Organizational Culture Assignment: Fast-growing Businesses in Vietnam

Question

Task

The dissertation focus as follows:

A thesis presented findings indicated the importance of cultural orientation and managerial styles to business operation and performance of fast-growing businesses in Vietnam. Research have shown that organizational culture influences the choice of management styles and employee’s satisfaction. Low employee engagement and decreased productivity are diagnosed as toxic culture’s consequences. Negligence of organizational culture leads to organizational crisis for a number of reasons: leaderships, communication, work-life balance and change management. Research studies on the Vietnamese’s business landscape give more attention to the growth of business scale and profitability rather than in-depth analysis of the organizational culture that is necessary to measure organizational health in fast-growing businesses. This study took a qualitative approach to research by conducting semi-structured interviews with employees working for a rapidly growing pharmacy chain in Vietnam, Pharmacity, to gain internal perspectives in order to confirm the aforementioned theory.

Answer

Executive Summary
Two of the most important elements in a business process considered in the present context of organizational culture assignment are a positive 'organizational' culture and effective 'managerial' style to control, disseminate, and acquire the desired outcome. Many researchers have identified the management are working on acquiring a strong understanding behind the 'cultural' differences and diversity to avoid possible difficulties and internal conflicts. It also helps in enhancing the organization's potential aspect in conducting effective businesses. The professionals have indicated that the effective ‘management’ style is primarily influenced by the organization’s positive ‘culture’ and it provides satisfaction to the employees. On the other hand, insufficient communication, negative 'leadership' process, and ignoring the 'organizational' culture can result in business consequences. The current research paper examined in this organizational culture assignment will analyse the various factor behind the 'fast-growing' businesses and its profit gaining structures among the Vietnamese market. It will discuss the current best 'organizational' practices, employee's performance, and 'job satisfaction' from effective management, its future for gaining sustainability. The various research papers have shown that Vietnamese organizations are more inclined towards gaining profit rather than investing their time in business/market analysis. The research on organizational culture assignment will further represent a perspective from the employees at a ‘fast-growing’ pharmacy chain in Vietnam called “Pharamcity”. It will help the current research process in gaining an effective internal structure of the Vietnamese 'fast-growing' organization to link with the existing works of literature.

The main research question of the current research paper of organizational culture assignment is what are the perspectives of the employees at a rapidly growing chain of pharmacy, the “Pharamcity” in the country of Vietnam? The scope of the research interprets the factors functioning behind the fast-growing business market along with their processes of businesses within the Vietnamese economy.

Keywords: Organizational culture, fast-growing business, organizational crisis, management styles, leadership, employee performance, employee engagement, employee satisfaction

1. Chapter 1: Introduction

1.1 Background
The development factor of Vietnam's market has been flourished from over the past 30 years and once it was one of the poorest countries in the world has listed in the middle-income based country. The GDP has grown about 2.7 times from 2020 to 2018 and become US$2,700 in 2019. Poverty has been decreased from 70 percent to below 6 percent (The World Bank Group, 2020). Although, the country is still struggling with its poor ‘financial’ structure and ‘economic’ crisis. 'Vietnam' report annually provides details on their 'fastest' growing organizations to understand market status. In 2019, a car manufacturing company called 'Thanh Cong Group' become the top of the list on “FAST500” (Vietnam’s top 500 ‘fast-growing’ companies) alongside with a ‘marine’ transportation company ‘PG Tanker’ and an ‘industrial’ manufacturing firm ‘Tracodi’ (Huu, 2019). Over the past decade, various companies from different industries in Vietnam are showing their effort in enhancing their 'economic' growth. The growth has been also experienced at the pharmacy industry of Vietnam. The current research will consider a ‘fast-growing’ pharmacy chain, “Pharmacity” in understanding their internal management system. Vietnam has also become the 'fastest-growing' country in 'economics' among the Southeast region of Asia despite being affected by Covid-19. The "Asian Development Bank" (ADB) has stated that Vietnam is seeing a strong 'economic' growth from the high demand of ‘Foreign Direct Investment’ (FDI), ‘processing’ and ‘manufacturing’ industry (Vietnam Briefing, 2020). The current research paper examined in the segments of organizational culture assignment will analyse the impact of ‘management’ among these industries in generating unexpected growth over time.

1.2 Problem Statement
Besides, the 'fast-growing' environment among the Vietnamese businesses, the management is currently facing difficulties in coping up with the new working structure for Covid-19 'lockdown' situation. The 'multinational companies' (MNCs) in Vietnam are facing critical business processes and uncertain risks related to fraud activities (Liu, 2020). However, it is the most crucial situation when the management needs to provide effective 'organizational' cultures and employee retention processes to sustain their business operation. Fast 'growth' should not always dependable on the financial profit and 'economic' enhancement. Acquiring sustainability in the business process is the most vital aspect in controlling and sustaining the 'economic' goals for a 'long-time'. Vietnam is currently one of the vital countries in Asia with over 6 percent growth every year lead by its educated, young, and 'hard-working' citizens. However, the country is facing difficulty in conducting business from its weak 'corporate' standards, inconsistent policies, and 'KYC' challenges (TMF Group, 2019). The poor structure also influences the organizations in not maintaining their management for providing a health ‘work environment’ and ‘job satisfaction’ to the employees. The insufficient engagement from the employees and poor ‘work-life’ balance makes the Vietnamese businesses vulnerable and restricts from gaining sustainability.

