Tổ Chức Hành Vi Thành Công Của FPT | Môn Hành vi tổ chức - Đại học Kinh Tế Quốc Dân

lOMoAR cPSD| 61229936
NATIONAL ECONOMICS UNIVERSITY
EXCELLENT EDUCATIONAL PROGRAM --------*****-------- ORGANIZATION BEHAVIOR Topic:
ORGANIZATIONAL BEHAVIOR’S SUCCESS OF FPT COMPANY Student Name Student Code Nguyễn Phương Thảo 11215414 Nguyễn Huyền Ly 11213596 Đàm Thị Ánh Dương 11211533 Cao Thị Thương 11215608 Lê Bảo Ngọc 11214312 Nguyễn Thị Thu Trang 11215852 Hanoi, 2023 1 1 lOMoAR cPSD| 61229936 TABLE OF CONTENTS TABLE OF CONTENTS
1. Explanation of FPT as the chosen organization..........................................................................1
1.1. Basic information.................................................................................................................1
1.2. History and milestones.........................................................................................................1
2. Organizational Behavior Success inside FPT corporation..........................................................2
2.1. Examples of OB success in FPT...........................................................................................2
3. Explain the factors, affecting the OB's success as well as the history of rising the success.......3
3.1. Factors that contribute to the identified the success of FPT.................................................3
3.2. The history of rising the success...........................................................................................4
4. Analyzing the management tools that the organizations have applied to resolve the OB's
problem or reach the OB's success..................................................................................................5
4.1. Analyze the management tools that FPT has used to achieve the OB's success..................5
4.2. Provide examples of successful or unsuccessful management tools used by FPT...............6
4.3. Analysis of the Effectiveness of Management Tools...........................................................6
4.4. Impact of management tools on OB success.....................................................................10
5. Suggest a change project to improve what has been applied.....................................................10
5.1. Identification of areas for improvement and proposed changes........................................10
5.2. Implementation Plan..........................................................................................................11
6. Conclusion.................................................................................................................................12
6.1. Summary of findings:.........................................................................................................12
6.2. Implications and recommendations for future research:.....................................................13
REFERENCES..............................................................................................................................14 2 2 Task Person in charge Student code lOMoAR cPSD| 61229936 1. Introduction Đàm Thị Ánh Dương 11211533
2. Identification of OB’s Success within FPT Cao Thị Thương 11215608 company
3. Factors affecting the OB's success Nguyễn Phương Thảo 11215414
4. Analysis of management tools applied in FPT to Nguyễn Huyền Ly 11213596 reach the OB's success
5. Suggestion of a change project to improve what Lê Bảo Ngọc 11214312 has been applied 6. Conclusion Nguyễn Thị Thu Trang 11215852 3 3 lOMoAR cPSD| 61229936 MAIN CONTENT
1. Explanation of FPT as the chosen organization 1.1. Basic information
FPT is a leading technology corporation in Vietnam, founded in 1988. FPT has grown from a
small software company to a diversified group with businesses in software, telecommunications,
education, healthcare, and digital transformation. FPT's vision is to become a global pioneer in
digital transformation and innovation, creating value for customers and society. FPT has many
subsidiaries including FPT Software, FPT Information System, FPT Telecom, FPT Online, FPT
Education, FPT Investment, FPT Smart Cloud and FPT Digital. Each subsidiary focuses on
different areas of technology and telecommunications services and solutions.
* Core Values: “Respect – Innovation – Teamwork – Equality – Exemplarity – Lucidity” 1.2. History and milestones
On September 13, 1988, the Food Processing Technology Company—now known as FPT—was
established. Initially, FPT operated as a state-owned company that dealt in the import and export
of raw and processed foods. The business had trade links with the Soviet Union and Eastern
Europe for the import and export of items such dried bananas, potatoes, and cassava.
The corporation was renamed The Corporation for Financing and Promoting Technology on
October 27, 1990, to emphasize IT-related industries. The latter IT section was built on the 1989
relationship with Olivetti and the contract to supply computers to the Russian Academy of
Sciences. Only after 8 years of development could FPT establish its top spot in Vietnam's IT sector.
