Introduce to management nhóm 1 - Tài liệu tham khảo | Đại học Hoa Sen

BỘ GIÁO DỤC VÀ ĐÀO TẠO TRƯỜNG ĐẠI HỌC HOA SEN Introduction to Management Final Group Assignment CRIT EQUIPMENT COMPANY Members Students ID Phạm Thục Huệ 22113184 Lê Nguyễn Trang Linh 22111257 Nguyễn Thị Mai Hương 22118692 Hồ Thiên Vũ - 22111632 22111632 Tôn Nguyễn Khánh Uyên 22109822 1. The company
a. What is the name of the company?
Our company name is CRIT Equipment Company. Our company’s name is short for four key
values of the corporation including customer orientation, respect for individualism, innovation and teamwork.
b. What is the reason for existence of this company? (For what purpose was this
company founded and what is its mission etc.)
The first purpose that our company wants to achieve is to improve the quality of life, by
innovating ordinary sensors into modern things that can help people solve problems in their
lives, create sustainable values for society and people.
c. What are the 4 key values of this company? (No more, no less. Exactly 4 values)
Our company has discussed and together agreed to introduce four core values and bring long-
term values that are innovation, customer orientation, teamwork, and respect for
individualism. We are always aiming for something new, positive and able to convey
sustainable values to our customers.
d. Where does the company want to be in 5 years (Vision)
Our company has long-term plans, specifically 5 years later: The first will be to launch new
innovative ingredients to help solve other health problems. Then create many activities that
contribute to society and the environment. Expanding the market to develop the company to
become a multinational corporation. We want to bring more products to consumers, not just 1
or 2 products. Besides, we want to contribute to environmental protection and gradually gain a foothold in the market.
i. How is it going to get there?
Those are big decisions, and to achieve them, we plan very specifically and carefully. Things
to do like expanding customer relationships, good maintenance, and high-margin equipment
parts. Most businesses need to expand relationships and be profitable to survive long-term
and develop sustainably in the future. Set a plan for each purpose, and survey foreign markets
for expansion. To avoid mistakes in the working process, it is necessary to have specific plans
and monitor them. At the same time, it is necessary to survey foreign markets, it is a stepping
stone for us to have more knowledge and appropriate strategies to become a multinational
company. Building a good working environment for employees, creating motivation for the
company. This is extremely necessary because employees of the company will have more
motivation and interest in working.
e. What are the 5 key leadership principles of the company? (No more, no less. Exactly 5 principles)
In our company, there are 5 main leadership principles: The first is about management:
respect for employees (Active listening, intensive training for management, and remembering
behavior). The second is employee-centric. Thirdly, promote teamwork. Fourth is improving
job satisfaction. The fifth is to help develop future leaders. 2. Structure
a. What is the company structure?
Our company structure is a system outlining how the activities are organized and directed to
achieve goals. These activities will generally include the rules to be followed and the roles
and responsibilities of those within the company.
i. Specify in terms of six elements
Work specialization: Sometimes, to increase efficiency and productivity, managers need to
divide labor among employees, breaking a single complex task down into multiple tasks.
Explore the advantages and disadvantages of work specialization in organizations.
Departmentalization: Functional: Easy for managers to control their department.
Authority and responsibility: Work in the company is unified and employees are treated
fairly, the direction of development of the company will be more specific.
Span of control: The more training and experience employees have, the less direct
supervision they need, so the manager can manage other employees that have less experience.
Centralization vs. decentralization: Decentralization: It will have our company innovate and
employers can give their opinions to fix mistakes.
Formalization: Employees respond to problems in a similar way across the organization, this
leads to consistency of behavior. b. Decision making
i. How are the ’bigger’ decisions made?
Every company has big decisions, they need to be passed through many steps, many
departments, and ultimately the owner of that company. Here are the steps to make big business decisions:
Ask questions that align with the goals we want to achieve: When considering anything, ask
"is it really right for me?". At the same time, when asking questions, it is necessary to pay
attention to the suitability of the intended purpose, in accordance with the capacity of the enterprise.