The current study developed within this organizational culture assignment aims at addressing the parts of the research subject which the previous researches and all the existing literatures failed to discuss. The current research will consider a ‘fast-growing’ pharmacy chain, “Pharmacity” in understanding their internal management system.

1.3 Aims, Objectives and Research Questions
The current research paper is aiming to understand the importance of 'organizational' culture and effective 'management' style in influencing the business growth and performance in Vietnam, and how it provides 'job satisfaction' among the employees.

The current research on organizational culture assignment will be focusing on the following objectives,

• To understand the importance of ‘organizational’ culture behind the growth of Vietnamese businesses
• To measure the impact of ‘management’ style on the employees in receiving ‘job satisfaction’ in Vietnamese businesses
• To identify the influential factors from the existing ‘management’ style in achieving ‘fast-growth’ in Vietnamese businesses
• To analyze the future sustainability factor among the Vietnamese businesses in growing with profit and appropriate business ‘scale’

The current research will analyze various existing research paper and articles to evaluate the following questions,

• What is the importance of ‘organizational’ culture behind the growth of Vietnamese businesses?
• What is the factor behind receiving ‘job satisfaction’ in Vietnamese businesses from the ‘management’ influence?
• How ‘management’ style is helping the Vietnamese businesses in acquiring ‘fast-growth’?
• What is the future sustainability of the current ‘growth’ among Vietnamese businesses?

1.4 Rationale
The ‘fast’ growing factor behind Vietnamese businesses is raising a concern behind insufficient business analysis for ‘long-term’ goals and sustainability. Researchers have given their perspective on the ‘landscape’ of Vietnam’s ‘fast-growing’ business in acquiring more profit, rather than sustaining the ‘organizational’ culture to provide ‘job satisfaction’ among the employees. Currently, the organizations are also needed to grow a perspective in maintaining the health and ‘work’ environment with the implementation of ‘diverse’ nature. The current research on organizational culture assignment will analyze the current practices in ‘management’ for managing the ‘organizational’ culture, and how they can provide ‘job satisfaction’ to their employees by understanding their future sustainability factors.

1.5 Research Significant
The current research paper will help in identifying the existing gaps in the current ‘management’ practices in Vietnam. It will help the current ‘fast-growth’ among the various businesses in Vietnam to sustain their ‘operational’ processes by implementing effective ‘organizational’ culture and diversity. The business report of Vietnam during 2017 reviewed in this section of organizational culture assignment shows that the ‘business’ sectors are still struggling with the ‘potential’ integration, low ‘productivity’, and lack of ‘competitiveness’ (Tuc, 2017). The effective maintenance of employees and their engagement will mitigate these challenges and sustain the business for a ‘long-term’.

1.6 Research Method
The current research paper has implemented a 'qualitative' analysis with the existing relevant research papers. The 'qualitative' approach helped in analyzing the current context of the 'management' structure among the Vietnamese businesses and its challenging areas. On the other hand, the research process has adopted a 'semi-structured' interview with the employees from the 'fast-growing' pharmacy chain in Vietnam called "Pharmacity" to understand their internal situation and make the linkage with the theoretical aspect in the research paper. The 'data' collection process has been done with the elaborate 'Literature Review' and the responses from the interview questionnaire.

1.7 Research Scope
The scope of the study is to evaluate the factors responsible for rapid growth in Vietnamese companies. In recent years, the companies have shown a sustainable growth by modifying their managerial roles. The study presented in the organizational culture assignment will focus on such factors for making effective improvement in the organization.

2. Chapter 2: Literature Review

2.1 Overview
The analysis of various existing research journals and articles will help in making a clear background on the following fields – the 'organizational' culture behind business 'growth', the influences from 'management' in the operational processes, 'cultural' consequences, and the existing crisis.

2.2 Importance of ‘Organizational’ Culture behind Business Growth
According to a research paper by Tran (2019) considered in this segment of organizational culture assignment, the 'organizational' culture is influential in enabling the leaders, coaches, and management in building an appropriate work structure and environment to acquire business objectives effectively. The selected research paper has been analyzed the characteristics among the Vietnameses organizations in understanding their 'organizational' culture and its influence over the employees to acquire business goals. The selection of Vietnam was significant because there are very few researchers who had discussed this very topic before. The employee's behaviour under a particular 'organizational’ culture is important to understand because it directly affects the organization’s ‘decision-making’ process and 'long-term' goals. The article has proved that the employees in Vietnam are rather engaged in their work than their 'workplace' relationship (Tran, 2019). It showcases the lack in ‘cultural’ diversity among the workplace that provides effective management solution.

