Naturally Mr. Gordon does not have high intention to be a strong leader nor very high needs to control others. Nonetheless, in his current position as a senior supervisor, he always tries to control and enforce discipline among his staff. But, enforcing discipline proves to be a daunting task for him as he admits that he did not very successfully inspire his staff – especially those who are old, senior and permanent– to build discipline and professionalism. “It may be part of our culture and frankly, it’s very difficult to establish the culture of discipline,” he responded wryly as he tried to explain his job challenges.

Mr. Gordon has preferences to combine both conceptual and practical ways in approaching problems, although he puts more emphasis on conceptual one. He also tries to be systematic in orchestrating actions to resolve myriad problems; and take some relevant factors into account before taking decisions. In realities, however, he could not use his problem solving abilities optimally. For instance, when encountered with the incident of customer’s belonging loss, he was not able to provide effective solutions to prevent and minimize the chance of loss. Indeed, the incident will have negative impact on customer satisfaction.

During the interview, Mr. Gordon was not able to display meaningful examples regarding his creative abilities. Although he actually has tendency to be adaptive to the work situation and responsive to change dynamic, he apparently fails to utilize those distinctive characteristics into a series of creativity endeavors.

D. PERSONALITY

Mr. Gordon displays a profile of a calm and slow worker both in taking actions and expressing ideas orally. He shows warmness in dealing and speaking with others and is able to build good social interaction. He is relatively good in maintaining his emotional stability.

E. STRENGTHS AND AREAS FOR DEVELOPMENT

STRENGTHS
• Displays a profile of a hard worker
• Organized and systematic in finishing tasks
• Has high sense of responsibility

AREAS FOR DEVELOPMENT
• Limited motivation due to near retirement stage
• Lacks of creativity and initiativeness
• Slow moving worker

F. SUMMARY and RECOMMENDATION

Mr. Gordon has moved from his initial position as a room boy to his current level as senior supervisor in the span of more than 20 years. He held his position as a room boy for more than 10 years – a relatively longer than his peers who generally moved from room boy position to upper level just in 3 – 6 years.

Mr, Gordon projects himself as a hard worker who always tries to encourage his staff to be professional and discipline. However, he apparently fails to demonstrate firm and strict attitude to his staff, thereby bringing him in difficult situations to enforce discipline. Consequently, the overall performance of his team is not in the optimum level. Furthermore, he is a relatively slow worker and no longer able to display high need for achievement which may related to his near retirement stage. In this point, there is strong indication that he has no more room for his development as his capabilities have already been completely realized. Mr. Gordon is therefore recommended to be amongst those to take part of the Early Retirement Package.

Mr. Lance has been able to penetrate different departments of the hotel, some of which, he had subordinates. According to him, he sets an example to his staff on how things should be done and how to be a good employee instead of just telling them what and how things should be done. He uses the hotel’s rules and regulations as basis for his decisions and also consults his supervisor for assistance. Currently, he believes that he is not in the position or authority to make any decisions but he still makes suggestions to the management.

At present, Mr. Lance maintains a low profile and prefers to just be in the “background”. He does not see nor feel the need to upstage others. He had his time to shine and is now prepared to pass this honor to other employees. He opts to work at his own pace, yet delivers on time. He adheres closely to the hotel’s rules and relies on his supervisors for a final discretion on matters and issues that concern his work.

D. PERSONALITY

Mr. Lance shows emotional maturity. Admittedly, he describes himself to be temperamental in his younger years, but was able to be more patient and tolerant of others overtime. He comes across as a pleasant person and appears to be sociable. His vast experiences, both in work and life, have made him a wiser individual seeing the things in a more positive and brighter perspective.

E. STRENGTHS and AREAS FOR DEVELOPMENT

STRENGTS
• Highly principled
• High sense of belonging and “ownership” of the hotel
• Loyal employee

AREAS FOR DEVELOPMENT
• Not Applicable

F. SUMMARY and RECOMMENDATION

Mr. Lance has been with Hotel Sun Jaya for 28 years. During this time, he was given the opportunity to penetrate and work for different departments of the hotel. As the current Hotel Administration Security, he is tasked to plan activities, prepare and file reports and do various administrative work in relation to the hotel’s security.