To export software to Europe, North America, and Japan, FPT established the Software
Outsourcing Center (now known as FPT Software - FSOFT) in 1999.
FPT Corporation's initial public offering (IPO) took place on December 13, 2006. The Ho Chi
Minh City Stock Trading Center, presently known as the Ho Chi Minh City Stock Exchange
(HOSE), was the official listing site for FPT stock.
The corporation changed its name to FPT Corporation in 2008, reinforcing its focus on the
telecommunications, multimedia, and IT services sectors.
FPT Corporation began funding research projects on emerging technologies in 2012, including
mobility, cloud computing, big data, and IT infrastructure for e-government, smart
transportation, and smart health. lOMoAR cPSD| 61229936
In 2019, FPT signed two DX consultancy contracts with Minh Phu Group – Vietnam’s No.1
corporation of shrimp products – focused on building a digital transformation roadmap to
optimize the latter’s operating process, minimize costs and improve production capacity to
enable it to become one of the world’s leading seafood technology companies.
2. Organizational Behavior Success inside FPT corporation
Examples of OB success in FPT
FPT Corporation has achieved success in organizational behavior through its commitment to
creating a positive work environment, promoting employee engagement and satisfaction, and
aligning employee performance with the company's goals and objectives. FPT Corporation has
achieved numerous accomplishments in the field of human resources organization, including:
Being honored in the "20 Best Places to Work in Vietnam" list by Forbes Vietnam in 2020.
• Obtaining the "Best Employer in Asia" certification in 2018 and 2019 awarded by the Top Employers Institute.
• Building a clear, fair, transparent, and specific performance appraisal system.
• Establishing FPT University to train and recruit highly educated employees.
• Developing a professional training and development system for employees, with updated courses and certifications.
• Implementing attractive salary and benefit policies, including insurance, health support, and other allowances.
FPT's achievements in organizational behavior have helped the company attract and retain top
talent, build a strong reputation as a leading technology company, and achieve success in its
operations. Some of reasons why FPT is a positive work environment: 1.
Democracy: is a value formed in FPT's environment thanks to the leadership team that
advocates meritocracy and sincerely listens to the supporting and opposing opinions of
employees. The democratic management style at FPT creates conditions to maximize the
capacity and strengths of each individual, creating confidence for each employee in contributing
to the corporation's construction. 2.
Creativity: is the first core value that is always focused on encouraging and promoting at
FPT Corporation. As a company operating in the field of information technology, which has a
very high growth rate, freedom of innovation and dynamism are prerequisites to help FPT
become a leading company. The dynamic and open environment at FPT has encouraged and
received creative individuals. STCo, which stands for Company Composition, has been regarded
by generations of FPT employees as a precious and rare spiritual heritage. The highlight of this
culture is the spirit of creative freedom, fun and enthusiasm. lOMoAR cPSD| 61229936 3.
Talented: Using talents, giving each of its members the conditions for the fullest
development of their talents and a life full of material and spiritual abundance are unchanging
commitments, FPT's immutable, mentioned in the scope of
Look at Company. To fulfill this commitment, FPT tries to fully ensure the following 4 rights for each of its members: - Right to develop talents
- The right to be assured of safety and security - Democracy rights - Freedom
4. Cleanliness: At FPT, an important fundamental value for each employee and leader of the
corporation's apparatus is purity and honesty. -
Shown in clarity, transparency, correctness in financial management, production, and
business, in reports, in communication with shareholders, employees and the State. -
Shown in integrity in internal and external relations: from each person of FPT, to
colleagues, leaders, customers, partners, shareholders.
3. Explain the factors, affecting the OB's success as well as the history of rising the success lOMoAR cPSD| 61229936
3.1 Factors that contribute to the identified the success of FPT
The success of employee empowerment and ownership in FPT is influenced by several factors, including: 1.
Teammates: Collective strength is the factor that creates FPT's strength. Solidarity is
createdfrom the combination and complementarity between individuals with distinct abilities and
personalities, between member units with different development strategies and advantages. 2.