The increasing 'globalization' is triggering many countries to analyze their 'intercultural' communication and work attitude among the 'workplace'. Studies have identified that environmental and location differences change the cultural aspect of the workplace. It differentiates the working quality and process between the various Western countries with the Vietnamese people. In this organizational culture assignment, the main differential elements are 'face-concern' and 'sense of time' between them (Tran, et al., 2017). The studies showcased that Vietnamese professionals are less skilled in maintaining deadlines and managing times. It lowers their score in productivity and the 'time-management' factor in every report. On the other hand, respect and 'face concern' is more valuable among the Vietnamese people than achieving higher goals at the workplace. It pointed out that 'face concern' is one of the most significant aspects among the Vietnamese employees (Tran, et al., 2017).

The implementation of 'knowledge management' (KM) is related to the 'knowledge' acquisition, 'knowledge' management innovation, and strategy makes the Vietnamese firms developed and efficient. In the developing countries, like Vietnam benefits from the 'knowledge management' factor in getting 'innovative' results (Ngoc Thang & Anh Tuan, 2020). Studies have discussed that 'knowledge management' plays a significant role in the organization's 'innovation' performance and enhance business operations. There are several strategies in 'knowledge management', such as 'human-oriented' and 'system-oriented'. It helps the organization to develop its 'decision-making' processes. The studies undertaken to build this organizational culture assignment have also described that the Vietnamese firms are experiencing increasing 'economic' growth that is based on the ‘physical’ resources (Ngoc Thang & Anh Tuan, 2020). The 'knowledge management' will help them in enhancing their 'competency' nature with appropriate 'organizational' culture.

2.3 Management and ‘Operational’ Style in Vietnamese Businesses
According to Ho et al. (2016), the primary aspect of an effective ‘leadership’ is establishing their influence among the employees and motivates them in achieving ‘organizational’ goals. The article used in this section of organizational culture assignment has described various 'leadership' skills and theories that help in enhancing the contribution of the employees and increase the company's sustainability. The authors have indicated that the insufficient 'leadership' process can result in 'low' satisfaction among the employees and that leads them in providing inefficient value among the companies in Vietnam (Ho, et al., 2016). Various researchers have identified that the 'job satisfaction' rate among various local companies in Vietnam is low and the insufficient 'work' productivity provides a lower rate in satisfaction among the employees. It has been proven that the 'transformational' leadership is effective in achieving employees 'job satisfaction' in local Vietnamese companies.

The 'management' perspective among various 'SMEs' in Vietnam is also an essential factor in understanding their current best practices. The 'corporate social responsibility' (CSR) is an effective element in the management process around the world. However, the article has indicated that the organizations are well-aware of 'CSR' way before then its practical arrival. The eastern influence on 'management' practices makes the 'CSR' one of the most important aspects in the current situation. It improves both international and 'domestic' business activities in enhancing the employee condition among various ‘SMEs’ in Vietnam (Tran & Jeppesen, 2016). There are several dimensions under the 'CSR' practice from the management of an organization. These are related to the 'physical' environment, an employee's working 'standard', 'informational' exchange between the 'management' and employee, and providing a healthy 'work environment'. These are essential for supporting the employees and the local community in implementing their effort for organizational processes.

‘Knowledge management’ (KM) is one of the most essential aspect among the 'management' and operational process. It is primarily related to the dissemination of information, acquisition, and implementing the knowledge for enhancing the 'competency' nature. In various organizations, 'KM' is considered as the most 'social' oriented 'intellectual property' that helps in establishing a 'social' relationship (Vu, 2019). The Vietnamese organizations are using 'knowledge management' in improving their organizational processes and business development. The studies have indicated that the 'knowledge management' provides a positive impact on the organization's 'efficiency' in business operations, and it's different in big and 'SMEs' around Vietnam (Vu, 2019). 'Knowledge management' is high in demand when an organization is facing difficulties from adapting and maintaining 'corporate' culture and provides more enrich to the organizational interference in global activities from an organization.

2.4 Organization’s Cultural Consequences and Crisis
Vietnamese fastest-growing organizations focus on unique management goals to address the organizational crisis and implement sustainable goals. Pieces of literature have been taken from the studies based on various countries to review the theories of organizational crisis.

According to the readings of Kohnen (2010) undertaken in the organizational culture assignment, leaders set the organization’s goals and its objectives based on the market trend. It helps in developing proper strategies for the organization. The financial aspects are also taken into account while setting goals and theories for the organization. The theories for the organization help to mitigate the organizational crisis created by the bottom liner. It is seen that the people that are truly engaged in setting the organizational goals are passionate and dedicated to the Company. However, some of the dishonest and bottom-liners create barriers on the organizations. It affects the organizations' growth and makes a severe downfall in worst cases.

Probst & Raisch (2005), states that an organizational crisis makes a severe fall in "market value" that results in affecting the "blue-chip companies". The study has presented the findings including behaviours that must be avoided by managers to make growth on the organization. The leaders mainly follow the existing theories that might not work due to the change in market trend. Thus, the theories need to be upgraded by the leaders for making an effective growth in the organization. The organization must exclude some rules that can prove to be risks in future. Theories must be modified according to the market demand so that no financial fall occurs in the business.

