Organizational Structure

PROTTYASHI 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:

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

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

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

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

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

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

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

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.

Below are the crafted PROTTYASHI Organizational Culture

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

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

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

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

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

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

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

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

9) Performance Management: Develop a comprehensive performance management system and use it consistently to make informed decisions about promotions and staff rewards.

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

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

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

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

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

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

Implementation Strategy

1. 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.

2. Periodic Refreshers:

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

3. Yearly ‘Champion’ of Organizational Culture Excellence:

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

4. Organization-Wide Orientation:

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