Leadership: FPT has strong leadership at both the executive and middle management
levels.The company's leaders have a clear vision for the company and are committed to creating a
positive work environment and promoting employee satisfaction. 3.
Employee empowerment: FPT empowers its employees by providing them with the
tools,resources, and training they need to be successful in their roles. This includes providing
opportunities for career development, encouraging innovation and creativity, and recognizing and
rewarding employee contributions. 4.
Continuous improvement: FPT has a culture of continuous improvement, which
encouragesemployees to identify areas for improvement and implement solutions to address them.
This approach has helped the company to adapt to changing market conditions, stay ahead of the
competition, and continuously improve its operations. 5.
Communication: FPT has implemented effective communication strategies to ensure
thatemployees are informed and engaged. This includes regular meetings, newsletters, and
opendoor policies to promote transparency and collaboration. 6.
Strong organizational culture: FPT has a strong organizational culture that
promotesteamwork, collaboration, and a sense of community among its employees. This has
helped to create a positive work environment and promote employee satisfaction and retention.
=> FPT's working model is teamwork and democracy. At FPT, every decision of an individual is
respected. If there is a conflict of ideas, there is always a culture that is the glue that holds and
stabilizes. The flexibility in reconciling opinions is likened to a model of ants going zigzag:
someone going very fast will have to brake, someone going to the right will struggle with people
going left... all going in the same direction.
3.2 The history of rising the success
The rise of FPT Corporation's success in organizational behavior can be traced back to the
company's early years. FPT was founded in 1988 by a group of engineers who had graduated from
Hanoi University of Technology. Initially, the company provided software development and IT
services to clients in Vietnam.
In the early 2000s, FPT began to expand its operations and move into new markets. The company
started to offer a wider range of services, including consulting, system integration, and lOMoAR cPSD| 61229936
outsourcing. FPT also began to focus on developing its own products, such as software applications and hardware devices.
Throughout this period of growth, FPT placed a strong emphasis on organizational behavior and
employee satisfaction. The company recognized that its success was dependent on the performance
and engagement of its employees, and it implemented a range of initiatives to support this.
One of the key initiatives that FPT introduced was its People Strategy, which aimed to create a
positive work environment and promote employee satisfaction. This strategy included a range of
programs and policies, such as employee recognition and reward programs, training and
development opportunities, and a focus on work-life balance.
FPT also introduced a performance management system, which provided employees with clear
goals and objectives, regular feedback, and opportunities for career development. This system
helped to align employee performance with the company's overall goals and objectives, and it
contributed to a culture of continuous improvement.
As FPT continued to expand its operations and move into new markets, the company's commitment
to organizational behavior and employee satisfaction remained a core part of its business strategy.
This focus helped to attract and retain top talent, build a strong reputation as a leading technology
company, and achieve success in its operations.
4. Analyzing the management tools that the organizations have applied to resolve the OB's
problem or reach the OB's success
4.1. Analyze the management tools that FPT has used to achieve the OB's success
FPT has used several management tools to address the OB's problem of employee empowerment
and ownership and achieve success in this area. These include: 1.
Training and development programs: FPT invest heavily in employee training
anddevelopment programs. In 2018, FPT invested 79 billion VND for training activities and
internal training programs with 208.967 received training. They provide onboarding training;
training of technology personnel; training, upgrading professional skills, training of close-up
officials. The company's “72h experience” program, for example, creates an environment for
employees to gain knowledge about historical development, people, spirit “Tôn đổi đồng - Chí
gương sáng” of FPT. Thanks to this activity, it helps build cohesion between employees and create
sustainable development of the FPT family. Besides, FPT also offers self-development training programs through MOOCs. 2.
Using slogans: FPT uses slogans to represent their culture. FPT culture summed up in a
6word “Tôn đổi đồng - Chí gương sáng” -
“TÔN ĐỔI ĐỒNG” means: Respect for individual, Spirit of innovation and Team spirit,
theseare values that all the FPT share. lOMoAR cPSD| 61229936 -
“CHÍ GƯƠNG SÁNG” means: diligence, exemplary and insight, these are values that FPTleaderships need.
