that they can

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produce the best product work that can create customer satisfaction.

VISIO To be the Top 5 Best solution Meal provider in Indonesia

N
MISSION
1. Support the availability of meal for the Group with professionals
2. Improve the competence and technology-based catering business
3. Creating a new food business to market outside the group
4. Always increase improvement and innovation both in business process and
service as well
5. Regulation compliance (Hygiene, K3LH)
6. Beneficial for stakeholders

Source : Bakti Optima Catering Company Profile 5

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
AUG 2020
6
ORGANIZATION

Source : Bakti Optima Catering Company Profile

STRUCTURE
PT BAKTI OPTIMA
CATERING
 VALUE PROPOSITION

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
PRODUCT CUSTOMER

Wants Fears Needs

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Benefits Experience Features

Fresh Food Stale Food Delicious Food

Healthy Food Optima Kitchen

Profesional Cheff
Organic Herbal
Food Is Not Clean Attractive Food Display
Ingredients
Variance Menu Serving of food & Box
Manage by AHEMCE
GROUP Clean Delivery Promotion
Packaging &
Affordable Prices
Transportation

Substitutes
Delivery On Time
Fast Food Online Channel

Source : Project Team Interview and Analysis 7

PRODUCT In 2020
ROADMAP

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
In 2018 37 Employee
Cust : UT, Ahemce PPI
25 Employee Cakung, Home Catering
Cust : UT, Ahemce Program, Retail online
PPI Cakung Prod : Catering, new
Product : Catering branding “Optima Kitchen”

In 2019

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May 10, 2017
BOC established with 27 Employee
20 employees Cust : UT, Ahemce
Customer : UT PPI Cakung,
Product : Catering Product : Catering

Source : Project Team interview

8
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
AUG 2020
9
 Organizational Alignment Analysis (7S Analysis)
 Core Business Analysis
DIAGNOSTIC RESULT
 : detail information provided
THE CHALLENGES FACED BY PT BAKTI OPTIMA CATERING BASED
ON ORGANIZATION ALIGNMENT1 FROM INTERVIEW AND
DISCUSSION

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
Style Leadership
B Leadership style is currently supportive in nature, to balance act
as leader versus act as manager in the same time at the kitchen
A Employees highlight lack of clarity about strategy of
the company and feel disconnected with the vision
Strategy
F Performance review is one of important thing in organi-
zation and currently the organization faced by manual
C Lack of middle position in
organization and alot of concurrent system.

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management. The result in Structure System
communication tends to be delegate G Employees expressed innovation involve-
and unfocused Strategic ment, required to expand to operation
Style Sustainable
D Employees display confidence in External excellence ideas to incremental improve-
BOC’s ability to engage with Leadership Innovation ment, so BOC can effectively evolve and
Orientation grow over time
important stakeholders and funding to
compete in the marketplace
Skill Staff H Differences In Vision And Motivation
E Employees feel that the competency assessment Among Employees
and development program was not carried out.
Share
I The most organization members do not have shared
Value understanding about company’s values

1
Based on Organization Alignment : the 7-S Models, Harvard Business School Journal

Source : Project Team Analysis 10

C LACK OF MIDDLE POSITION IN ORGANIZATION AND ALOT OF
CONCURRENT MANAGEMENT. THE RESULT IN COMMUNICATION TENDS
TO BE DELEGATE AND UNFOCUSED
BOC have a slim organization
structure which some position are
concurrently held, especially in the
middle manager. Its should have
advantage such as organization can
run quickly and without silos.
However it did not hapend,
because the one who concurrently
was top management.
Due to time constraints, they often
delegate their concurrent position
to the leader.
They don’t know whether their
objectives will be the same as
conveyed by the leader.
Source : Project Team Analysis
1. Lack of Middle Position
 There are still many positions in the middle
structure that have been formed today that are not
filled
 The position currently concurrent by Top
Management in the organization
2. A lot of concurrent position
 All BOD positions in this organization are
concurrent with UT employee
 Only staffs and leader who are not concurrently so
they are more focused on running the business
3. Delegating and un focused
 With the current organizational conditions, top
management have done a lot of delegation to the
leaders.
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
“...saat ini, posisi di organisasi masih
banyak dirangkap, termasuk juga kami di
BoD. Selain itu kami juga masih
merangkap posisi manager sehingga secara
tidak langsung kami berperan sebagai tidak
hanya sebagai pembuat kebijakan tetap juga
executor...”
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Board of Director member
“...karena kondisi organisasi yang sangat
ramping itu, maka tak jarang kami juga
melakukan delegasi ke masing masing
leader, karena mereka sebagai jembatan
kami untuk rekan rekan di level bawah
seperti bagian pelayanan, dapur dll...”
Board of Director member
11
 FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
 Organizational Alignment
PROPOSAL

