Manager Profile Project

8/6/2019 Manager Profile Project

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Manager Profile? It is a very tough assignment as we have to find a manager, then

observed and interview him/her in term of all the managerial perspectives that we havelearned in the class. When we got this assignment, we promise to ourselves that we will

do our best towards the assignment. The problem is who will be our manager?

After a short discussion, both of us agreed to ask for help from our Introduction to

Management lecturer, MrAzamuddin. He always shared with us about his schoolmates

that become a manager nowadays. MrAzamuddin then gives us his friends email

address for us to contact which is MrAmiruddin who one of the manager in one of the

telecommunication company in Malaysia. As we got his email, we write to him directly.Fantastic! MrAmiruddin replied our email in a day at 8.09am, and he agreed to be our

subject in this assignment. He gave us his private phone number and gives us a chance

to ask him anything about his experience. He also promised us that he will help us to

complete our assignment well. Our first impression towards him is really good. We

thought that he would be a great manager with the best personality.

Finally, we have setup an appointment with him. He asks us to meet him during the

weekdays at his office, somewhere in Kuala Lumpur. Then our journey began.

Once we arrived at Menara Telekom, MrAmiruddin asks us for a breakfast with 4 his

friends. He told us that he cant be our subject for manager profile as he does not have

subordinates. But he already finds his clique which is MrMuhawira from Internet

Protocol Department. Hence, MrMuhawira will finally be our profile for this assignment.

-The process that we gone through-

What should we do

to complete this

assignment?


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BIODATA

Name: MuhawiraMuhamed

Age: 33 years old

Education:

Primary school: Angelo Chinese School, Ipoh

Secondary school: Sek. Men. Raja PermaisuriBainun, Ipoh

Diploma: ITTM, Taiping

Degree: Bachelor Degree in Computer Science, MMU

Master: Master in Science Computer, UITM

Working Experience:

i) Security bank (6 months)ii) Internet service provider at TM (1999-2005)

iii) Clearing house worker at TM (2006-2007)

iv) International development department at TM (2008)

v) Manager Edge IP department at TM (2009-present)


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Here is our manager.

Look at him closely, he is such a simple guy right. Let us bring you to the air that we felt

when we step into his workplace for the first time. It is simply cool! Have you ever see

the short video clip on how the employees of Google work? If no, dont worry because

we attach at the appendix an environment of the Google workplace.

Now, you can imagine how the people in this department working right? Let us move on

to the most important parts that all the managers must have. Guess what? It is the four

management functions which are planning, organizing, leading and controlling by

Henry Fayol.

MrMuhawira, a simple guy said to us, There are only two choices for us in our life. If we

choose the right path, then we will get a good outcome. But, what are the two choices?


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How do he manage histeam

How to keep histeammates motivated

Compare their KPI withtheir objective

Set a bench mark forthemselves

Keep improving

Who will be his teammembers

What will be their

portfolio

What is their team aim

Setup team and individualKPI to facilitate control

How to minimize theresources

Planning Organizing

LeadingControlling

That is it! We have to choose whether to be success or fail. For him, the main objective

in his life is to be success in all the paths that he is taken, either his personal life or his

working life. He admitted that he is not only the manager of his organization but also the

manager for his family. MrMuhawira is a manager in Internet Protocol (IP) division of the

organization. His job is to design or fulfill the demand of the customers like public,

government or private company. He is working at the back stage and does not deal

directly with the customers. The task flows like this:

Customers Marketing Department IP Department

Below is the summary of how he applied the four managerial functions to encourage

and guide him to achieve his project goal:


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Planning

The first function is planning. Planning involves defining goals for future organizational

performance and deciding on the tasks and uses the resources needed to attain them.

A plan adds organization to the goal because it details specific actions and steps to get

there. Usually, corporate culture which is internal factor can influence the way planning

is done. If the corporate culture is more towards centralized decision making, planning

will be done by the higher level of management only.

We would like to quote his words, having a plan is vital to your success. Without

a plan, you will be working far harder than you have to. We then understand what he is

trying to say.Right after MrMuhawira got the task or project from the Marketing

Department, he sets a meeting his subordinates. For example, they are given a taskfrom Maybank to build a connection for their new auto teller machine (atm) branch in

Ipoh. He and his teams will discuss and plan the strategies to finish up their customer

demand. Besides planning for their current project, MrMuhawira and his teams also are

continually planning on how to help their company maintain its position as the largest

telecommunication company in Malaysia.