Culture plays an important role in building the Gen of FPT people, is FPT spirit, is the driving
force that constantly motivates FPT to strive and create for the common interests of the community and customers. 3.
Remuneration policy and compensation system: FPT places a strong emphasis
onremuneration policy and life of staff to help them have a life “abundant in material and rich in
spirit”. Besides, a timely reward system, expanded promotion opportunities, and bi-annual
employee performance evaluation and salary increase review. In addition to FPT employee
salaries, departments or individuals can also receive weekly and monthly bonuses, year-end
bonuses, monthly awards for outstanding employees, or overseas travel rewards for exceptional
individuals during the year. Working in FPT, employees are entitled to allowances, insurance, and
healthcare benefits provided by FPT Care for themselves and their families. 4.
Team building and collaboration initiatives: FPT has various team building and
collaborationinitiatives to foster a positive and productive work environment.
• FPT Fun Day: An annual company-wide event where employees can participate in a variety
of team-building activities and games.
• FPT Leadership Program: A program designed to develop leadership skills and promote
collaboration among employees at all levels of the organization.
These initiatives help to build a strong sense of teamwork and collaboration among FPT
employees, which in turn leads to increased productivity, better problem-solving, and a more positive work environment.
=> In conclusion, FPT has addressed OB concerns and achieved organizational success by utilizing
a number of management methods. By using these management tools, FPT has been able to create
a workplace culture that is conducive to success and growth, and this has undoubtedly played a
significant role in the company's success.
4.2 Provide examples of successful or unsuccessful management tools used by FPT Successful management tools:
1. Performance management system: FPT's performance management system has been
successful in aligning employee goals and objectives with the company's goals and
objectives and providing regular feedback to employees. This has contributed to a culture
of continuous improvement and helped employees improve their performance.
2. Employee empowerment: FPT's focus on employee empowerment has been successful in
creating a culture of innovation and creativity. This has enabled employees to contribute
ideas and solutions that have led to the company's success.
3. Communication strategies: FPT's communication strategies, such as regular meetings,
newsletters, and open-door policies, have been successful in promoting transparency and lOMoAR cPSD| 61229936
collaboration among employees. This has led to better teamwork and a more positive work environment.
Unsuccessful management tools:
4. Top-down decision-making: If FPT Corporation's leadership relied heavily on a topdown
approach to decision-making, it may have limited employee engagement and input, which
can lead to dissatisfaction and low morale.
5. Punitive measures: Managers who use punitive measures such as public reprimands,
demotions, or terminations to manage behavior may create a culture of fear and distrust among employees.
4.3 Analysis of the Effectiveness of Management Tools
4.3.1 Strengths and weaknesses of management tools used by FPT corporation
1. Training and development programs: Strengths:
-Increase productivity: Effective training and development programs can enhance employee skills,
knowledge, and performance, which ultimately leads to increased productivity and better work outcomes.
-Improve employee engagement: Training and development programs provide opportunities for
employees to learn and grow, which can lead to improved job satisfaction and employee engagement
-Better retention rates: When employees feel that their employers invest in their professional
development, they are more likely to stay with the organization.
-Enhanced company reputation: Organizations that offer effective training and development
programs are often viewed as more desirable employers, which can enhance their reputation and brand image.
-Improved innovation and creativity: Effective training and development programs can help
employees think more creatively and innovatively, which can lead to new ideas and solutions. Weaknesses: -
Costly: Training and development programs can be expensive, especially for small
organizations with limited budgets. -
Time-consuming: Training and development programs can take time away from work,
which can lead to a temporary decrease in productivity. -
Resistance to change: Employees may resist change and be reluctant to adopt new methods
or practices, which can make training and development programs less effective. lOMoAR cPSD| 61229936 -
Lack of relevance: Training and development programs may not always be relevant to
employees' current roles or future career goals, which can reduce their effectiveness. -
Limited impact: Even effective training and development programs may have limited
impact if they are not followed up with ongoing support and reinforcement in the workplace. 2. Using slogan: Strengths:
-Memorable: A well-crafted slogan can be catchy and memorable, making it easier for customers
to remember the brand or product.
