ORGANIZATIONAL CULTURE

Organizational culture is formulated by establishing and implementing cultural levels including symbols, rituals, stories, slogans, behaviors, costumes, architecture, and interior decoration in the offices and the organization’s production and service supply locations, exceptional achievements of the organization and its members, organizational values, business ethics, beliefs, attitudes, emotions, organizational trust, organizational distinctiveness, and organizational traditions. Organizational culture also has a positive impact and always improves cultural levels that create organizational climate and alignment. Cultural levels include values, business ethics, beliefs, attitudes, emotions, organizational trust, organizational uniqueness, and organizational traditions that contribute primarily to the formation, change, and improvement of organizational culture.

BENEFITS OF CHANGING ORGANIZATIONAL CULTURE

Improve engagement of all organizational members; they clearly understand what types of culture need to be changed and implemented, they strive to contribute to changing and implementing successful organizational culture to enhance leadership and organizational trust; improve communication and increase commitment to organizational culture change. Know the outstanding characteristics of the organization to change the appropriate culture, enhance the effectiveness of organizational leadership and people management, increase the loyalty of organizational members, create stability, control effectively, improve strategic management, and improve teamwork. Enhance competitiveness, efficiency, and performance. Know and stay up to date with consumer needs, market trends, and technological changes. Encourage a culture of innovation and creativity to create a positive work environment for achieving business performance and outcomes, etc.

ORGANIZATIONAL VALUES CHANGE AND ITS BENEFITS

Organizational values are a set of feelings, perceptions, and beliefs of organizational members, stakeholders, social communities, and customers about good things in spirit, products, and services that an organization does and provides to increase the welfare and happiness (intangible), worth (tangible) to all internal and external customers. Good things in spirit, products, and services are continually improved will increase positive feelings and stronger beliefs of organizational members, stakeholders, social communities, and customers, these lead to the creation of added value for organizational members, stakeholders, social communities, and customers. Therefore, organizational values are increasingly enhanced.

ORGANIZATIONAL CLIMATE

A good organizational climate or a positive working environment has a strong impact on organizational cultural factors, organizational values, norms, organizational trust, organizational alignment, employee engagement, positive working attitude, motivation system, and reward system, fairness in human resource policies, people development, management development, leadership development, external and internal environment, communication, interaction between processes, and effect of corporate and business policies. The leadership team and management team delegate and align all elements to lead the entire organization to fulfill its mission and achieve its vision and strategic goals through changing and continuously improving the organizational climate and creating a collaborative work environment.

BENEFITS OF ORGANIZATIONAL CLIMATE

A positive work environment with best practices, appropriate behaviors, people are recognized and authorized, fairness in the implementation of human resource policies, orderly and disciplined work environment, there is support and encouragement to improve performance and achieve results that exceed expectations, improve services and products, increase sales and profits, improve leadership and management skills, improve communication, create organizational values, increase mutual respects within the organization, enhance organizational alignment, support growth and development, encourage innovation, creativity and setting new ideas, etc.

ORGANIZATIONAL TRUST

Organizational trust is the trust between stakeholders, community, society, and all organizational members toward the organization/company; organizational trust is a long-term process. Organizational trust is created from organizational culture, organizational values, business and leadership ethics, and organizational climate. The qualities and abilities of each member of the leadership team, management team, and staff in the organization such as benevolence, integrity, beliefs, trustworthiness, awareness, and honesty. Commitment to culture, values, ethics, and external and internal customer satisfaction creates organizational trust.

BENEFITS OF ORGANIZATIONAL TRUST

Increase the loyalty, awareness, and honesty; enhance the commitment of leaders, administrators, supervisors, and all organizational members; increase the trust in the organization; increase the trust of society, the community, and stakeholders in the organization; increase governance and leadership capacity, benevolence, risk management, etc.

TRAINING COURSE ON CHANGING ORGANIZATIONAL CULTURE, CHANGING ORGANIZATIONAL VALUES, CHANGING ORGANIZATIONAL CLIMATE, AND BUILDING ORGANIZATIONAL TRUST

TRAINING METHODOLOGY
We appreciate and encourage students to prepare to read materials before class and actively participate in class discussions. Interactive instructional methods such as case studies, exercises, and activities will be used throughout the sessions.

PARTICIPANTS

For all members of businesses and organizations’ Organizational Culture Change, Organizational Values Change, Organizational Climate Change, and Organizational Trust Build Consulting Project Team, the Organizational Culture Change, Organizational Values Change, Organizational Climate Change, and Organizational Trust Build training course is held at businesses and organizations’ offices and locations. In addition, students nominated by businesses and organizations to attend Organizational Culture Change, Organizational Values Change, Organizational Climate Change, and Organizational Trust Build training courses do not include the Organizational Culture Change, Organizational Values Change, Organizational Climate Change, and Organizational Trust Build Consulting Project at businesses and organizations’ offices and locations.

OBJECTIVES OF THE TRAINING COURSE
Understand the concepts, foundations, structures, cohesion, and transmission of culture, cultural drivers, challenges of cultural change and development, cultural assessment tools, organizational culture framework, how to use the competing value framework to diagnose and change organizational culture, and how to build an organizational culture profile. Understand organizational values concepts, foundations, structures, forms, and frameworks. Understand motivational system models. Evaluate and change organizational values and how to create shared values. Understand organizational climate concepts, foundations, models, changes, content, premises, outcomes, and practices. Understand organizational trust concepts, foundations, types, origins, benefits, leadership, assessment, cultural leadership, patterns, paradigms, systems, importance, and challenges. Understand the positive interrelationship between organizational culture, values, climate, and trust.

OUTCOMES OF THE TRAINING COURSE
Practical application of culture assessment tools, how to use the competing value framework to diagnose and change organizational culture, and how to build an organizational culture profile. Practical application of organizational values frameworks, motivational system model, assessing and changing organizational values, and how to create shared values. Practical applications that change the organizational climate. Practical applications that build team trust and organizational trust.

INSTRUCTION LANGUAGES
Vietnamese or English

TRAINER
Dr. Phuoc D. Nguyen

TRAINING METHODS
Participate in classes directly at the Business location

ASSESSMENT 
Groups practice changing culture, changing values, changing organizational climate, and building organizational trust.