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 Operation Excellence
DESIGN & SOLUTION
 Growth & Sustainability

12
 | PRELIMINARY DISCUSSION

WE FOUND ROOM OF IMPROVEMENT ON BOC

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
1. 7S-Style of Leadership : We proposed to develop another leadership style to the management, from “Supportive
Leadership” to “Consultative Leadership” and “Challenging Leadership”.
CORE
CORE 2. 7S-Strategy : We proposed to share strategy to all level, using simple and clear language and gathering aspiration
ALIGNMENT
ALIGNMENT from bottom level (main barrier is employee education level). Then, empower working team to convert strategy to
be realistic-action plan. The most benefit is employee engagement, development and operation excellence.
3. 7S-Share Value : We proposed to conduct “sambung rasa”, internal competition and rewarding for their ideas.

4. 7S-Structure : We proposed BOC to strengthen role clarity, performance contracts, and consequence mgmt.

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5. 7S-System : We proposed to develop operational management with KPIs on place, financial & accounting aspect,
OPERATION
OPERATION then behavior management e.g., Professional Standards.
EXCELLENCE
EXCELLENCE 6. 7S-Skill : we proposed on talent acquisition and development as the main priorities on 2020. Then, management
able to develop Process Based Capabilities with enhance outsourced expertise,)
7. 7S-Staff : we proposed to develop career opportunities, financial incentives, and Rewards and Recognition

8. Strategic External Orientation : BOC have a strong relationship to shareholders, which is getting funding and
GROWTH talent support for project-based on certain period.
GROWTH &&
SUSTAINABILIT
SUSTAINABILIT 9. Sustainable Innovation : We proposed BOC will expand the core business to be online sales penetrate, BOC
should redesign their business model to be Internet Restaurant Company.
Y
Y

Source : Project Team Analysis 13

 | PRELIMINARY PROJECT PLAN

BOC ABLE TO CONDUCT IMPROVEMENT ALONG 2020/2021

2020 2021

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
Themes AUG SEP OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP

1. Project Mgmt. Office

2. Core Business Improv.

3. Organization Alignment

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4. Growth & Sustainability

5. 7S (Structure)

6. 7S (System)

7. 7S (Staff)

8. 7S (Skill)

Start Project SteerComm 1st SteerComm 2nd SteerComm 3rd SteerComm 4th
Kick-off

Source : Project Team Analysis 14

 FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
 The potentials hurdles or barriers and obstacles in following
your recommendations
CHANGE

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 The risks and possible unintended consequences of
MANAGEMENT following your recommendations
PRACTICE
 Our Stakeholder Analysis and Communication Plan