-Differentiation: A unique and memorable slogan can help a brand stand out from its competitors
and differentiate itself in the marketplace.
-Brand recognition: A consistent and recognizable slogan can help to build brand recognition and brand equity.
-Emotional connection: An effective slogan can evoke emotions and connect with customers on a
deeper level, helping to build loyalty and brand affinity.
-Consistency: A consistent slogan can help to unify a brand's messaging across different channels and platforms. Weaknesses:
-Limited information: A slogan is usually a brief and concise message, which may not provide
enough information about the brand or product.
-Overuse: Slogans can become overused or cliche, which can reduce their impact and effectiveness.
-Inaccuracy: A poorly crafted slogan can misrepresent the brand or product, leading to confusion or negative perceptions.
-Cultural sensitivity: Slogans may need to be adapted or changed in different regions or countries
due to cultural differences or language barriers.
-Evolution: As brands and products evolve, slogans may become outdated or no longer relevant,
requiring a change in messaging that can be costly and time-consuming.
3. Remuneration policy and compensation system Strengths:
-Attracting and retaining talent: A well-designed compensation system can attract and retain
talented employees by offering competitive pay and benefits. lOMoAR cPSD| 61229936
-Motivating employees: A compensation system that is aligned with performance can motivate
employees to work harder and achieve better results.
-Fostering job satisfaction: A fair and transparent compensation system can improve employee
satisfaction and create a positive work environment.
-Enhancing employee engagement: A compensation system that recognizes and rewards
employees' contributions can increase their level of engagement and commitment to the organization.
-Improving organizational performance: A compensation system that links pay to performance can
encourage employees to focus on achieving organizational goals and improve overall performance. Weaknesses:
-Costly: Developing and implementing a compensation system can be expensive, particularly for
small businesses with limited resources.
-Discontentment: A poorly designed compensation system can lead to employee dissatisfaction,
which can result in decreased productivity, increased turnover, and low morale.
-Inequity: An unfair or discriminatory compensation system can create tension and resentment
among employees and lead to legal challenges.
-Subjectivity: Compensation systems that rely on subjective evaluations of performance can lead to bias and inconsistency.
-Short-term focus: A compensation system that rewards short-term results may encourage
employees to prioritize short-term gains over long-term organizational goals.
4.3. Team building and collaboration initiatives: Strengths:
-Improved communication: Team-building and collaboration initiatives can improve
communication between team members, leading to better understanding and more effective teamwork.
-Increased creativity: Collaborative efforts can foster creativity and innovation by bringing
together diverse perspectives and ideas.
-Enhanced problem-solving: Collaborating in a team can lead to more effective problem-solving
by leveraging each team member's unique strengths and perspectives.
-Improved morale: Team-building initiatives can boost team morale and create a more positive
work environment, leading to improved job satisfaction and reduced turnover. lOMoAR cPSD| 61229936
-Better outcomes: Effective teamwork and collaboration can lead to better outcomes, such as
increased productivity, improved quality, and more efficient use of resources. Weaknesses:
-Time-consuming: Team-building and collaboration initiatives can be time-consuming, taking
employees away from their primary job duties.
-Limited impact: The impact of team-building and collaboration initiatives may be limited if they
are not followed up with ongoing support and reinforcement in the workplace.
-Resistance to change: Employees may be resistant to change and may not be willing to collaborate
or work in a team, leading to ineffective collaboration efforts.
-Misalignment: If team members are not aligned with the goals and objectives of the collaboration
effort, it can lead to miscommunication and reduced effectiveness.
-Conflict: Collaboration efforts can lead to conflict among team members, particularly if there are
differences in opinion or personality clashes.
4.4. Impact of management tools on OB success
Overall, these management tools have had a positive impact on OB success at FPT. The company's
emphasis on employee training and development, using slogans, remuneration policy and
collaboration initiatives has helped to create a culture of engagement and excellence within the
organization. These tools have helped to align employee goals with company objectives, promote
effective communication and collaboration between teams, and foster a positive work environment.
However, it is important to note that these tools are not without their limitations and challenges.