Mr. Lance is an organized and systematic worker. He prefers to focus on one task before starting a new one. He gives high importance to details and accuracy. He prefers to work at his own pace, yet makes sure that he is able to meet a deadline for a report or deliverable. He is a conformist, strictly adhering to the hotel’s rules and regulations. He relies mostly on his supervisors for a final decision and does not put up any form of resistance. He is a pleasant and mature individual. He holds a positive disposition that he acquired from his life and vast work experiences.

From the overall findings, Mr. Lance appears to have accomplished all his career plans as your employee. His service to Hotel Sun Jaya has proven both his proficiency in work and loyalty. He desires to retire and be able to do things for his own satisfaction. It is therefore recommended that Mr. Lance be granted the Early Retirement Package provided by the hotel.

Mr. Joshua takes his leadership role seriously. He displays ease in decision making both on routine and non- routine dilemmas. He finds the need to be forceful towards his subordinates despite his delegation practices. He tries to suppress his negative feelings to avoid conflict with his co-workers. In situations wherein he is unable to hide his negative feelings, he admits that he has the tendency to complain about the person to his other co-workers.

Mr. Joshua appears to lack the enthusiasm for his job. He comes across as a “low spirited” worker. According to him, his lack of enthusiasm could be attributed to the lack of new and up to date facilities of the hotel. He is able to express his concerns and ideas, but unable to give examples that would manifest his creativity.

D. PERSONALITY

Mr. Joshua could be classified as an introvert. He is able to work well alone and is not easily influenced by other suggestions or ideas. He is able to maintain a close relationship with a few select people, but is very cautious when dealing with others who are not part of the “selected few”. He is able to be pleasant with clients and guests, but is reserved when interacting with co-workers and subordinates.

E. STRENGTHS and AREAS FOR DEVELOPMENT

STRENGTHS
• Displays firmness in decision making
• Displays assertiveness in disciplining subordinates

AREAS FOR DEVELOPMENT
• Needs additional theoretical and practical knowledge in accounting
• Needs to develop his English skills
• Does not seem to strive for further success at work

F. SUMMARY and RECOMMENDATION

Mr. Joshua has been with Hotel Sun Jaya for 22 years. He started in the hotel as a waiter in the banquet division for the F & B department in 1980 and has progressed in his career on a steady pace. He is the Banquet Operations Manager at present and has held this position for two years now.

Mr. Joshua is a steadfast manager and employee. He is firm in his decisions and prefers to go into details before giving a final assessment to a situation or dilemma. Suffice to say that his stay with the hotel has equipped him with experience that has helped him make decisions and deal with clients. He is an introvert but manages to deal with the hotel’s clients as this is mandatory for his job. Moreover, despite his introvert personality, he still maintains a good relationship with his co-workers.

Mr. Joshua has serviced the hotel for more than 20 years now. His stay with Hotel Sun Jaya has confirmed his loyalty and equipped him with experience that is considered commendable. He has proven to the management that he is capable of such job and responsibilities, however there is no room for his development as his capabilities have already been completely realized and has reached its maximum. Furthermore, his lack of enthusiasm and energy in his job may pose as a problem in the future. Mr. Joshua is therefore recommended to be amongst those to take part of the Early Retirement Package.

For the past nine years he and eight other supervisors are divided into 3 shifts and this 53-year-old supervisor takes the 3pm to 11pm shift. He and around 17 security guards under him patrol and keep things safe during their shift. He always made it a point to motivate and encourage his people during work. He also proposed to his superior to train new comers regarding security education (pra-satpam). Working for the company for quite some time made him notice the tools lacking or required to increase security effectiveness, things such as new walkie-talkies, hand cuffs, wooden sticks, etc. Despite this, he claims that security and safety has been good at the hotel.

Mr. Sean is very organized and demands complete attendance from his staff. He gives warning to those who do not report in for work. When it comes to making heavy decisions he consults with the Duty Manager for guidance, however, when confronted with small problems he always refers to the hotel’s rules and regulation to make the decisions.

One handicap of Mr. Sean at the moment is his failing health. He seemed to have used up his energy in his younger and early years at Sun Jaya which makes him a simple worker, “doer type” who may be just waiting for the time to retire. When asked about recent experiences, Mr. Sean cannot remember many things anymore which could be attributed to age and his physical condition.
D. PERSONALITY

Mr. Sean’s social nature indicates that he is a sociable person. He is approachable yet he can be tough and forceful. He can also be demanding especially when things are not running according to his standards. He is likely to insist on what he believes is right. However, during the meeting, Mr. Sean appeared to be a quiet and calm person who answered questions briefly. This may be because he has just recovered from a mild heart stroke. At 53, this retiring man said he got two more years to go before retirement. He honestly admitted that he is old and can not think much, he does not even know what his personal strengths are. What is important for him is his closeness to his team.