Taking the time to think is to plan: Take the time to think seriously and come up with a smart
plan. It is necessary to outline in detail the steps to be taken and see if it is suitable for the
business. Choose qualified people to plan together. Doing so will achieve a more objective understanding.
Find out the pros and cons of the problem: It is necessary to have an objective and diverse
view of the point of view to jointly find out the pros and cons of that problem. At the same
time, it is necessary to overcome the disadvantages and find reasonable alternatives.
Create deadlines: This is an important factor to promote the working process more
effectively. In this step, all participants will voluntarily control their time and know how to use that time on time.
Find a companion: No matter what job you do, when making a big decision or big project,
you need a companion. Everyone will support each other to achieve the fastest and best
results. If you do it alone, it will be very time consuming and may not achieve the expected results.
ii. How about decisions that involve significant monetary resources or
that otherwise determine the future course of the company?
All problems in the company are divided for the parties involved in that problem to solve.
Specifically, financial issues will be solved by the audit-finance department, they will discuss
together and offer reasonable solutions for each case. As for the issue related to the
company's orientation, it will be decided by the strategy board, they will propose solutions,
and then will be approved and given by the higher competent departments/individuals final result.
iii. For what decisions must employees ask for permission?
Any issues that are not within the scope of their expertise and work authority should be
consulted by their superiors. For example, when the auditor processes data and discovers
errors, they should not arbitrarily change the data but need to compare the data with a third
party to find out the errors and correct them. Cases that have a direct impact on the
development of the company, affect finance or other employees... are all cases that need to be
consulted by superiors. We can ask for permission. If you want to try something new at work,
you can ask, “Can I try this new approach?” “Can I attend this meeting?” “Is it ok if I work
from home?” The answer to your question determines whether or not you move forward, but
you don’t do anything new without permission. This is the approach most people take.
iv. How are the relevant tasks identified and assigned to individual employees?
The company has a project, and the managers of the departments will receive the project and
assign it to the leader, then the leader will divide the work and check the work performance
of other members. It can be specified by the following steps:
Setting the purpose of the work is easy to understand so that employees can know what they
will do: This is the first step for employees to easily grasp their work, and what they need to
do in the future. If this step is not clear and easy to understand, it will be difficult for
employees to work at the desired level of performance.
Create transparency at work: Any employee wants to work in a fair and transparent
environment. This increases employee confidence in the business. As a result, the work will
be more efficient and more productive.
Creating a comfortable working environment requires commitment from employees:
Everyone will feel tired and pressured when working in an uncomfortable, friendly
environment. Organize small events to give them extra motivation. If it is a large business,
organize short trips. At the same time, it needs the commitment of employees to work
effectively. This is part of transparency and clarity. It is a condition for evaluating employee performance.
Assign employees jobs that match their real capacity: To avoid bad results at work. When
their employees have to do jobs that are not in accordance with their expertise and capacity, it
will be difficult for them to adapt and work effectively.
c. How to increase knowledge sharing to build a learning organization?
Encourage and foster a knowledge-sharing culture: Model the behavior from the very top;
experiment with learning and encourage that “failures” are a part of innovation and success;
Make knowledge-sharing part of your company values, for the entire organization to live by
this value, it needs to be communicated company-wide. Share with new employees the
importance and how-tos of knowledge sharing within the organization from day one.
1. Create spaces for knowledge sharing to happen: Other ideas to promote conversation
include adding coffee stations throughout the office, informal conference room settings, or
even casual seating in high-traffic areas.
2. For remote workers, establish regular virtual events such as Top Learnings from this
Month that encourage knowledge exchange: Provide employees with multiple ways to
share their knowledge. This way each employee is empowered to select the method they
find fits their personality and skills best. Change up the scenery, and try implementing off-
site events and meetings where a new scene can inspire colleagues.
3. Have experts share their knowledge: When you've identified your experts, make sure
they know that their knowledge and expertise are highly valued and critical to the
business's success. Show experts in a quantifiable way what their contribution means to
the company and, when appropriate, publicly thank them for their support.
4. Use effective knowledge-sharing tools: The best tools integrate into workplace apps.
You can bring the knowledge directly to your employees by using a tool that integrates
into the apps they already use on a daily basis. By using the right platform, you can
supercharge productivity, innovation, and workforce development by providing employees
with instant access to collective knowledge and expertise.
d. How is potential freeriding taken care of?