According to Schein (2010), corporate culture is one of the main aspects to remain consistent in the organization. The organization needs to upgrade its policies if the existing policies are not working and showing any productivity. The author through its book suggested that culture needs to be evaluated by the leaders and the gaps on it must be addressed according to the demand. It has been noted that the basic structure or model of the organizational culture has not changed but its applications have been modified according to the trend. The leaders have added some changes according to organizational feasibility and goals. Modifying a theory or model needs an evaluation of the gaps identified in the existing theories. It results in addressing the organizational crisis.

The present organizational culture assignment examined the words of Van Prooijen & Douglas (2017) who states that there is a deep link between the “societal crisis” and belief in "conspiracy theories". “Conspiracy theories” in their paper states that such theories are created when the crisis has occurred. The "cultural transmission" in organizations is the spreading medium of "historical narratives". It has a great effect on organization culture. The conspiracy theories must be handled with useful leadership models so that it does not create any illegal situation on the organization. The paper has reflected their views through pieces of evidence that explain the historical narratives. It also explains that historical narratives have a direct connection with conspiracy theories and affect the organizational culture for a long time.

Guo, et al. (2019), developed a theoretical framework that suggests the integration of "organizational aspiration" and "organizational search" made an effective result. It helps in building organizational growth in the international market. The framework undertaken in the organizational culture assignment has been divided into four types of searches namely- “slack-driven”, “strategic-intent-driven”, “problem-driven” and “uncertainty-driven”. These four searches help in addressing the organizational crisis and follow an instant solution path. The path is defined through basic terms and results in developing an effective framework. Using the framework, the company can go for a long run and thus build their in-depth knowledge to improve on the workplace culture.

According to Teo, et al. (2017), developing a "Resilience model" helps leaders in maintaining relationships during an organizational crisis. They can also utilize the relationships to build strong ways of addressing the crisis. The research on organizational culture assignment has been studied based on the “Tan Tock Seng Hospital” in Singapore. In health sectors, many crises occur and it needs mitigation instantly. At that situation, leaders can use resilience model to address the issues and provide efficient services to the customers. Building strong network results in promoting positive connections between the employees. The network will help to serve as a social resource for the company’s growth.

According to Klein & Eckhaus (2017), "sensemaking" and "sense giving" activities help in addressing the crisis in the management. Positive confidence can be deployed through emails by using “sense giving” skills on the management. “sense-making” skills help in resolving the unstable reality issues. Sometimes, employees suffer from “cognitive dissonance” related to their identity issues. These can be solved by implementing such skills on the management. It is one of the theories that help in resolving all the issues that occurred in the organization.

Marques-Quinteiro, et al. (2019), argues that employees “adaptive performance” is positively related to "self-leadership". Self-leadership can be grown when job satisfaction has been achieved in work environments. Job satisfaction plays an essential role in preventing employee turnover and addressing the organisational crisis. As a result, the organization can make effective growth and give a big contribution to the economy. Leaders focus on the performances of the employees especially in private organization and it may result into an improvement through obtaining job satisfaction for the employees. The flaws in the organization can be modified as per the self-leadership quality deployed by the organization.

According to Sarkar & Osiyevskyy (2018), rigidity in the organization leads to crisis and employees does not get independence to work. Leaders must note factors that lead to the creation of rigidity in the organization and implement theories according to that. It will help in making effective improvement in the organization. In this organizational culture assignment, "novel holistic typology" of various organizations has been presented to evaluate the decision-making power of leaders. The decision-making skills help in developing various changes and improve the company's growth. The gaps have been analyzed in knowledge management of various fields so that the flaws can be addressed by the leaders.

2.5 ‘Long-term’ Growth Approach in Vietnamese Businesses
"Long-term" Growth can be implemented by making financial plans in Vietnamese companies. Implementing sustainable financial goals improves regarding long-term.

According to NGUYEN & NGUYEN (2020), it is stated in the organizational culture assignment that the determinants of "long-term" growth" includes “firm size”, “liquidity”, “solvency”, “financial leverage”, and “financial adequacy”. These factors help in making strategy for “long-term” growth in companies. It makes profitability in the organizations effectively. Thus, leaders follow these determinants as the soul factors for making effective growth in the organization. The determinants help in making effective improvement in the country’s economy. It results in building up the Vietnam stock Exchange and implement a true value on the international market. The survey has been taken from 1343 companies based in Vietnam shows that determinants must be maintained sequentially for getting a better result.

According to Anh & Thao (2019), the capital structure fell a great effect on firm performance. 446 non-financial companies listed in Vietnam Stock market have been observed from 2011 to 2017. Two square regressions has been implemented to study the effect of “capital structure” on building the firm performance and making an effective growth. Vietnam stock market in recent years making a successful growth as their economy is increasing rapidly. The reason behind this is building strategies effectively and implementing through definite goals. Fixed effect model has been implemented on non-financial firms to study their capital structure and its effect on the firm performance.

