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Corporate culture carefully fostered during Covid-19

Corporate culture carefully fostered during Covid-19 0wKX5
It has been widely accepted that corporate culture instills beliefs and behaviors that determine how employees and management interact and handle business transactions. Indeed, corporate culture affects many aspects of daily operations and long-term health of an enterprise— such as employee engagement, achievement and creativity at work—said Le Canh Phuc, an expert on corporate culture and a speaker at the webinar. Thoa Pham, vice human resource (HR) manager from a Vietnamese oil and gas company, affirmed that despite its devastation, Covid-19 has made enormous changes in the way we work and how we think. Therefore, it is the right time for enterprises to re-evaluate their own corporate culture, including practices they should maintain or remove. The pandemic is a formidable challenge for all enterprises globally including Vietnam. Businesses across the board have faced unprecedented troubles. One of the vital issues relates to human resources, a critical part of corporate culture. HR management facing Covid-19 During Covid-19, the corporate turnover rate has increased. That is because many employees have to switch from working at the office to working from home, said Bui Thi Huong, HR manager of a tech firm. The new working environment means employees find it hard to connect with their supervisors as well as colleagues. Additionally, other factors such as poor Internet connection and family obligations—for instance, taking care of their kids—also affect working quality. To solve the problem, Ms. Huong contended that corporate leaders should apply the use of technology better to supervise their employees easily and effectively. Moreover, HR departments should be effective in hosting online activities and programs, encouraging workers to stay connected to their companies and strengthening relationships among the staff. Sharing the same point, Ms. Tran Ngoc Bich, Deputy CEO of Tan Hiep Phat (THP) Group, emphasized that a more comprehensive and expansive vision beyond the current context should be embraced. “Aside from our veteran staff members, we should also move closer to new employees to help them better understand the corporate culture of their employers. At THP Group, our culture is based on our core values. ” Foundation of corporate culture is core values Established in 1994, THP Group has used extensive management experience to develop its core values. These core values have shaped the company’s corporate culture, Ms. Bich insisted. The core values serve as the foundation for the group and its human resources department to set up effective training and management programs. All staff at THP has to work and behave in line with seven core values. The first relates to customer satisfaction. It means those working at THP have to take initiatives in listening, give detailed feedback and timely meet the demands of customers, partners, suppliers and those involved to reach mutual goals and expectations. A THP staff member is also expected to provide innovative and competitive products and service solutions, work for mutual benefits, and cultivate a respectful attitude and devotion to customers. The second value refers to international quality standard. The group is committed to providing the best product and service quality of international standards. In line with this value, THP also applies advanced technology and state-of-the-art management systems. Being responsible to community and society constitutes the group’s third value. THP Group complies with environmental protection laws and food safety regulations, implements ISO 14000 and HACCP management systems. The group also contributes to positive impacts on communities and society in all markets where THP does business; and adopts both mindset and actions in line with the principle of sustainable development when it comes to choosing business partners. The fourth value is attached to the motto that “nothing is impossible. ” THP members always display a positive and can-do mindset and focus mainly on the final results. Never give up until achieving desired results, THP members tell themselves. They dare to think differently, and approach problems with a spirit and attitude ready to conquer challenging goals. THP members are connected and empowered to encourage others to take actions and pursue common goals. Of course, failure is inevitable. However, in case of failure, THP members will show they can improve, stand up to move forward and make sure that good lessons can be learnt from the past failure. They also take full responsibilities and create opportunities for THP Family members to maximize their capabilities and continuously help people realize the power of positivity at work, help them believe that they can change in every situation, and express confidence in the role of co-workers. The fifth value is a special one compared with the rest: it deals with the business ownership. In other words, it means every THP member should adhere to and share a firm belief that either success or failure is due to one’s own efforts. They therefore do not blame their mistakes on external factors, proactively make decisions, manage risks and fulfill tasks within the scope of one’s responsibility. A member is expected to try his or her best to contribute to improving the team and achieve the common goals. They always recognize one’s role and responsibility in the team’s achievements. And above all, they respect and protect the interest of the organization, and make decisions beneficial to the whole corporation. When working within the group, THP staff should confidently raise any issue hindering the achievements and the group’s goals, share information so that their team/colleagues work better, whether one is assigned to that job or not. Helping others achieve success is one’s own success. Also, they always uphold opinions and actions to protect the company’s brand and image, and are proud of THP’s staff and products. “Today is better than yesterday but is not as good as tomorrow” shapes the main message of the sixth value. THP’s staff constantly check and assess the present status to find innovative ideas to build a better company, draw lessons from the experiences of successes and failures of oneself, colleagues, and partners and show, encourage and recognize the spirit of learning, sharing, creative and innovative thinking. Looking for ways to improve working methods, work processes and technologies to increase the efficiency and quality of products and services is always needed. Given the final core value integrity THP’s employees respect and keep a treasured commitment: walk the talk, do the right way at the right time (understand and adhere to the game rules). Once having realized that they are unable to comply with such commitments, THP members must immediately inform the person with whom they have made the commitment, and handle the consequences of failing to implement their commitments with positive attitude and mindset, then keep moving forward. They make sure they always remain positive and devoted to the commitments. They also make sure not to repeat or hold a sense of inferiority from previous failures to keep their words. Such core values have been applied to management principles, policies, processes and training activities at THP Group. They have as well helped the group achieve business goals. In the current context of the devastating Covid-19 pandemic, it is the group’s corporate culture that has enabled THP to rise to the challenge and be ready for the reopening time ahead, said Ms. Tran Ngoc Bich, Deputy CEO of THP Group.
It has been
widely
accepted
that
corporate
culture
instills beliefs and behaviors that determine how
employees
and
management
interact and handle
business
transactions.
Indeed
,
corporate
culture
affects
many
aspects of daily operations and long-term health of an enterprise— such as
employee
engagement, achievement and creativity at work—said Le
Canh
Phuc
, an expert on
corporate
culture
and a speaker at the webinar.