As the battle between other growing and competitive telecommunication

company, the outcome of planning is a strategy which is a cluster of decisionsconcerning what organizational goals to pursue, what action to take, how it will be

implemented, and many others. Usually they use competitive strategy to compete in this

global environment. There are many types of competitive strategy that can be used like

cost leadership strategy, differentiation strategy and focus strategy.


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STRENGTHS

Owns largest nationwide telecom coverage and penetrationMalaysia lead broadband Internet provider and fixed line telecommunications

operator

Invests in new Internet Protocol

WEAKNESS

General complaints about customer services provided

Lack of business strategy towards the promotion of cheap voice calls

Occasional payphone

OPPORTUNITIES

Expansion to more profitable products and services that are less regulated

Emphasis on telecommunications and IT solutions and broadband internetservices

Contracting more overseas partners to further its global expansion

THREATS

Global financial crisis

Inability to foresee the successfulness of long-term projects considering currenteconomic fluctuations

Fierce competition from main rivals

MrMuhawira and his team members always work their best for the unique

strategy to ensure that they will make their customer satisfied. He gave us an example

to reach the traffic in google. There are lots of other company in the world are trying to

reach the highest traffic as well as their company. What they did is they pass by the

other competitors and reach to the root of the traffic. Thus, they can get much more

traffics compared to their competitors.

But, before they formulate any strategies, they will be doing an external and

internal analysis or well known as the SWOT analysis. Below is the generalSWOT

analysis of their company.

Most company use SWOT analysis as a basic guide for strategic planning. The worth of

a SWOT analysis is often dependent on the objective insight of those management

individuals who conduct the SWOT analysis. If management is able to provide objective


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and relevant information for the analysis, the results are extremely useful for the

company.

Here is the summary of what they are doing in term of strategic management:

There are a few documents that they must prepare before proceed with the implement

strategies. The main document is called Project Proposal which consistsof:

y Gantt charty Financial budget

y Resources allocation

y Strategy process

y Idea of execution and many others

Once the proposal is approved by the upper level of management, they will state their

individual and team Key Performance Index to facilitate control. Here, they will set the

level of their target outcome or achievement based on their ability and performance

before.

Organizing


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A suitable organizational structure

Influences employees' attitudes towardtheir work

Minimize a business's costs

Maximize its efficiency

Increase ability to compete in globaleconomy

We are going from Planning to Organizing. The second function of management is

organizing. It is a function in which the synchronization and combination of human,

physical and financial resources takes place. After MrMuhawira has a plan in place, he

can structure his team and resources. According to him, this important step can be

proudly affecting an organizations success. A structure will help an organization to

determine how well their employees make decisions and also reflect how well they

respond to the problems.He also mentioned a flow on how the good organizational

structure affects the company.

He is totally right! Now, we understand better about the importance of

organizing. The organizing process transforms plans into reality through the

purposeful deployment of people and resources within a decision-making framework

known as the organizational structure.But, what is the organizational structure is?


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Muhawira

Muhamed

Eugene EE You

Jin (A)

Atiqah Hidayu

Abd Majid (B)

Mohd Azhari

Md Kurman (C)

This is how he structured his team. He has three people who work with him to

complete their task. From this chart, we can see that there will be a formal tasks

assigned to individuals based on their specialty. Person (A) is specialized on the

designing process. Thus, his port folio will be all about designing platform or based

of their project. Besides, Person (B) is a very good at doing the reports and alert on

the timeframe, hence she works as a secretary for the team. Person (C) has a wide

experience on selecting the resources or materials and he will be doing all the thing

about choosing the materials used. This is how MrMuhawirasorganizes his job

design.

Other than the task divisions, this chart also shows the formal reportingrelationships, including lines of authority, decision responsibility and span of

managerial control. The design of this system is to ensure effective coordination of

employees across their capabilities.

The company structure is very large and wide to be analyzed, but we can say

is it is very organized. Once the departments are made, the manager likes to classify

the powers and its extent to the managers. This activity of giving a rank in order to the

managerial positions is called hierarchy. The top management formulates the policies,

the middle level management goes into departmental supervision and lower level

management into supervision of foremen. The clarification of authority helps in bringing

efficiency in the running of a concern in this telecommunication company.