Le, et al. (2019), states that “corporate social responsibility” (CSR) has a great impact on the “supply chain management” (SCM) and can make a great change in financial performance. The moderate role of “firm size” has been evaluated in the paper utilized herein organizational culture assignment that suggests CSR has a positive impact on the SCM and helps in making effective growth om financial performance. The role of CSR is relevant and thus, can be taken for “long-term” growth in improving the business. The survey has been taken from 389 Vietnamese "garment companies" to collect the relevant results and import them on the study. It will help in evaluating the factors for long-term growth in organizations.

According to Nguyen, et al. (2017), two-step system has been taken to investigate the determinants of "capital structure" in regards to "long-term" goals and "short term-goals". The implications for real estate states that the policies collected from the empirical research are imposed by the government and has a positive effect on the stock environment. The stock market program can be modified according to the findings and based on the capital structure of the company. Vietnamese companies follow a long way goal and making effective improvement by implementing efficient strategies. The researchers have thus used empirical research for authentic study to collect relevant results.

According to Tran & Pham (2020), the CEO has a great impact on the "corporate environmental performance" (CEP). The characteristics of the CEO has been analyzed to study the changes that can be implemented by the CEO in organizations. The cross-sectional data has been taken to study the 810 Vietnamese companies and their behaviour to make "long-term" growth. The CEO of ethnic minority groups make a great improvement on the organization rather than "Kinh chief executives". The conclusion has been drawn by making a comparative analysis through qualitative data. Vietnamese companies aim for "long-term" growth and thus make effective growth in the organization.

Nguyen & Ty (2019), states that two-stage study has brought a great change in the "Vietnamese Steel Industry". The two-stage study includes "Grey System Theory and "DEA" in evaluating the economic growth in the industry. The strategic partners have been studied for analyzing their effect on organization development. The study states that “Hoa Sen Group” is the target “decision-making unit" (DMU) on Vietnam stock market and thus have a great impression on economic growth. The Vietnamese companies have faced a positive growth in recent by applying such theories. Through this paper, the steel industry is not only being studied but also the manufacturing industry has been taken into account.

According to the study of Bui, et al. (2019) undertaken in the organizational culture assignment, CEO plays a dial function for making growth in the organization. Data have been collected from 114 Vietnamese firms and states that the CEO sometimes play a dual role in making effective growth in the organization. Like, the leader of a firm is also referred to as CEO along with the "chief executive operating chair of board". In startups of Vietnam, the corporate governance policies are also imposed by the CEO for surviving in the competitive market. Thus, helps in making successful growth. Advancement of corporate entrepreneurship has emerged the idea of privatization on Vietnam.

According to TUAN (2020), "Balanced Scorecard" (BSC) is one of the essential tools in managerial accounting. It helps the managers in measuring the operating performance of enterprises. Maintaining a sustainable "balanced scorecard" (BSC) is not an easy task but it helps in improving the Company's economy. The Vietnamese commercial banks focus on maintaining a "balanced scorecard” (BSC) for making effective improvement. The business performance can be improved and effective strategies can be implemented for “long-term” growth.

Abrate, et al. (2014), have linked the accountability with “corruption” and “efficiency” related to the “local public service”. Data has been used on waste management services and the impact of corruption is studied based on the “long-term” growth. The impact of accountability is measured and collection service has been evaluated. Corruption harms the "long-term" growth and thus, managed by leaders in the organizations. Use of local monopolies cannot plan for “long-term” growth and thus, effective improvement can be implemented through theories (Kohnen, 2010). The theories mainly related to the growth in capital structure and overall growth in the country's economy.

2.6 Literature Gap and Summary
Existing literature has mainly focused on the theories that are related to leadership style, organizational growth and "long-term" growth. However, the current study developed in the organizational culture assignment will discuss the points that result in the rapid growth of Vietnamese companies. The study has been evaluated in a general scenario. It suggests that the effective growth can be made when relevant theories have been implemented on the real scenario. The analysis has been done by retrieving the materials from the relevant online sources that can provide authentic data on Vietnamese scenario. The result of the study can be implemented in the practical commercial scenario for retrieving its effectiveness. The research has been studied to solve the flaws in the existing literature and to address the issue of corruption on rapid growth.

The pieces of literature summarize that proper measures can be implemented if the existing theories are modified based on feasibility.

2.7 Research Model (Quantitative Analysis)

3. Chapter 3:

3.1 Introduction:
The success of research on organizational culture assignment depends on the methodology it follows to accomplish the result. In the prior section, a thorough literature review is done. This literature review helps the researcher to gain in-depth knowledge and take the necessary steps to decide the methodology. In order to be thorough the research, the researcher has followed the research onion proposed by Saunders, Lewis, & Thornhill, (2009). They categorised the research methodology in a cascade of the procedure. Each level of the research onion specifically deals with a specific aspect of the methodology. In the following section, those aspects along with the justification for choosing the research methodological technique are discussed in detail with proper precisions. The sample, as well as data collection procedure, is also specified in the following section. In the concluding section of this chapter provided in the organizational culture assignment, the ethical consideration is discussed regarding how the researcher follow ethical guidelines while performing the research work.

