Organizational Culture

Expected Cultural Behavior to be practiced as a member of the Organization

Introduction

Creating a strong organizational culture isn’t something that can be achieved through an office memo or circular; it is built through consistent and authentic behaviors. We strive to make our organization unique by utilizing our existing resources and opportunities. We aim to be a high-performing organization and consistently reflect the following qualities:

Culture of Appreciation: Fostering an environment where all team members frequently provide recognition and thanks for the contributions of others

Performance: Creating an atmosphere where talented employees motivate each other to excel, leading to greater productivity

Teamwork: Encouraging collaboration, communication, and respect among team members to instill a sense of ownership and reward in our employees

Innovation: Cultivating a culture of innovation where creative thinking is applied to all aspects of our business, leveraging available technologies, resources, and markets

Psychological Safety: Providing the support employees need to take risks and give honest feedback, starting at the team level. Managers need to lead in creating a safe environment where everyone feels comfortable contributing

Alignment with Vision, Purpose, and Goals: Ensuring that everyone is moving in the same direction with a shared understanding of our objectives

Trust: Building a culture where team members can express themselves freely and rely on each other, especially when trying new approaches.

Resilience: Developing a resilient culture that teaches leaders to anticipate and respond to change with ease in highly dynamic environments

Integrity: Ensuring honesty and transparency, which are critical when teams rely on each other to make decisions, interpret results, and form partnerships

Below are the crafted
PROTTYASHI Organizational Culture

Cost-Effectiveness: Follow the
principle of cost-effectiveness
in planning, decisions, and
actions.

Empowered Decision-Making:
Empower decision-making at
the lowest competent level
where decisions can be made.

Supervision Time: Prioritize
and regulate supervisors’ work
plans to ensure quality time for
productive supervision.

Discipline and Accountability:
Promote high levels of
discipline and accountability in all actions.

Solution-Oriented Behavior:
Encourage solution-oriented
behavior across the
organization.

Participatory and Collaborative
Decision-Making: Encourage
collaborative inputs while
making single-authority
decisions.

Role Clarity: Clarify roles and
responsibilities to combat
ambiguities and confusions.

Process Improvement: Invest
in improving work processes,
incorporate technology for
efficiency, and support
work-life balance.

Structured Communication:
Ensure an appropriate level of
structure to communicate
consistently both internally
and externally.

Opportunity Assessment:
Critically assess each
opportunity against plans,
resources, and capabilities,
and say ‘no’ when appropriate.

Functional Conflict: Cultivate
functional conflict to challenge
the status quo and foster
innovation, productivity, and
creativity.

Capacity Building: Prioritize
investment in staff and
organizational capacity
building.

Performance Management:
Implement a consistent
performance management
system to guide promotions
and rewards.

Accountable and Empowered
Thinking: Foster accountable
and empowered thinking at all
levels of the organization.

Task Prioritization: Critically
assess each task against
available resources and
capabilities, and prioritize
appropriately.

Implementation Strategy

Staff Induction Package:

Include the organizational
culture principles in the
staff induction package to
ensure all new employees
are aware of and
understand these values
from the outset.

Periodic Refreshers:

Conduct regular refresher sessions to reinforce the principles and ensure ongoing commitment to the organizational culture.

Yearly ‘Champion’ of Organizational Culture Excellence:

Announce a yearly ‘Champion’ of organizational culture excellence to recognize and reward employees who exemplify these values.

Organization-Wide Orientation:

Conduct orientation sessions across the organization to consistently communicate and instill the organizational culture at all levels.