Thoa
Pham
, vice human resource (HR) manager from a Vietnamese oil and gas
company
, affirmed that despite its devastation, Covid-19 has made enormous
changes
in the way we
work
and how we
think
.
Therefore
, it is the right time for enterprises to re-evaluate their
own
corporate
culture
, including practices they should maintain or remove.

The pandemic is a formidable challenge for all enterprises globally including Vietnam.
Businesses
across the board have faced unprecedented troubles. One of the vital issues relates to human resources, a critical part of
corporate
culture.

HR
management
facing Covid-19

During Covid-19, the
corporate
turnover rate has increased.
That is
because
many
employees
have to
switch from
working
at the office to
working
from home, said
Bui
Thi
Huong
, HR manager of a tech firm. The new
working
environment means
employees
find it
hard
to connect with their supervisors
as well
as colleagues.
Additionally
,
other
factors such as poor Internet connection and family obligations—
for instance
, taking care of their kids—
also
affect
working
quality.

To solve the problem, Ms.
Huong
contended that
corporate
leaders should apply the
use
of technology
better
to supervise their
employees
easily
and
effectively
.
Moreover
, HR departments should be effective in hosting online activities and programs, encouraging workers to stay connected to their
companies
and strengthening relationships among the staff.

Sharing the same point, Ms. Tran
Ngoc
Bich
, Deputy CEO of Tan
Hiep
Phat (THP)
Group
, emphasized that a more comprehensive and expansive vision beyond the
current
context should
be embraced
. “Aside from our veteran
staff
members
, we should
also
move
closer to new
employees
to
help
them
better
understand the
corporate
culture
of their employers. At THP
Group
, our
culture
is based
on our
core
values. ”

Foundation of
corporate
culture
is
core
values

Established in 1994, THP
Group
has
used
extensive
management
experience to develop its
core
values. These
core
values have shaped the
company’s
corporate
culture
, Ms.
Bich
insisted. The
core
values serve as the foundation for the
group
and its human resources department to set up effective training and
management
programs. All
staff
at THP
has to
work
and behave in line with seven
core
values.

The
first
relates to customer satisfaction. It means those
working
at THP
have to
take initiatives in listening, give detailed feedback and timely
meet
the demands of customers, partners, suppliers and those involved to reach mutual
goals
and expectations. A THP
staff
member
is
also
expected
to provide innovative and competitive products and service solutions,
work
for mutual benefits, and cultivate a respectful attitude and devotion to customers.

The second
value
refers to international quality standard. The
group
is committed
to providing the best product and service quality of international standards. In line with this
value
, THP
also
applies advanced technology and state-of-the-art
management
systems.