E. STRENGTHS and AREAS FOR DEVELOPMENT

STRENGTS
• Persistent and dedicated worker
• Displays high organizational commitment
• High concern for those working with him

AREAS FOR DEVELOPMENT
• Has problem remembering small details
• Admits that he is old and getting slow
• On the verge of retiring, no need to strive harder

F. SUMMARY and RECOMMENDATION

Mr. Sean has shown dedication and commitment by serving Hotel Sun Jaya for 22 long years. From security guard to Supervisor Coordinator, he has become the maestro in his field, supported by years of experience.

His concern for improvement by wanting to train new recruits showed us his passion for his work. The “sarana” is one thing he demands to be improved to enable the security team to work more efficiently. Mr. Sean seems to have reached his peak and is just working for the sake of working till retirement day comes. Looking at the nature of the job and considering Mr. Sean’s current situation, we recommend that management offer him an early retirement scheme or release him from his physical duties. He may be more appropriate to conduct in-house training so that he can share his security function experiences. However, it may take some time because he seems to be recuperating from his recent illness.

Ms. Eggy is more of a practical worker; most of the time she uses personal approach in promoting hotel rooms and facilities. She regards the contact persons – the managers of airline companies, as her friends. She claims that she never gives up and puts on aggressive approach especially to new prospective customers. She brings complimentary cakes, invites them to the hotel and entertains as necessary to close the deal. Being flexible, she accepts customer’s invitation for lunch or dinner and will adjust her schedule to meet such important appointment.

Her leadership skills seem to be not fully developed yet. At present, she is more of a good follower who likes to support and abide by her boss’ direction and instruction. While she can work with minimal supervision, she needs reassurance and support when doing her job. She reports that the sales and marketing team is not solid, causing a non-conducive working atmosphere. There are cliques within the department who are competing to achieve the biggest sales. She thinks that it is coming from unclear line of authority in the sales and marketing department.

As to problem solving, she claims that her major problem is coming from unhealthy working relationship amongst colleagues though she does not have any difficulties in solving work related problem. As a new staff, she prefers to work according to her job description and procedures and will ask her boss’ support and suggestions when she feels under pressure.

A. PERSONALITY

Ms. Eggy comes across as an easygoing person with an air of arrogance; she is the type of person who wants to give a positive initial impression. She is very open in explaining the uncomfortable situation in the sales and marketing department and shares her feelings about it. Her social nature shows her to be a socially extroverted individual who likes interacting with people. She loves being with people and meeting new friends.

As far as her emotional nature is concerned, we find her to be sensitive in relating with people and this may lead her to be biased in seeing things and be somewhat subjective. Indicators show signs of internal restlessness meaning she has a tendency to get bored easily if the job becomes routine and monotonous. She claims that she likes challenging work and gets motivated handling difficult tasks. Ms. Eggy does not like antagonistic situation. As much as possible, she claims that she prefers a calm and harmonious working environment rather than face conflict. Thus at present, she concludes that there is no point in being assertive but prefers to stay passive and just do her tasks according to the direction and instruction of her direct boss.

B. STRENGTHS and AREAS FOR DEVELOPMENT

STRENGTHS:
• Practical and action oriented.
• Flexible in managing her tasks and activities.
• Able to work on several tasks at a time, likes challenging tasks.
• Adaptable and can adjust to any situation
• She enjoys meeting clients and will spend extra time to build and keep good relationship with them.

AREAS FOR DEVELOPMENT:
• Tendency to be disorganized. She admits that she forgets things easily.
• She is not very focused and tends to be easygoing in her work habit.
• As to her emotional nature, she may tend to be subjective in seeing things and relating with people.
• She tends to be restless, and can get bored easily when job becomes monotonous.

C. SUMMARY and RECOMMENDATION

Ms. Eggy got her Diploma in Marketing Advertising from University of Canberra, Australia. She joined Sun Jaya hotel in late 2000 as Sales Executive and holds this position up to present. She is one of seven sales executives and is under the direct supervision of the Director of Sales and Marketing. She is responsible for managing the airline companies plus other companies located in MT Haryono – Tomang area. Her daily activities include conducting sales calls, visiting prospective customers, and handling administration matters.