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Workplace

Interesting

Empowerment

FinancialReward

Flexible

SociallyAcceptance

MrMuhawira told us that the relationship that is established among is important to

enable smooth interaction toward the achievement of the organizational goal. Each

individual is made aware of his authority and he/she knows whom they have to take

orders from and to whom they are accountable and to whom they have to report. A clear

organizational structure is drawn and all the employees are made aware of it.

We would like to add a few things that we have just learned under organizing.

Job design is one out of two primary processes in organizational design. As what we

already told previously about the workplace of this organization, we can conclude that

the job design in this company is very great. Here is the summary of the things that

made this workplace is fun and interesting to work with based on our observations.

Factors that make the workplace is

FUN


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Leading

Along with planning, organizing and controlling, all managers will execute leading as

these are the four functions of management. Leading and managing, are they the

same? A brief explanation from MrMuhawira makes us understood. When we talk about

managing, it is about a manager manages employees where he/she makes sure that

the tasks are completed on time and all the policies must be followed as they are the

supervisor of the employees. Leading is something related to how employees see their

leader as someone who motivate them and guide them to achieve the goal.

Everybody knows that employees are the key to success of any business. From

our observation and survey, MrMuhawira has a leadership role that he is able to

motivate and communicate well with his teammates. He also is able to direct Eugene,

Atiqah and Azhari to the duties assigned during the planning and organizing process.

According to Eugene, his manager has day to day contact with them using open

communication and he is able to give direction individually as well as within a team.

Does every manager will have a good mood every day? Do all the workers are

motivated all the time? This type of question comes into our mind. I am still a human

being regardless I am a manager or not and as a human, we always have a different

feeling everyday or even every seconds. But, a good person will control their emotions

and do not let his emotions control him, said MrMuhawira.

Zahidah : If you are not in a good mood or feeling, what will you do to avoid that

problem influence your works?

MrMuhawira : Well, I will make my life simple. I will go out and hangout with my friends,

have a meal together than everything will be fine for me.

His answer is much unexpected! This is the reason why he got the title of a cool

manager.


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Manager

A good manager always concern about his workers

Keep communicate and motivate the workes Shorten the power distance between the manager and workers

Subordinates

Talk to the manager when facing problems

Try to be motivated all the times

Do not drag personal problem to the work

Outcomes

Happy manager and workers Perform much better on job

Leading to happy and satisfied customers

Like before, we would like to summarize the flow of motivated employees to their final

outcomes.

Keeping the employees to be motivated is not an easy thing. MrMuhawira admits that

he always faced the problems when one of his teammates is less motivated. But, he

can encounter this issue with lots of solutions. Motivation is not an expensive tool.

y First, they set the culture of start the day with a smiley face. As everybody is

smiling, there will be a peace environment for the people.

y Second, talk face to face with the employee that is low motivated for the current

situation. There is no problems occur for Atiqah, Eugene or Azhari to share their

burden with MrMuhawira as he is their leader as well as a good friend.

y Third, this company reinforcing the employees actions when something has

gone correctly shows them that they are noticed and that managementappreciates what they are doing. For example, MrMuhawira will evaluate his

teammates and they have a chance to win an appreciation from the company

based on their performance. Maintaining a visual display of these positive items

creates an atmosphere of encouraging energy.We can clearly say that this

company applied positive reinforcement based on Operant Learning Theory.


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To be a good leader :

Think like a leader

Know what is happening

Formulate the actions

Choose leadership stylebased on the situation

Employee oriented

Job centered

Use organizationalbehaviour leadership skills

Influence culture

Motivate

MrMuhawira told us that both of us will be a manager in the future, thus have to develop

a few things inside us. Here is it!

Lastly he said, in a great work setting the manager himself also serves as a leader. He

added that, his three teammates follow his instruction because not only they have to but

because they want to do so. They respect him for his position and also as a person. His

personality always outweighs the power that the position itself offers. We learn

something that is very precious today, which is it is not enough to use the position

power only but managers must manipulate their leadership skills to inspire the

employees.


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As what we have learned in class, a manager also has to understand a few things about

motivation. MrMuhawira also have to do the same to make sure all his subordinate keep

motivated all the time. For him, he can directly detect when one of his subordinates

become less motivated based on their performance towards the task as compared to

usual achievement.