15
 THE POTENTIALS HURDLES OR BARRIERS AND OBSTACLES IN
FOLLOWING YOUR RECOMMENDATIONS
Potential Barrier
1 Manpower capability and
availability to support
improvement and innovation
2 Financial capability during
economic crisis 2020
3 Top management and stakeholder
commitment to drive and
completed multiyear
improvement
4 System Information Management
readiness to increase process
efficiency and internal control
5 Current manpower development
program to support the beginning
of business growth
Source : Project Team Analysis
Description
BOC has critical issues on organization develop-
ment, especially on middle-man in the current
working team. Then, take care about capabilities
We are facing an economic slowdown, causing BOC
to reorganize business strategies to ensure the long-
term sustainability of BOC
This improvement required all of organization
commitment, from shareholders, board of directors,
board of management till all of employees. Without
commitment this change just the paper only
System Information Management is the premier need
for current organization, we are in the Industry
Revolution 4.0. SIM is essential for business growth
To prepare the new normal, we required to develop
current working team to boost performance when
they had entering the new normal in the market
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
Potential Pitfalls
A. Setup front-end team to facilitate
improvement and monitor sustainability
To ensure project success factors, we should
handle front-end team as change agent toward current
operation condition. Then setup visual dashboard to
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monitor, tracking and orchestration changes across
function and department
B. Balancing brand and impact during
improvement project period
In the long-term project operation, we required
short-term impact as a quick-win, to motivate project
team and current operation team. We realize to inform
this success to all of organization element to maintain
improvement spirit among team
C. Top management consistency and changes on
business strategy
Business strategy will impact to project improve-
ment result and process. We need top management
direction to guarantee project delivery.
16
 THE RISKS AND
POSSIBLE THE RISKS
UNINTENDED 1. Employee demotivation caused
by new recruitment as a middle-
CONSEQUENCES OF man
FOLLOWING YOUR 2. Long-term impact is too risky,
RECOMMENDATIONS compare to short-term impact
initiatives
3. Lack of financial funding to
accomplish end-to-end project
4. Major changes on current
business model to anticipate
COVID-19 economic crisis.
5. Additional investment to
operate project improvement
on BOC as soon as possible
Source : Project Team Analysis
THE POSSIBLE
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
UNINTENDED
CONSEQUENCES
1. Strengthen core business
2. Impact to financial aspect
3. Strengthen employee’s
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engagement level
4. Get shareholder commitment
and support
5. Guarantee business growth and
sustainability for the long-term
17
OUR STAKEHOLDER ANALYSIS AND COMMUNICATION PLAN

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
BOC Stakeholder Analysis : Communication Plan & Strategy :
A. Manage Closely:
Stakeholders : you must fully engage these people, and make the greatest efforts to
1. Board of Director 3. Kitchen Helper satisfy them, e.g., Steering Committee, Pre-steering Committee, One-
2. Chef Kitchen 4. Admin. Staff on-one Update, etc

B. Keep Satisfied
put enough work in with these people to keep them satisfied, but not

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1 so much that they become bored with your message. e,g., daily
briefing and weekly coordination, etc.

2 C. Keep Informed
Adequately inform these people, and talk to them to ensure that no
3 4 major issues are arising. People in this category can often be very
helpful with the detail of your project. E.g., Weekly Coordination
Meeting, 2-monthly meeting, etc.

D. Monitor
monitor these people, but don’t bore them with excessive
communication. E.g., project publication via email/ Whatsapps group.
Source : Project Team Analysis 18
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
AUG 2020
19
THANK YOU

ANINDYKA L. E. MANULANG
VICTOR GUNAWAN
BROTO WASESO
MUHYUDI
APPENDIX
PRELIMINARY DIAGNOSTIC – ORGANIZATIONAL ALIGNMENT
PT BAKTI OPTIMA CATERING

20
 STRATEGY THEMES

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
Highlight business strategy PT Bakti Optima Catering to fulfill shareholder and
customer expectation

Operate business with proper internal control and

2018 good quality product & services

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Strengthen current operation with selected
2019 improvement while penetrate market on AHEMCE
PPI Cakung.