Fig 1: “Research Onion” (Saunders, et al., 2009)

3.2 Research Philosophy
The research philosophy reflects the nature of information and sources from which it is collected. This also shows the necessary theories that serve as the cornerstones of the entire research study. There are mainly four types of research philosophies, namely Pragmatism, Positivism, Interpretivism as well as Realism. Among these four philosophies, the most suitable philosophy for the current research is the realism. In the following section apposite justification of choosing realism as a research method are discussed in-depth with proper precision.

This methodology helps the researcher to be neutral and share unbiased analysis while performing the research study. As the research is performed as the form of a semi-structured interview along with qualitative data analysis process, it is important to incorporate multi-level studies (Ørngreen & Levinsen, 2017). In doing so, the researcher investigates all the facet of a fact and represents it without any change. This critical realism is effective to find out the difference between employee perception and expectation in the light of Pharmacity ’s core values, culture, managerial styles as well as the level to which these are aligned with an employee’s personal values without being biased and having a preconceived idea.

3.3 Research Approach:
If the research philosophy followed in this organizational culture assignment is the foundation of research work, then the research approach is its scaffolds. This helps the researcher to structure the entire research work. This is nothing but a strategy that guides the researcher to determine the data collection as well as analysis process. The current research deals with the difference between employee perception and expectation in the leu of organizational values, culture, managerial styles as well as the level to which these are aligned with an employee’s personal values. As the research needs to point out the difference between employee perception and expectation regarding Pharmacity’s fundamental values, organizational culture, administrative styles and to which level these are allied with an employee’s personal values, thus it is crucial to utilize rational reasoning to deduce the interlink between the proposed variable (Kumar, 2019). Additionally, it is also important to be mentioned here that the abundance of source and time-constrained to accomplish the research work also directed towards the obvious choice of the deductive research approach.

3.4 Research methodological choice
Research methodological choice for the current researcher is chosen as mono qualitative types. The key reason behind choosing this research methodological lies in its explorative nature. It is also important to be mentioned here that non-normative focus and comprehensiveness also makes this choice more desirable over quantitative research method. Lack of financial back up as well as time constraints also make the qualitative research methodological choice more obvious over the traditional quantitative process (Fletcher, 2017).

3.5 Research Strategy
The research strategy chosen for this particular research studies, where the researcher is intended to find the difference between employee perception as well as expectation considering core principles, administrative styles and organizational culture prevailed in the Pharmacity as well as the extent to which these are aligned with an employee’s morals, is a semi-structured interview (Mohajan, 2018). This helps the researcher to explore the minds of the interviewee. Here the interviewer is free to ask a question that arises in the middle of a preset question-answer session. This additional question can help to explore different aspects of employee perception and expectation.

3.6 Time Horizon:
Due to the time constraints, the chosen time horizon is cross-sectional studies where the interview is scheduled for a time. Herein organizational culture assignment, the effect of the time on the research results is not included. Precisely speaking the researcher is not investigating the fact of how times affect the relation between employee perception or expectation (Zangirolami-Raimundo, et al., 2018). On the contrary, only a generalized view of the chosen research topic is investigated. This is the reason why the cross-sectional study is preferred here.

3.7 Sample Selection
Due to the time as well as financial constraints, the non-probability sampling technique is appointed in this process. Purposive sampling also identified as selective, judgment, or subjective sampling method. This technique helps the researcher to rely on their judgment in selecting members of a definite population to contribute to the contextual research study (Taherdoost, 2016). In the current study, the three employees of Phamacity, a 'fast-growing' pharmacy chain in Vietnam is chosen.

3.8 Participants for Quantitative Research
The participant for the current research process is the employees from a ‘fast-growing’ pharmacy chain in Vietnam, Pharmacity. The interview process for the current research paper does not restrict the participants for their specific gender, education and background. The interview process required for the employees specifically from the Pharmacity, who are currently working there. The current research process has considered descriptive analysis for the acquired answers from the questionnaire.

3.9 Data Collection and Analysis
In the initial stage, secondary research is conducted in the form of the literature search to thoroughly investigates different theories. These theories help the researchers to understand the concept and structure of the interview questionnaire (Snyder, 2019). Both close, as well as open-ended questions, are used to collect the precious view of the employees of Pharmacity and analysis them with the help of explorative and narrative process. This helps the research to remain unbiased, reliable and accurate. This topic demands to produce the interlink between an employee’s perception as well as expectation. The interview process handed out the research questions to the employees and the answers are recorded at the questionnaire filled up by the participants. These perceptions and expectation are investigated in the light of Pharmacity ’s core values, culture, managerial styles as well as the level to which these are aligned with an employee’s personal values.