I have been working with Eugene, Atiqah and Azhari for a few projects. It is not

a problem for me to keep them motivated as they love their job very much. Based on

this statement from MrMuhawira, we can conclude that his subordinates are highly

engage towards their task that leads them to motivate themselves to do the best.

Syazwin : Sir, what are the things that will make you motivated when you face a

big problem?

MrMuhawira : For me, the most important part for me is I love my job. I also have my

fellow friends and subordinates that always support me and I believe that I

can do my job well. This kind of thing will come across to my mind when I

felt down.

According to what MrMuhawira felt about his job, we know that there is a motivator

factor that makes MrMuhawira stick with his job as stated in Frederick Herzbergs Two

Factors Theories.


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Besides that, MrMuhawira also shared with us about how his subordinates

motivate themselves. For example based on his observation, Eugene has a high level of

self-management behavior.He preferred to set his own goal as a bench mark for himself

and he will treat his friends when he achieved his target.This way of motivation can be

related to selfreinforcement.

Somehow, we remembered his workplace environment when we learn about the

theories of motivation in the replacement class few days ago. MrMuhawira has

mentioned to us that everyone have the same opportunity to climb the ladder and will be

promoted if they work hard. His organization will be having a ceremony to appreciate

their workforce once a year. Hence, we know that this is one of the method or

alternative to motivate the workforce in term of psychological contract and equity

theory.

Awesome! New topics that we just learn a few days ago give us a wider experience on

the motivational part. Before this, we just listen to what MrMuhawira told us without

recognized that it is a part of motivation.

.

F

rederickH

erzberg Two-Factors Theories Psychological Contract

Self Reinforcement Equity Theory

Theories of

Motivation


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We would like to relate Maslows Theory of Needs with MrMuhawira as well as

Alderferers ERG Theory. As we can see, MrMuhawira is climbing to reach the peak of the

pyramid. First, he already reaches the physiological needs in term of foods, shelter and warms.

Then he steadily climbs for the safety need, which surely includes financial security and a

healthy health. A little higher up on the pyramid is he comes to self esteem, love, family and

relationships. We believe that his higher education, marriage, friends and skills fall into this

category.When all of the foregoing needs are satisfied, then and only then are the needs for

self-actualization activated. It is not always clear what a person wants when there is a need for

self-actualization. So, we just can conclude that MrMuhawira is almost reaching to this level.

If we compared Maslows Theory of Needs with Alderferers ERG Theory, we will

observe the same result. Thus, we can definitely say that MrMuhawira is reaching his self

actualization level, which is the top level in the hierarchy.

Maslows Theory of Needs Alderferers ERG Theory


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Controlling

Referring to what we learn in the class, controlling function involves monitoring the team

or organizations performance to make sure goals are being met. Let us learn how

MrMuhawira performs this function.

In the planning stage, they already set up their KPI. This is the time where they

will evaluate their performance based on the KPI. For example, MrMuhawira recognizes

that his teams KPI is to increase their sales by 7% over the 6 months project. Thus, he

may check the progress towards the goal end of every month and make sure that all the

task in done according to their timeline in the Gantt chart. The special attitude about the

way he works is, he always share this information with his team members. He felt this

way can built trust and a feeling of involvement for his teammates. If they felt that theirperformance behind what they expected, they will try to find another ways to improve

the outcome. We can clearly see he did one of the Mintzbergs Managerial Roles

which is Informational that consist of monitor, disseminator and spokesperson.

Continuous improvement is one of the most important parts in controllingfunction. Kaizen means "improvement". Kaizen strategy calls for never-ending efforts for

improvement involving everyone in the organization managers and workers alike,

retrieved from http://www.1000ventures.com/business_guide/mgmt_kaizen_main.html.


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According to MrMuhawira, since the company was started its business, they

already applied kaizen culture. They have their own software to observe their company

as well as their employees performance over the time. Usually, all the performance is

gradually evaluated by the specific team in the Human Resources Department. They

will ensure management works continuously towards revising the current standards and

when they have been mastered they will try the higher ones.

At the end of the interview session, MrMuhawira shows us his personal data and

personal evaluation based on his performance from the top management. From the

software, we can see they evaluate the manager based on the KPI set. If they are able

to achieve the KPI they will be getting minimum 5 point or more if the performance is

exceed the KPI. There are also the evaluation from the peers, subordinates, customers

and the people working with that person. The comments for improvement, the manager

strengths and weaknesses are also stated there. The objective of all these things is to

develop and improve the employees empowerment.