Inorganic business growth to anticipate COVID-19

2020 crisis

Source : Project Team Interview 21

 PAIN POINTS ACROSS THE END-TO-END CATERING PROCESS
IDENTIFIED FROM DISCUSSION AND INTERVIEW

3 Late response of the
changes, caused by
people limitation to cope
1 Lack of this job parallelly
prospecting &
call, Top
4 Quality of determine
management
ingredient, It should
focus on current consider material,
customer method and ingredient
6 Purchase item order in the
same material number
have varying price, urgent
to buy/ order different to
common order
9 Lack of quality check ,
7 Documentation of PR-PO,
the record still manual and
difficult to tracking
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
11 Lack of Segregation of
duty, the main Chef
should control detail
cooking in the team
14 Long lead-time
12 Clear reward and required, the team
the operation team should punishment, to ensure
should discipline and
reject defect/ wrong spect personal awareness about fast to complete
from vendor his accountabilities Food plating

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SALES & MARKETING

Makes Cook
Makes Receive Cook Food
Receive the Shoppin Held a Execution Food
Ingredie Makes Good Monitor Plating/ Food
menu form g List & Vendor based on Deliver
nt Take PR-PO from ing and end- Serving
Sales Cook Selection Cook y
Off Vendor Guide Control package
Guide

INVENTORY, WAREHOUSING, EQUIP & FACILITY MANAGEMENT, LEFTOVER MGMT.

FINANCE, ACCOUNTING, HUMAN CAPITAL, INFORMATION TECHNOLOGY

2 High frequent menu 5 Shopping list & Guide are 8 Improper vendor 10 Lack of shared 13 High Food 15 Incentive Scheme,
change, more customer not accurate, compare selection, vendor can be KPIs, it difficult to Damage, after serving food
request change new shopping list with actual everybody near BOC. control caused by unproper packing completed is still not
menu or quantity material usage Impact to GP and long- unclear performance will damage felt going well
Source : Project Team Analysis term business indicator foods frequently 22
A EMPLOYEES HIGHLIGHT LACK OF CLARITY ABOUT STRATEGY
OF THE COMPANY AND FEEL DISCONNECTED WITH THE VISION

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
In determining the strategy, PT Bakti Optima Catering Key takeaways Opinion
(BOC) is dominated by shareholders. The strategy is BOC’s has major “. . . bahwa transaksi sekarang, harga produk telah
determined to get a sustainable advantage over the dipatok sehingga kami harus menaikkan volume
competitive advantage
competition. BOC adopt a low-cost strategy through penjualan. Dengan adanya COVID-19, membuat bisnis
economical production that deliver agreed-price to on Cost Leadership
merugi.”
customer as competitive advantage. Board of Director member
BOC’s strategic “. . . kami diminta untuk mengembangkan pasar diluar
AHEMCE – PPI Cakung dan sales channel online, kami

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The impact of the cost leadership strategy in the early priorities is penetrating
new markets sudah mempunyai lapak di Grab Food….”
stages of BOC development can be seen in the Structure,
Board of Director member
System, Staff, and Skill aspects. In the long term, the
cost leadership strategy causes a lack of operational
Potential Challenges :
excellence and organizational alignment, thus having a
1. Convert Company Strategy into action plan for executor
negative impact on business growth and sustainability in
With the existing manpower composition it is a challenge for BOC to develop an
the long term.
action plan that is in line with the Company Strategy, especially in the details of the
action plan –ready to execute.
BOC are facing lack of communicating a clear and
compelling vision of where the organization is headed,
2. Communicate company strategy clearly (depend on member education)
how to get there, and what it means for people.
The communication built is able to accommodate the short-term strategy, required
However, BOC is capable of communicating the short-
improvement to communicate the long-term strategy and vision into all of the
term strategy toward their people.
organization

Source : Project Team Analysis 23

 LEADERSHIP STYLE IS CURRENTLY SUPPORTIVE IN NATURE, TO
B BALANCE ACT AS LEADER VERSUS ACT AS MANAGER IN THE SAME
TIME

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
BOC style of leadership set largely by one or two Key takeaways Opinion
leaders of the organization, especially on The decision made by “. . . bahwa transaksi sekarang, harga produk
shareholder influence on leadership style on the top-down and “arm- telah dipatok sehingga kami harus menaikkan
BOC leader, it is used here to refer to overall chair” approach volume penjualan. Dengan adanya COVID-19,
pattern of behavior of the members of the membuat bisnis merugi.”
management team. Leaders spend time to Board of Director member
informal conversations