The effectiveness of these tools can vary depending on factors such as employee motivation,
management support, and organizational culture. Additionally, some tools, such as using slogans
and remuneration policy may need to be adapted over time to remain effective and relevant.
Overall, while these management tools have played a key role in FPT OB success, continued
evaluation and adaptation may be necessary to ensure their ongoing development.
5. Suggest a change project to improve what has been applied
5.1. Identification of areas for improvement and proposed changes
The way to improve employee behavior is to increase their satisfaction. When employees are
satisfied with their job and the company, they exhibit positive attitudes and behaviors towards the
business. Improving employee satisfaction leads to stable workforce, reduces operational costs,
and increases business productivity. Improving employee satisfaction is not just about increasing
their salaries but also includes many other cost-effective measures that help managers improve
employee satisfaction and commitment, such as: lOMoAR cPSD| 61229936
1. Give employees autonomy, encourage work-life balance, and flexibility in
planning Managers should provide opportunities for employees to have
flexible work schedules based on each employee's working habits. Apart from
their responsibilities at the company, they also have other obligations to their
family and society, therefore a flexible work frame will help employees perform better.
Employees are scheduled to work flexibly, but discipline and orderliness in the organization still
need to be maintained. Creating discipline and orderliness in the organization will make members
feel like they are living and working in an orderly environment. Creating a democratic and equal
atmosphere within the organization is necessary but needs to be within a certain framework.
2. Encourage teamwork, creating an inclusive, diverse, and fair workplace culture
Integrating with the team is an important factor that helps every employee find inspiration in their
work. Managers should create opportunities for employees to come together by rearranging the
office space appropriately, encouraging everyone to have lunch together, or organizing group
birthdays for employees. In addition, leaders can arrange for the entire company to participate in
sports or volunteer activities - besides providing outdoor activities for employees, it also brings
joy to the community and builds the company's reputation.
3. Pay attention to employee health
Poor health can affect employee behavior and indirectly harm the company. Stress-related illnesses
due to overwork can also negatively impact work productivity. As a manager, you should
encourage employees to pay attention to their health by sharing articles and posts on this topic in
weekly bulletins to raise awareness of the importance of health or remind them to take breaks
during work. Companies should also provide a simple kitchen equipped with a microwave,
refrigerator, and electric stove for employees to heat up their home-prepared lunches.
4. Create conditions for employees to learn and develop, provide opportunities
foradvancement and career development
Working is an opportunity for employees to learn and develop. Employees not only care about
salaries but also want opportunities for development. Managers should organize advanced training
courses for employees, encourage them to learn soft skills, etc. Investing in employee education
by enrolling them in courses led by top experts will help improve work quality and guide them towards success.
Sharing the business philosophy and core values of the organization with members will help build
and enhance their awareness. They will have a broader understanding of the company's vision,
mission, and values, and align themselves with them in their work. This will create a sense of
belonging and pride among employees, leading to increased motivation and productivity.
5. Build and develop a corporate culture that enhances adaptability lOMoAR cPSD| 61229936
The business environment is constantly changing and requires companies to quickly grasp these
signs of change. Therefore, building a corporate culture that enhances the adaptability of the
company through innovation, learning, and customer orientation is essential. Companies must
listen and understand their customers in order to make predictions about future customer needs and adapt accordingly. 5.2. Implementation Plan
An implementation plan for FPT will depend on the specific goals and objectives of the
organization. However, a general implementation plan for FPT may include the following steps: 1.
Develop and implement diversity and inclusion training programs for all employees and managers. 2.
Define goals and objectives: FPT should identify the specific goals and objectives it wants
toachieve. This could include expanding its services, entering new markets, improving operational
efficiency, or increasing revenue. 3.
Conduct a gap analysis: FPT should conduct a gap analysis to identify the current state of
itsoperations and infrastructure compared to its goals and objectives. This will help to identify any
areas that need improvement and develop a roadmap for implementation. 4.
Develop a roadmap: Based on the gap analysis, FPT should develop a detailed roadmap
thatoutlines the steps necessary to achieve its goals and objectives. This roadmap should include
timelines, milestones, and budget requirements. 5.