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We are very lucky as meeting MrMuhawira gives us more understanding towards the

four management functions. Now, we would like to analyze all the subtopics in planning,

organizing, leading and controlling to 14 Henry Fayol Principles of Management.

After a short discussion, we recognize a few things that MrMuhawira applied can be

seen directly in the 14 principles.

y Division of Work. This principle is applied in the organizing function where

MrMuhawira is dividing the tasks between his three teammates.

y Authority. Eugene, Atiqah and Azhari respect MrMuhawira as a manager and

they obey all the command well.

y Discipline. All of the team members show their discipline when they have tofollow all the timeline and procedure to achieve the goal.

y Unity of Command. MrMuhawira is the leader and the manager of the team.

Thus, all of his three subordinate will listen to the direction from him.

y Unity of Direction. All of the team members know their aim and target to be

achieved as all of them are directly involved in the planning part.

These five principles are clearly seen in the process of gathering the information from

MrMuhawira. The other 9 principles are also there but we need to further research

towards MrMuhawira and his three subordinates to ensure we got a right situation.


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PERSONALITY TRAITS

IN THIS CHAPTER, WE ARE GOING TO TELL YOU MORE DETAILS ABOUT OUR

MANAGERS PERSONALITY


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BIG FIVEPERSONALITY MODELS

Amazing! That is the word that describes him perfectly as we believe that he has

all the Big Five personality traits. We were shocked when he told us that he has 17

projects to be completed for the year of 2011. 17! It is a big number. But, he told us, as

a manager he must be daring and take challenges and do not run from problems in

order for him to improve himself. This shows that he score a higher point for openness

to experiences personality.

Besides that, his task as manager of network development department, make

him a conscientiousness person. He is a very organized and self disciplined person as

he will distribute the task for each project accordingly to his subordinates to make sure

that they all are following the timeline. Mr. Muhawira also very careful in designing the

network request by the customer so that the customers are satisfied with the outcome.

During the interview session, Mr. Muhawira told us his relationship with his

subordinates and his general manager is very close. At first, we expect it just like a

common relationship that others company practices, but we were shocked as we see

that Mr. Muhawira manager is very friendly and they also used informal speech. We

also interview one of his subordinate, and he said that Mr. Muhawira is a very sporting

he has to complete 17 projects this yearOPENNESS TO EXPERIENCES

he has to design the network carefullyCONSCIENTIOUSNESS

very friendly with his manager and his

subordinatesEXTRAVERSION

care about his subordinates and upper

managementAGREEABLENESS

always avoid negative emotions during worksNEUROTICISM


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and the best boss he ever had. Mr. Muhawira also never scolds them and will admonish

them if they make mistakes. Such a great compliment that we get, convince us that he

is an extraversion person.

For agreeableness personality, we can feel that in the department where he

works, that all workers are very caring about each other despite they are subordinates

or bosses. Based on his characters when talking to his subordinates, he always talk

politely and asking if they got any problems. And the most important things in his

department are, they care more about family. So if someone got emergency related to

their family members, they automatically got permission from the general manager of

the department to take leave.

And last but not least, Mr. Muhawira scores lower point for neuroticism

personality. He said that, If I have a problem or feel stressed, I never let the negative

feeling control me but instead I think of positive emotions. This is important cause if you

let your emotions control it will effects yourself and also others. We believe that he

rarely scold his subordinates as he has a better relationship with them.


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LOCUS OF CONTROL

Quote from http://www.flatworldknowledge.com/node/34687#web-34687 website,

define that Internal Locus of Control is, The belief that a person controls their own

destiny and what happens to them is their own doing. While External Locus of Control

is, The belief that things happen because of other people, luck, or a powerful being.

So we ask Mr. Muhawira a question:

Do you think your success today is because of your effort or your luck?

Mr. Muhawira answered us that he believed that he achieved his position today

because of his effort and not because of luck. He has struggled enough during his study

to achieve excellent result and finish his degree in 3 years and the half instead of 4

years. But, he believed that we as human just planned, and there is other power thatdecided which path that we will go. Generally, it is a thought that good managers tend

to have a strong internal locus of control. So, we concluded that he has higher score in

internal locus of control and lower score in external locus of control.