The presence of an executive meeting and the
number of kitchen visit makes oftentimes reflect
and/or shape the style of the organization. BOC
leadership style is supportive in nature, because
of lack of middle-manager on BOC organization.
At the outset of change initiatives, leaders will
often make a few symbolic act to signal the
beginning of a new operating style. Leaders build
a positive environment characterized by team
harmony, support, and caring for employees’
welfare
Source : Project Team Analysis
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in the kitchen, walking “. . . kami diminta untuk mengembangkan pasar
around diluar AHEMCE – PPI Cakung dan sales channel
online, kami sudah mempunyai lapak di Grab
Food….”
Board of Director member
Potential Challenges :
Transformational leadership to support business growth adapt the COVID-19
Speed of change is dramatically increasing and collide many business during COVID-
19. Leader able to encourage employee to take on though challenges and do more than they
thought was possible. Then, BOC leader involve and empower employees through intense
communication, consultation and measured-delegation. Transformational leadership
required to align strategic layer to execution layer both medium-term and long-term
business objectives.
24
 EMPLOYEES DISPLAY CONFIDENCE IN BOC’S ABILITY TO ENGAGE WITH
D IMPORTANT STAKEHOLDERS AND FUNDING TO COMPETE IN THE
MARKETPLACE

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
In a crisis situation due to the impact of COVID-19, Key takeaways Opinion
BOC is considering carrying out some un-organic BOC’s has deep relation- “. . . BOC didirikan dengan dukungan AHEMCE
business development strategies, in order to defend the (sebagai shareholders) skaligus menjadi key customer.
ship to shareholder &
business from the upcoming wave of economic Kami men-dapatkan komitmen dan support langsung dari
recession. key customer
shareholders”

The strategic role of external stakeholders is needed to BOC’s capable to “. . . Para supplier untuk dapurBoard of Director member
telah menjadi
maintain intimacy with langganan, karyawan yang menemukan produk sama tapi.

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strengthen BOC's competitive advantage in the
marketplace. The issue of increasing sales and supplier and partners to harga lebih murah, dapat menjadi bargaining ke supplier
accelerating the turnover of working capital is a serious untuk menyesuaikan harga. ….”
deliver value now and in Board of Director member
issue for BOC. the future
“. . . Semua karyawan administrasi kami masih
Top management received real support from important outsourcing, dan disupply oleh GSI, affiliate company.”
stakeholders and adequate funding to more effectively Board of Director member
create and deliver value for customers. Thus, support
form external parties should be aligned with Company
Potential Challenges :
Harness external stakeholder commitment to evolve and boost multiplier growth
Strategy and radical innovation will conducted by BOC.
both now and in the future.
Finally, Strategic External Orientation will direct BOC
Explore and optimize benefit from external stakeholder to support company
to strengthen their social capital solely for the BOC’s
strategy and program for growth and expansion now and in the future. Support not only
business development
about financial only, but also operational and manpower-related too.

Source : Project Team Analysis 25

 E EMPLOYEES FEEL THAT THE COMPETENCY ASSESSMENT AND
DEVELOPMENT PROGRAM WAS NOT CARRIED OUT.

Key Takeaways
For current condition BOC
1.
management realizes that the
Employee Performance Review
and Employee Development
Program have not been
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
Opinion
“…. Penilaian atas kinerja karyawan belum
Employee Performance Review
• Management knows the skills /
dilakukan kemudian ada kesenjangan antara
kompetensi dengan job desk. Selain itu, Job
competencies, and there is already a gap
desk masih campur……”
but it's more challenging to handle 2 or
Bakti Optima Catering Staff
more job desks.
• There is a gap between competence and

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implemented. job desk.
• There is no employee performance
appraisal

2. Employee Development Program “…. Terkait adanya kesenjangan antara

• There is no employee development kompetensi dengan jobdesk, kami juga
program (hard skill/soft skill) belum diberikan pelatihan baik hard skill
maupun soff skill……”
Bakti Optima Catering Staff
Potential Challenges :
Stuck competency, it can even affect the company's improvement.
To ensure company growth we required a qualified people and process, People development
able to impact on employee engagement and useful for future

Source : Project Team Analysis 26

F PERFORMANCE REVIEW IS ONE OF IMPORTANT THING IN ORGANIZATION
AND CURRENTLY THE ORGANIZATION FACED BY MANUAL SYSTEM.