Hence, it is suitable to follow the deductive research approach. This helps the researcher to verify the fabrication of the deduced interlink. This data analysis method gives the researcher the freedom to discover a different unexplored facet of the between employee perception as well as expectation and incorporate every possible aspect of the research topic of organizational culture assignment. Unlike the traditional quantitative methods, the constraints in freedom of thought are less in this method. The current research topic deals with behavioural as well as psychological aspects of employee perception and expectation. In this research, the data analysis process worked in the field of managerial styles, core values, and the degree to which they line up with employee personal values are investigated. Now in accordance with the core definition of realism, here the researcher interprets what is perceived during the interview process with the theoretical context of the current research paper.

3.10 Ethical consideration
During the research on organizational culture assignment, the researcher has taken special care to adhere to the ethical means. No discrimination in the form of race, creed and ethnicity is done which ensures its validity (Humphries, 2017). The ethical consent documents are attached in the appendices. All the necessary steps recommended by the university are followed to secure research ethics. The researcher also takes special care for not to harm anybody either physically or emotionally during the course of research study.

3.11 Time frame:

Figure 2: Gantt chart

(Created by the author)

4. Chapter 4: Results obtained in the organizational culture assignment

4.1 Please briefly explain your experience with your company. As in what have your learned and improved as well as losses such as time, relationship with a loved one, opportunities etc.
Employee 1: “In my journey as an employee in “Pharmacity”, I have encountered a mixed but collaborative organisational structure. I have improved my understanding of the organisational culture and leadership approach”

Employee 2: “I have encountered a positive and negative scenario in Pharmacity due to cultural differences and autocratic leadership approach which maintains the growth of the company but ruins the internal business culture “

Employee 3: “My journey is somehow mixed as I struggled to cope with the organisational culture but later on, I have adjusted well and learned various management approaches and leadership strategies”

4.2 Now trying to remember the company set of core values and how it is integrated into business process. Also, if possible, please compare the company’s strategies, what is published and is advocated for by the top management, and to what you think is the actual situation.
Employee 1: “in my opinion, the core value has been integrated with the fundamental business process that has an implication in the growth ratio but core value advocated for the fundamental organisational culture is somehow deviated and developed a altered reality that has been projected for the Pharmacity organisation.”

Employee 2: “I think Pharmacity completely deviated from the core value which created a mix organisational culture that has a less authority and lack of clarity in case of flow of power and delegation”

Employee 3: “I believe, the core value is well integrated with the organisational culture which could be reflected in rapid growth rate and market ratio. Although there is a gap between expectation and reality but the leadership approach is trustworthy enough to eliminate the gap in no time. “

4.3 Career Orientation/Promotion Opportunities
Employee 1: “the opportunity for career growth is high as there is a continuous learning process through training, interactive sessions “

Employee 2: “I agreed with him as we used to participate in periodic training sessions which helped me to gain knowledge about business process and team development “

Employee 3: “I partially agreed with the fact about period inclusion of training session but I found it difficult in case of practical implementation”

4.4 Cultural Inclusiveness/Connectedness/Engagement/Sense of Belongings
Employee 1: “I used to get along with all my co-workers but a mix culture scenario creates certain degree of hinder to create bond amount people “

Employee 2:” in my opinion, the core value and strategic approach of the organisation made up the culture”

Employee 3: “I would like to advice my management to eliminate certain degree of groupism based on language and social culture which is not good for the overall organisational culture”

4.5 Personal Development/ Recognition and Rewards
Employee 1: “I am happy with the current reward system which is based on overtime and extra effort I give for the organisation.”

Employee 2: “I have a huge scope of personal development as I have been learning various communication modes and project management techniques in this organisation.”

Employee 3: “I found it interesting that the reward system is associated with the personal development and growth parameters I exhibit”

4.6 Freedom of Expression
Employee 1: “I had to withdraw my expression while a team member was wrongfully awarded over my team member although the performance parameter was high and recognisable. “

Employee 2: “I have freedom of expression as I used to share good ideas with the management”

Employee 3: “I do not agreed with the fact that freedom of expression is practised significantly in the business dimension of the company. In some cases, leaders has to decide the final call although the idea shared was impressive”

4.7 Summary:
The major elements of the processes of business are a positive culture within the organization and its style of effective way of management for controlling, acquiring, and disseminating the expected outcomes. Various researches are discussed in the present context of organizational culture assignment regarding the sound understanding of an organization behind the diversities of culture for avoiding possible problems and internal conflicts. It also provides support for the enhancement of the potential aspects of the organization while conducting the effective way of handling the business processes (Nguyen, et al., 2017). The professionals of business indicated that the effective style of management is basically impacted through the positive culture within an organization. It provides employee satisfaction.

Moreover, the insufficient communication, negative processes of leadership and ignorance towards the culture of the organization may result into the consequences into business processes. The present research paper on organizational culture assignment is emphasizing on the rapidly growing businesses and its structures of gaining maximum profit within the markets of Vietnam. It focuses on the present best practices within an organization, performances of the employees, satisfaction of job from an effective management body, and its future for obtaining sustainable development. Several research articles showed that the organizations of Vietnam are very much inclined to the maximization of profit rather than focusing on the analysis of their business processes. The research paper further represents a different view from the perspective of the employees at the rapidly growing chain of pharmacy in the country of Vietnam. It is expected to provide support to the current processes of research in obtaining effectiveness within the organization’s internal structure of the rapidly growing markets of economy in the country of Vietnam.