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Nach

he has plan his

future career

Naff

he want to

know every

workers

Npow

he does notneed power as

he loves his job

MCCLELLANDS NEED THEORY

David McClelland, a

psychologist has extensively

researched the needs for

achievement, affiliation and power.

He said that, the need for is the

extent to which an individual has a

strong desire to perform challenging

tasks well and meet personal

standards for excellence. For this

case, we observed that Mr. Muhawirais very hardworking and persevering

in doing his work, but eventually he

said that he loves his current job very

much. He does not have intention to upgrade his position for now, but he just makes

sure that all the projects done must meet his target and expectations. So we decide that

he have low score of needs for power.

As we tell you above, Mr. Muhawira is very concern about his achievement. Athis workings company, everyone will be evaluated using Key Performance Index (KPI)

system and it will show individuals performance for each task completed. Although he

did not tell us his ranking, but we know he has high score for his KPI as he got an award

for the 2010s annual best staff. Besides, all workers have their own future career profile

and he did tell us that his highest ranking that he wants to achieve is to become a Chief

Executive Officer (CEO) of the company. So we can see that he get high score of needs

for achievement.

Needs for affiliation describes people that concerned about maintaining good

interpersonal relationship with others. Mr. Muhawira scores high for this need as all his

subordinates liked him a lot and all people around are easily getting along with him.


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STEPHENCOVEYS HABITS

Dr. Stephen Coveys has written a book of 7 Habits of Highly Effective People

and we see that Mr. Muhawira has some of the habits. Mr. Muhawira is a very proactivemanager as he manages to control his own working environment. His is very courage

and use his self-determination, choice and the power to decide in response to stimulus,

conditions and circumstances that he faces during working.

Besides that, when doing work, he ranks the work in the priority orders. This is

the same with put first thing first habit. Every morning, he will organize his daily routines

and activities in accordance with his daily targets. He believes that by doing this he can

finish his work effectively and efficiently, and in the same times meet his target.

Mr. Muhawira also has a synergize habit where he applied creative cooperation

in his department. He knows that there will be more works that can be accomplished

through cooperation. In order to do that, he always values goods and potential in his

subordinates contribution.

Last but not least, he posses sharpen the saw habit which means he never stop

working to improve himself, spiritually, mentally, physically, socially and emotionally. He

keeps learning all the time and put what he have learned into practice. This shows that

also he is a manager, he want to learn more in order to improve himself.

BE

PROACTIVE

PUT FIRST

THING FIRST

SYNERGISE SHARPEN

THE SAW


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HOLLANDS PERSONALITY JOB FIT

When doing the personality analysis about Mr. Muhawira, we can see that his

personality have relationship with the job that he is doing. Looking to the Hollands

personality Job Fit theory, he has 2 types of the Hollands theory.

We have already described a few times about his positive extraversion

personality. In this case, he also suits the social type of Hollands theory. He is a very

sociable person, friendly with his subordinates and departments general manager,

cooperative and very understanding person when his colleagues have problems.

In the other hands, he also has enterprise type when doing his job. As a

manager, he must have self-confident when presenting himself to his subordinates and

also his companys customers. He is an ambitious person as he will do his job with

passion in order to get excellent outcome. Besides that, we see that Mr. Muhawira is

very energetic person as he comes to work at 6.30 am everyday and going back at 8.00

pm.

TYPE CHARACTERISTICS

Realistic -

Investigative -

Social Sociable, friendly, cooperative, understanding

Conventional -

Enterprising Self-confident, ambitious, energetic

Artistic -


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MYER BRIGGS TYPEINDICATOR (MBTI)

During the interview session, we both were wondering what type of Myer Briggs

Type Indicator (MBTI) that Mr. Muhawira had. On the way back from KL, I and Syazwin

discussed which combination of MBTI is best described him. So, we decided that he

posses more in ESTP type. According to website http://www.myersbriggs.org/my-mbti-

personality-type/mbti-basics/the-16-mbti-types.asp#ESFJ , an ESFJ type of person is,

warmhearted, conscientious, and cooperative. Want harmony in their environment;

work with determination to establish it. Like to work with others, complete task

accurately and on time. Loyal and follow through even in small matters. Notice what

others need in their day-by-day lives and try to provide it. Want to be appreciated for

who they are and for what they contribute.