Ms. Eggy’s major strength is her social skills. She is outgoing and likes meeting new friends as well as customers. She even treats her customers as friends. She enjoys the challenge that goes with the job like achieving the sales target and feels an accomplishment when she can finally get the project. She reported that she ranked fourth in the total sales achievement last year, and claims this as one of her greatest contributions.

As to her areas of improvement, she tends to be easygoing and not quite focused. She revealed that does not want to stay long in Sun and plans to manage her own business once she gets married. Her restlessness and tendency to get bored easily indicate that she is always in search of new things and new challenge to keep up her motivated at work. She is sensitive, and can get emotionally involved. She may tend to be defensive towards criticism.

Based on the above findings, we find Ms. Eggy currently works for the sake of working. Basically, she has good potential suited to a sales position; however, she does not aspire to occupy a higher position. Moreover, the unharmonious working atmosphere in the sales and marketing department has badly affected her work spirit. Her future plan is no longer focused to her sales career in the hotel but to work on her own business once she gets married. For these reasons, we have reservations in recommending Ms. Eggy for further promotion.

Likewise, he lacks the supervisory skills and the willingness to lead others is relatively low. He tends to be soft in dealing with his staff and does not want to portray himself as a too demanding supervisor. He may be too lenient at times when strict leadership is required especially when he has to work late at night.

Nevertheless, when it comes to his workstyle, he shows keen interest in working with details — an ability which strongly supports him at present as a telephone operator. The doer and follower type, he would prefer to follow clearly written rules than that of verbal instructions. He likes to maintain neatness and order in his files to avoid administrative errors. Despite this, however, he still encountered mis-coordination with front office department on handling guests’ telephone bills.

Mr. Benton apparently has no strong ability in creative thinking. During the interview he failed to mention meaningful examples about his creativity accomplishment. He tends to just follow routine procedures in doing his jobs.

As a telephone operator, Mr. Benton has to deal with guests or outside parties very frequently. In other words, he regards himself as a front liner who – to some extent — projects the image of Sun Hotel. Unfortunately, from an observable viewpoint, Mr. Benton does not possess the type of voice or intonation and communication skill which is likely to project a “professional or high-class” image. We suggest to take this into consideration since a pleasant and charming voice is one of the major pre-requisites for this position.

D. PERSONALITY

Mr. Benton appears as a person who likes to interact and is willing to deeply be involved in various conversations with others. He also tends to be loyal and can create long lasting relationships with others whom he trusts. While this makes him a truly sociable person, this would also indicate that he is likely to play favorites and can be subjective.

He is able to maintain his emotion under control and is able to endure routine and repetitive tasks. His communication skill, however, seems to be marginal as he repeatedly fails to express his opinion articulately. His pronunciation is also poor making his voice a bit difficult to understand.

E. STRENGTHS AND AREAS FOR DEVELOPMENT

STRENGTHS
• Has high attention to detail
• Has an ability to endure routine and repetitive tasks
• Has relatively fast work pace

AREAS FOR DEVELOPMENT
• Does not display initiative
• Poor supervisory control may create an image of a soft and weak leader.
• Marginal quality of voice, intonation and communication

F. SUMMARY AND RECOMMENDATION

Mr. Benton joined Sun Hotel in 1975 as a houseman and then he became room boy for more than ten years. He was transferred to front office department and became a telephone operator and in 2000 he was promoted to be an operator supervisor.

Mr. Benton projects himself as a person who aspires to produce good results in his workplace. Basically, he does not have the confidence to lead others and actually prefers to just follow the rules or instruction from others. If he is given the role of a leader, he gives autonomy to his staff and avoids strict control to monitor their performance. He also tends to be reluctant to make decisions. If forced to decide something, he will seek for guidance or check with the established procedures. As a result his decision making process is relatively slow. He tends to be passive and does not display initiative to improve his team performance.

His main drawback, however, lies in his marginal quality in voice, similarly, his English ability is also mediocre. These facts may give the hotel an unprofessional image. Naturally for such position, voice should be clear and articulate and English ability should be excellent, since these two are major pre-requisites and vital to a telephone operator’s job.

Based on overall findings, it is apparent that Mr. Benton is not the right person at the right place. Likewise, he has reached his peak performance and has no room for any further improvements – therefore, Mr. Benton is recommended to be enrolled in the Early Retirement Package Program.