Establish a project team: FPT should establish a project team responsible for implementing
theroadmap. This team should have the necessary expertise, resources, and support to carry out the implementation plan. 6.
Communicate and engage stakeholders: FPT should communicate its goals and objectives
toall stakeholders, including employees, clients, partners, and investors. This will help to ensure
that everyone is aligned with the implementation plan and supports the organization's goals. 7.
Implement the roadmap: FPT should implement the roadmap by executing the specific
stepsidentified in the plan. This may involve deploying new technology, expanding operations,
hiring additional staff, or developing new products and services. 8.
Monitor and evaluate progress: FPT should monitor and evaluate progress regularly to
ensurethat the implementation plan is on track and achieving its objectives. This will help to
identify any issues or challenges that need to be addressed and make any necessary adjustments to the plan. 9.
Continuously improve: FPT should continuously evaluate and improve its operations to
ensurethat it remains competitive and responsive to market and industry changes. This may lOMoAR cPSD| 61229936
involve investing in research and development, expanding into new markets, or acquiring new businesses.
By following this implementation plan, FPT can achieve its goals and objectives while maintaining
its reputation as a leading technology company. 6. Conclusion 6.1 Summary of findings:
This paper has explored the organizational behavior (OB) success of FPT, including the factors
that contribute to this success, the management tools used to achieve it, and proposed changes to
further improve OB success in the company. The analysis has shown that teammates, leadership,
employee empowerment, continuous improvement, communication, strong organizational culture
have all contributed to its OB success. Additionally, the use of management tools such as training
and development programs, using slogans, remuneration policy and compensation system, team
building and collaboration initiatives helps FPT create a positive and productive work
environment, improve employee morale and engagement, and achieve their business objectives.
The proposed changes to increase employee satisfaction are expected to further improve OB
success in the company and help to ensure that FPT remains a leader in its industry.
6.2 Implications and recommendations for future research:
There are several implications and recommendations for future research on FPT’s organizational behaviors. These include:
• Examining the impact of employee satisfaction on organizational performance:
While the paper highlights the importance of creating a positive work
environment, further research could explore the specific ways in which
employee satisfaction impacts organizational performance. This could involve
examining factors such as employee retention, productivity, and customer satisfaction.
• Exploring the role of technology in organizational behavior success: FPT is a
technology company, and it is likely that technology plays an important role in
its organizational behavior success. Future research could explore the specific
ways in which technology is used to improve employee engagement,
collaboration, and productivity within the organization.
• Investigating the impact of cultural differences on organizational behavior: FPT
is a global organization with employees from diverse cultural backgrounds.
Future research could explore the impact of cultural differences on
organizational behavior, including how FPT has adapted its management
practices to accommodate cultural differences and promote a sense of inclusion.
• Examining the impact of organizational behavior on corporate social
responsibility: FPT has a strong commitment to corporate social responsibility, lOMoAR cPSD| 61229936
and it is possible that its organizational behavior practices play a role in this
commitment. Future research could explore the impact of organizational
behavior on corporate social responsibility, including how FPT's management
practices promote ethical and sustainable business practices.
Overall, there are many opportunities for future research based on the analysis of FPT's
organizational behavior success. By examining the specific factors that contribute to its success,
as well as the potential implications for organizational performance, technology, culture, and
corporate social responsibility, researchers can continue to build on the insights provided by this
analysis and contribute to the ongoing study of organizational behavior. REFERENCES
1. https://123docz.net/document/2437473-improving-training-quality-for-new-employees- at-fpt-corporation.htm
2. https://www.academia.edu/40915616/B%C3%A0i_thuy%E1%BA%BFt_tr
%C3%ACnh_V%C4%83n_H%C3%B3a_T%E1%BB%95_Ch%E1%BB%A9c_FPT
3. https://www.studocu.com/vn/document/truong-dai-hoc-duy-tan/quan-tri-chien-luoc-d/
mgt-403-aa-nhom-6-phan-tich-moi-truong-noi-bo-cua-tap-doan-fpt/33441616