Almost all the ESFJ personality suit Mr. Muhawira well. When we enter his

working environment, we can feel peace and harmony there. People there are friendly

and very nice to both of us. One of his subordinate, Miss Atikah said that Mr. Muhawira

will try to help as much as he can when she got problem. He also likes to work in

groups, and he believes appreciation will make others more motivated in doing works.


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1. SELF-ESTEEM

Self-esteem, defined in book of Essentials of Contemporary Management,

3rd Edition, is, the degree to which individuals feel good about themselves and

their capabilities. Manager with high self-esteem are a very proficient,

praiseworthy and capable of handling most given situations while manager with

low self-esteem does not believe in themselves that they can succeed. Referring

to Mr. Muhawira characters during the interview session, we believe he has high

self-esteem because he has set his own KPI standards for each project that he

will completed and he is a very confident person.

2. SELF-EFFICACY

Quote from http://psychology.about.com/, a psychologist, Albert Bandura

explained that self-efficacy is, belief in our ability to succeed in specific

situations. Generally it is the belief that one is capable of performing in a way

that meets certain standards or can achieve certain goals. Based on Mr.

Muhawira performance, we believe that he has high self-efficacy because he has

his own standard for each project that he managed. As a manager at the

company, they must set their KPI target before starting the project.

3. SELF-MONITOR

Referring to website http://en.wikipedia.org/wiki/Self-monitoring , Self-

monitoring is a theory that deals with the phenomena of expressive controls.

This theory explains that people are concerned with the expressive self-

presentation, and tend to closely monitor themselves in order to ensure

appropriate or desired public appearances. What we can tell when we first meet

him that, he has a moderate self-monitoring as his dressing were smart andsimple, and we were amazed although he has a manager title he does not show

it. Besides, he also does not care too much about social cues and situational

context. We guest he is a humble person but very confident and respect himself.


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VALUES

Referring to the book title, ORGANIZATIONAL BEHAVIOR: FOUNDATIONS,

REALITIES, & CHALLENGES, define values as, enduring beliefs that a specific

mode of conduct or end state of existence,(Rokeach). Rokeach described two types of

values, which are terminal values and instrumental values.

Terminal values

Terminal values represent the goals to be

achieved or the end state of existence. They are the

lifelong goals or objectives that an individual seeks to

achieve. There are many values that people seek to

achieve, and we see that Mr. Muhawira also has it

too. Family security is very important to him as he

loves them very much. Besides, he wants happiness

and mature love around him whether at home or

during working. He also seeks for friendship, self-

respect and social-respect as a manager in his

department.

INSTRUMENTALVALUES

While for instrumental values, they are the modes of

conduct than an individual seeks to follow. Rokeach

said that it is the acceptable behaviors used to

achieve some end state. In the figure besides are

some instrumental values that represent Mr.

Muhawira. He is an honest, caring, fair and respect

manager. Besides, he always keep his promise and

a very courage manager when dealing with

problems or crisis.


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EMOTIONALINTELLIGENCE

According to the book, Fundamentals of Management, 7th Edition, defined Emotional

Intelligence (EI) as an assortment of non-cognitive skills, capabilities, and

competencies that influences a persons ability to cope with environmental demands

and pressures. The authors discussed that the EI are composed of five dimensions

which are:

y Self-awareness: Being aware of what you are feeling.

y Self-management: The ability to manage your own emotions and impulses.

y Self-motivation: The ability to persist in the face of setbacks and failure.

y Empathy: The ability to sense how others are feeling.

y Social skills: The ability to handle the emotions of others.

Based on definitions given, we believe that Mr. Muhawira is a person with high EI

because he has all the five dimensions applied when he is working. As a manager, he

knows that he must be able to control his emotions and take note about his

subordinates feels too. In order to strive for his department goals, he must make sure

that all of them working in positive conditions. Besides that, when he faced crisis orproblems, he choose the best way to solve it, by discuss and sharing it with others.


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ORGANIZATIONALCOMMITMENT

Organizational commitment means the strength of an individuals identification with an

organization. There are two types of commitment, which are affective and continuance

commitment. Based on Mr. Muhawira values that we described previously, we believe

that he has affective commitment which means, he has organizational commitment that

is based on his individuals desire to remain in his company. He do have choices if he

want to want to work at other big company, but he love his current job and he wants to

repay back the company for sponsoring him during his studies.

Manager Profile Project

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