1.
BoC is young and new comers
company which 3 years in
operation. They didn’t have
mature system like SAP or etc.
Excel file is the main tools as
system that used in BOC.
However, they still have
2.
performance review regularly
Lack of performance review
 Weekly performance review held by BOD
 Leaders and staffs were reviewed by Director
incharge
 Potential miss of direction and information from BoD
to all staffs due to each of management has own
concern
Optimizing Whazapp Aplication
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
“...kendala saat ini adalah sistem dimana kami
masih manual menggunakan excel file. Bisa
dibayangkan ketika kita harus mencatat semua
kegiatan di dalam file excel, kemungkinan miss
data maupun salah perhitungan akan besar. Bahkan
kalau dibagian inventory, mereka harus melakukan
stock taking bahan baku dll serta membuat
planning....”
Board of Director member

 One of effective ways to deliver information is
using that system and also
Whazapp application.
optimizing general application  Management use this application to review and
like whazapp.
monitor their performance and activities.
3. Excel file as main tools
 Excel file as main tools used to run business and
activities in the organization
 This condition has the potential for data loss, miss
calculation and incorrect recording the business.
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“...biasanya kami melakukan review bertingkat,
yang pasti BoD meeting seminggu sekali.
Kemudian kalau review hingga level staf biasanya
diserahkan ke direktur incharge masing – masing.
Selain itu biasanya kita banyak melakukan
komunikasi dan bahkan review di operational
memanfaatkan WA group yang menurut kami
efektif dan langsung sampai ke masing – masing
bagian....”
Board of Director member

Potential Challenges :
 Challenge is how to build system integration so they can penetrate to another segment
market as online
 How to build a system to get customer voice and satisfaction, its important to improve
quality and services
Source : Project Team Analysis 27
G EMPLOYEES EXPRESSED INNOVATION INVOLVEMENT, REQUIRED TO EXPAND
TO OPERATION EXCELLENCE IDEAS TO INCREMENTAL IMPROVEMENT, SO

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
BOC CAN EFFECTIVELY EVOLVE AND GROW OVER TIME
Because BOC is a company that is starting a business, Key takeaways Opinion
which is 4 years old, then the issues that are often BOC top management “. . . untuk menghadapi krisis karena COVID-19, kami
encountered are obstacles at the beginning of the startup, komunikasikan bahwa harus menjual menu baru diluar
aware about
what is the strategy to prioritize issues and pursue the katering. Ide baru menjual menu Sop Iga muncul dari
standardization of companies in the class of good innovation and
karyawan”
national companies? employee involvement Board of Director member

The standardization carried out has elements of
improvement and radical innovation from the strategy to
the operational level. The role of manpower is the main
key to ensure that rolling improvements can be
sustainable and always be a continuous improvement in
BOC operations.
BOC, both top management and employees realize that
innovation is needed not only to survive in the
conditions of the COVID-19 crisis, but also to
encourage BOC to effectively evolve and grow over
time.
AUG 2020
BOC employees capable “. . . perbaikan berkelanjutan telah dilakukan semenjak
to deliver ideas and 2019 hingga kini, karyawan berperan sentral untuk
implement it menggerakan improvement selama ini.”
Board of Director member
Potential Challenges :
Rethinking about catering business model to embark incremental improvement for
multiplier business growth
BOC already aware about where is business we are in, this is red ocean type and required
lean business process to drive cost leadership strategy. Then, BOC face crisis impacted
by COVID-19. BOC are in the midst of a radical change to evolve and grow into a
profitable business for the long term.