Being responsible to community and society constitutes the
group’s
third
value
. THP
Group
complies with environmental protection laws and food safety regulations, implements ISO 14000 and
HACCP
management
systems. The
group
also
contributes to
positive
impacts on communities and society in all markets where THP does
business
; and adopts both mindset and actions in line with the principle of sustainable development when it
comes
to choosing
business
partners.

The fourth
value
is attached
to the motto that “nothing is impossible. ” THP
members
always display a
positive
and can-do mindset and focus
mainly
on the final results. Never give up until achieving desired results, THP
members
tell
themselves. They dare to
think
differently
, and approach problems with a spirit and attitude ready to conquer challenging
goals
. THP
members
are connected
and empowered to encourage others to take actions and pursue common goals.

Of course
,
failure
is inevitable.
However
, in case of
failure
, THP
members
will
show
they can
improve
, stand up to
move
forward and
make
sure that
good
lessons can be
learnt
from the past
failure
. They
also
take full responsibilities and create opportunities for THP Family
members
to maximize their capabilities and
continuously
help
people
realize the power of positivity at
work
,
help
them believe that they can
change
in every situation, and express confidence in the role of co-workers.

The fifth
value
is a special one compared with the rest: it deals with the
business
ownership. In
other
words, it means every THP
member
should adhere to and share a firm belief that either
success
or
failure
is due to one’s
own
efforts. They
therefore
do not blame their mistakes on external factors,
proactively
make
decisions, manage
risks
and fulfill tasks within the scope of one’s responsibility. A
member
is
expected
to try
his or her
best to contribute to improving the team and achieve the common
goals
. They always recognize one’s role and responsibility in the team’s achievements. And
above all
, they respect and protect the interest of the organization, and
make
decisions beneficial to the whole corporation. When
working
within the
group
, THP
staff
should
confidently
raise any issue hindering the achievements and the
group’s
goals
, share information
so
that their team/colleagues
work
better
, whether one
is assigned
to that job or not. Helping others achieve
success
is one’s
own
success
.
Also
, they always uphold opinions and actions to protect the
company’s
brand and image, and are proud of THP’s
staff
and products.

Today
is
better
than yesterday
but
is not as
good
as tomorrow” shapes the main message of the sixth
value
. THP’s
staff
constantly
check
and assess the present status to find innovative
ideas
to build a
better
company
, draw lessons from the experiences of
successes
and
failures
of oneself, colleagues, and partners and
show
, encourage and recognize the spirit of learning, sharing, creative and innovative thinking. Looking for ways to
improve
working
methods,
work
processes and technologies to increase the efficiency and quality of products and services is always needed.

Given
the final
core
value
integrity THP’s
employees
respect and
keep
a treasured
commitment
: walk the talk, do the right way at the right time (understand and adhere to the game
rules
). Once having realized that they are unable to comply with such
commitments
, THP
members
must
immediately inform the person with whom they have made the
commitment
, and handle the consequences of failing to implement their
commitments
with
positive
attitude and mindset, then
keep
moving forward. They
make
sure they always remain
positive
and devoted to the
commitments
. They
also
make
sure not to repeat or hold a sense of inferiority from previous
failures
to
keep
their words.

Such
core
values have
been applied
to
management
principles, policies, processes and training activities at THP
Group
. They have
as well
helped
the
group
achieve
business
goals
. In the
current
context of the devastating Covid-19 pandemic, it is the
group’s
corporate
culture
that has enabled THP to rise to the challenge and be ready for the reopening time ahead, said Ms. Tran
Ngoc
Bich
, Deputy CEO of THP
Group
.
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IELTS essay Corporate culture carefully fostered during Covid-19

Essay
  American English
18 paragraphs
1198 words
6.0
Overall Band Score
Coherence and Cohesion: 5.5
  • Structure your answers in logical paragraphs
  • ?
    One main idea per paragraph
  • Include an introduction and conclusion
  • Support main points with an explanation and then an example
  • Use cohesive linking words accurately and appropriately
  • Vary your linking phrases using synonyms
Lexical Resource: 5.0
  • Try to vary your vocabulary using accurate synonyms
  • Use less common question specific words that accurately convey meaning
  • Check your work for spelling and word formation mistakes
Grammatical Range: 6.5
  • Use a variety of complex and simple sentences
  • Check your writing for errors
Task Achievement: 6.0
  • Answer all parts of the question
  • ?
    Present relevant ideas
  • Fully explain these ideas
  • Support ideas with relevant, specific examples
Labels Descriptions
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    Currently is not available
  • Meet the criteria
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