We will divide three cases and offer solutions that are suitable for each specific case:
1. Feedforward control: Recruiting staff carefully, employees through recruitment must
have many rounds to comprehensively evaluate their personality and capacity, take
the company's test of working style before the face-to-face interview, agree on
working rules and requirements before working in groups.
2. Concurrent control: The team leader properly evaluates work performance, and
reminders when not finished work; in each project, the team leader needs to have a
public work breakdown table and attached criteria to evaluate the level of work
completed so that employees know what they need to do, each member after
completing frankly gives feedback to other staff.
3. Feedback control: Publicize the individual who has committed a mistake and faces
their mistake but remains anonymous, clearly state the rights of the person who
completes the job well and the punishment for the person who does not edit the job
evaluation sheet to be more detailed and relevant for employees to agree on, give
employees individual feedback instead of just having the team leader evaluate.
i. How is it detected? How is the detected freeriding handled?
There are many ways to discover freeriding, through their working style, attitude, and
performance. Because freeriders often don't really want to work, so their expressions are
often very clear, especially in productivity results. It should be handled according to the
principles and regulations given initially. It is necessary to be strict with such cases,
otherwise, it will affect the productivity of other members in the department and company. 3. Policies
a. What is the company policy as regards overtime and remote working? Working from home
There are many reasons why a company should let their employees work from home.
Therefore, a company has some policies related to virtual offices 1. Working hours
Working hours are one of the most crucial points that have to be clarified. They have to do
timekeeping on the company’s timekeeping system whenever they start or finish working every day.
Time worked includes responding to phone calls and emails, no matter the time of day.
Nonexempt employees are required to be paid only for time worked. Managers of your
department turn to time clock software to ensure that offsite employees put in the expected
hour. Employees still need to follow labor laws, so you should remind workers to take
required breaks and monitor the time cards to catch and correct any issues.
If hardware or software that is normally used to track time is unavailable to an employee
working from home, then any method that allows the employee to self-report his or her
working time (e.g: an Excel spreadsheet) is acceptable. 2. Communication guidelines
During an employee's working process, they have to follow some policies when they
communicate with others through virtual platforms.
Attend all meetings related to departments and customers to get information and discuss with colleagues.
Attend on time and be prepared for what needs to be discussed.
It is not possible to voluntarily leave the meeting without the permission of the manager.
Mute your microphone upon entering the call.
Use headphones to minimize noise. Keep your webcam fed on.
Broadcast from a clean space or use a neutral background
Dress politely and appropriately for the office environment, showing respect and professionalism when working. 3. Technology usage
If your remote employees use company laptops or other employer-owned equipment
at home. Technology is imperfect and issues are bound to arise. All remote employees should
know how to reach the IT department. The company will pay the repair fee for electronic equipment in the case of:
Problems related to software errors Battery replacement Faulty keyboard 4. Digital security
Avoid public Wi-Fi; if necessary, use personal hotspots or some way to encrypt your web connection.
Public Wi-Fi introduces significant security risks and should be avoided if possible. If you
need to access the internet from a public Wi-Fi location, you have two essential problems to
solve. First, other people have access to that network and, without a firewall between you and
them, threat actors can pound away at your computer from across the room. Second, any
interested observers on either the current network or any other public networks your data hits
between you and your workplace can monitor your traffic as it goes by.
Keep Work Data on Work Computers.
If your employer gives you access to a portal or remote access environment, you can work
online and avoid downloading emails to a personal device. It's always a best practice to keep
the personal business on personal technology, and only use your work-issued laptop for work- related business. Block the Sight Lines
If employees are at a coffee shop, pay attention to your sightlines. If someone is behind you,
they can see everything you are typing. Furthermore, someone with the right observational
skills (like a cybercriminal) could easily watch what you are doing and identify confidential
information. So employees have to work in their homes or private place without any strangers
https://teambuilding.com/blog/work-from-home-policy
https://www.criticalinsight.com/resources/news/article/8-best-practices-for-working-remotely Working over time