Source : Project Team Analysis 28

H DIFFERENCES IN VISION AND MOTIVATION AMONG EMPLOYEES
As a new company, BOC has
employees consisting of several
backgrounds, both from the
educational and institutional side.
So that the Vision & Motivation
of each employee is different.
Source : Project Team Analysis
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
Key Takeaway Opinion
1. Background Employees “…. Dalam struktur organisasi BOC memang
• Positions in the organization are filled
terdiri dari Karyawan BOC, Outsoursing-GSI,
by several backgrounds such as organic Pekerja Harian Lepas dan Pekerjaan
BOC employees, Outsourcing-GSI, Borongan……”
daily workers, and job supply.
Board of Director member
2. Vision & Motivation “…. Karyawan bagian Produksi sering menolak
• There are differences in vision and tambahan pekerjaan jika ada pesanan baru dari
AUG 2020
motivation among employees. customer……”
BOC Human Capital Staff
Potential Challenges :
1. Inferior Employee loyalty and enthusiasm
BOC employee focus on daily job and delivery as daily labour-worker type. They have vision
to fulfil their daily life and their family.
2. Low quality of customer service for client
Employee engagement and satisfaction will transfer to customer through their service in field.
3. Board of Director giving example
Board of Director provide leadership and example form the field, among the employee. To
reduce employee mindset about 50:50 sense of belonging on the Board.
29
I MOST ORGANIZATION MEMBERS DO NOT HAVE SHARED
UNDERSTANDING ABOUT COMPANY’S VALUE

PT BOC Current Condition :
• Company shared value have
partially socialized to
employess
• Understanding of Corporate
Key takeaways :
1. Do people have a shared
understanding of why the
company exists?
2. Do people have a shared
understanding of the vision for
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
Opinion :
“.. Kami sudah mempunyai tagline budaya,
SEDAP..”
Board of Director member
“.. Kami tahu ada, SEDAP, tapi ga tahu

shared value is not same among
all employees
• Some employees do not pay
attention and care about
Company Culture
AUG 2020
the company? kepanjangannya..”
Bakti Optima Catering Staff
BOC CULTURE
Potential Challenges :
S.E.D.A.P Sehat dan bergizi Most organization members do not have clear
understanding about company culture
Enak dirasa dan enak dipandang BOC employees has similar background and
Dampak Lingkungan yang bersih education, therefor, it can easy to manage and
low of conflict in working place. However, for
Antusias the long-term purpose, BOC should build
Pelayanan Prima company culture to create cohesiveness among
employees

Source : Project Team Analysis 30


OUR PROPOSAL RELATED TO ORGANIZATIONAL ALIGNMENT
Style of Leadership
Potential Challenges :
Transformational leadership to support
business growth adapt the COVID-19
Our Proposal :
 Apart from directive leadership,
management have to also increase and
change it to supportive leadership. Its
important due to we know that most of
employee in the organization have little
education. Thus, it is expected that
employees will be motivated and have
a sense of belonging, not only just
working.
 BOC leader involve and empower
employees through intense
communication, consultation and
measured-delegation.
Source : Project Team Analysis
Strategy
Potential Challenge:
Communicate company strategy clearly
Our proposal :
 BoD have to share long term, short term
goals and objectives (priorities) and its
achievements not only to the leaders level
but also to the staffs.
 in delivering these objectives and
achievement, use easy and simple
language to understand to a lower level
where the level of education is low. BoD
have to make clear and specific goals and
targets to lower level.
 Gathering information from bottom
level abaout what they want to do for the
company’s growth before BoD create
objective, goals and strategy. For example
ask to them about what menu’s that they
feel will to be like by customers.
| PRELIMINARY ANALYSIS
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
Share Values
Potential Challenge :
Some employees do not pay attention and
care about Company Culture
Our Proposal :
 Increase engagement between BoD,
management and all staffs with
AUG 2020
“sambung rasa” regularly monthly or bi-
monthly. Ask to all employee what their
feeling, what their ideas and what help
do they need
 Create internal competition, for example
“the best employee this month” in each
level of structure organization. Put it in a
place where all employees can see it and
even customers
 Implement their ideas that supported to
organization improvement and declared it
to all employees so that they are motivated
to provide new idea.
31

WE ALSO PROPOSED FOR OPERATION EXCELLENCE THEME
Structure
1. Role Clarity
BOC management can create
clear structures, roles and
responsibilities. For example in
organizations, the roles and
responsibilities of a Human
Capital staff should not be
combined with the marketing /
financial division. Define Middle
Management.
2. Performance Contracts
Create clear work targets for
the team, for example the
operations division is given a
production target of 1.000 Pax a
day.
3. Consequence Management
Provide rewards and
consequences with individual and
divisional performance. Such as
providing incentives to the sales
team.
Source : Project Team Analysis
System
 Operational Management
Focuses on operational KPIs,
metrics and targets for monitoring
and managing business
performance. Such as creating a
sales / revenue monitoring
dashboard, condjucting periodic
reviews.
 Financial Management
Focus on financial KPIs and the
allocation and control of effective
financial resources to monitor and
manage performance. Such as
controlling cash flow, controlling
GPM, OPM & Net Profit.
 Professional Standards
Use clear standards, policies
and rules to set expectations for
behavior and enforce compliance.
Creating business processes,
SOPs, ERP systems and reporting
standards can be implemented.
| PRELIMINARY ANALYSIS
Skill
FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
 Talent Acquisition & Development
Hiring the right talent. Recruitment of employees based on roles and responsibilities
in the business process. Develop employee knowledge and skills through Employee
Appraisal Programs and Employee Development Programs. Such as, the tax staff is
given training on the taxation of Brevet A & B.
 Process Based Capabilities
Embedding skills and 'knowledge' through codified methods and procedures (e.g.
training manuals, SOPs)
 Outsourced Expertise
Use external resources to fill capacity gaps (eg consultants, vendors, business
AUG 2020
partners) and agree on employee development programs with them. For example, BOC
& GSI agreed on the Hardskill / Soft skills training program.
Motivation (Staff)
 Career Opportunities
Provide career and development opportunities to motivate employees. Management
defines the career path of each job position such as grading, group of positions &
leveling.
 Financial Incentives
Use performance-related financial rewards to motivate employees. Along with the
formation of grading, it will certainly correspond to the provision of incentives.
 Rewards and Recognition
Provide awards and non-financial recognition to encourage high performance. Other
method can be given to employees such as training, sports facilities, health insurance.
32
 | PRELIMINARY ANALYSIS

WE PROPOSED GROWTH & SUSTAINABILITY DIMENSION TOO

Sustainable Innovation Strategic External Orientation

FINAL PROJECT OF LEADERSHIP AND BEHAVIOR ORGANIZATION COURSE – MBA CLASS | MONDAY, 10th
Strategy
Potential Challenge : Potential Challenge : Potential Challenges :
1. Convert Company Strategy into action Rethinking about catering business model Harness external stakeholder commitment
plan for executor to embark incremental improvement for to evolve and boost multiplier growth both
2. Communicate company strategy multiplier business growth now and in the future.
clearly (depend on member education)
Our proposal : Our proposal :
BOC have great core competitive advantage BOC required to obtain funding to
Our proposal :
standardize internal process with modern

AUG 2020
BOC already adjust 2020 business strategy about cost leadership on catering business.
To expand the core business to be online technology. Then, duplicate their system on
because COVID-19 pandemic. The type of
sales penetrate, BOC should redesign their other branch and other city. BOC also
changes is massive and rapid, BOC should
business model to be Internet Restaurant strengthen sales and marketing program to
concern about strategic implementation
Company. Then strengthen people, process generate more sales.
(action plan) and communication along the
and infrastructure across big city around BOC optimize their relationship to
employee. With intense discussion and
Indonesia. Thus, it can be evolution step of shareholder to provide talent on BOC
frequent –detail review progress
BOC to create sustainable business project improvement and business
monitoring. Thus, BOC provide extra-effort
development program.
to oversee strategy and execution.

Source : Project Team Analysis 33