The findings of the research on organizational culture assignment are nothing but some basic or primary data that is going to provide a comprehensive perspective of the perceptions of the employees on various factors related to the research objectives. The interviews conducted have resulted into various mixed results from the participants. The participants shared their work experiences and their expectations regarding their employers (Nguyen & Ty, 2019). The data obtained is analyzed and presented in the research paper in terms of deriving an improvement planning of the situation faced by the organizations in the Vietnamese market. The findings of the research are mainly concerned with the viewpoint of the employees about the organization.

The findings showed that many employees accepted their fate of employers in a very reluctant or unhappy way and they have multiple objections regarding them. Again, it is also seen from the study that most of the employees are fairly happy with their employers and the management processes of their organization (Teo, et al., 2017). The questions answers by the participants reflect that most of them will be recommending their respective managers to the others. Most of the employees are satisfied with what or how their managers communicate the basic goals of the company for their team and provide an actionable feedback on a regular basis.

It has been found out in this organizational culture assignment that most of the employees are satisfied with what autonomy their manager provides to them in doing their parts of job (Le, et al., 2019). They said that their managers keep the team very much inclined to their priorities, even in difficult situations. Some employees said that their managers do not share regular and relevant information to their employees which are passed on from the senior leadership authorities and other hierarchical body of management (Nikolic & Miladinoski, n.d.). They complained about how their managers hold a meaningful discussion with them regarding the career aspects and further development. Again, most of the participants developed an analysis that their managers are experts in technological field. They said that the actions of their managers show the perspectives of the values within the work team (Omiya & Kadobayashi, 2019). Most of the employees answered that their managers make the toughest decisions regarding the organizational strategy in the most effective way involving multiple priorities. Some other said that the managers collaborate with them across the boundaries.

The result of the study on organizational culture assignment showed that the percentage of employees affirming to all the ways of running the business processes in an effective way is higher than the employees not affirming to that (Ngoc Thang & Anh Tuan, 2020). They also stated their persona involvement and personal wellbeing within the workplace of the organization (Nguyen & Ty, 2019). According to most of the participants, there is a sound understanding of an organization behind the diversities of culture for avoiding possible problems and internal conflicts. It also provides support for the enhancement of the potential aspects of the organization while conducting the effective way of handling the business processes. The professionals of business indicated that the effective style of management is basically impacted through the positive culture within an organization. It focuses on the present best practices within an organization, performances of the employees, satisfaction of job from an effective management body, and its future for obtaining sustainable development.

The study on organizational culture assignment analyzed the relationship of the employees with their managers and also depicted the personal autonomy of the employees within the workplace of the organization (Sarkar & Osiyevskyy, 2018). The employees ensured that their idea about the workplace is very much relevant, their frame of the perspectives is appropriate, their medium of job is properly chosen, responsibility is maintained and goals and targets are achieved through their labor. According to them there are certain ways that need no improvement within the workplace, but there are certain policies that can be adopted by the management of the organization in order to achieve effective ways of sustainable development within the company.

The maximum percentage of the participants responded that their strengths are developed through the business processes of the organization (Schein, 2010). Focus is given on the development of strength and opportunity factors of each employee and they are encouraged to mentor others. They demanded that they must dedicate resources to the development of their organization. The findings observed in the organizational culture assignment illustrated that effective sustainable development of the business processes of the organization can be achieved through various ways of enabling contributions from both the sides of the management and the employees. It focuses on the present best practices within an organization, performances of the employees, satisfaction of job from an effective management body, and its future for obtaining sustainable development.

5. Chapter 5: Discussion
The discussion of the findings is concentrated around emphasizing of two factors. They are employee satisfaction along with engaged communication within the workplace, and the management skills in coordinating the business procedures. They are divided into two broad segments and are discussed below within this organizational culture assignment (Ma, et al., 2019). It represents a different view from the perspective of the employees at the rapidly growing chain of pharmacy in the country of Vietnam. The professionals of business indicated that the effective style of management is basically impacted through the positive culture within an organization. The theoretical implications of the findings are illustrated into four major topics under the effective skills of management. Those are controlling, organizing, planning, and leading. The practical implications of the findings are illustrated through describing how the effective communication helps in the management development and why management skills and employee satisfaction is necessary to lead the organization towards an improvement.

5.1 Employee satisfaction along with engaged communication within the workplace
It focuses on the present best practices within an organization, performances of the employees, satisfaction of job from an effective management body, and its future for obtaining sustainable development (Ma, et al., 2020). Several research articles reviewed to develop this report on organizational culture assignment showed that the organizations of Vietnam are very much inclined to the maximization of profit rather than focusing on the analysis of their business processes. The research paper used in the organizational culture assignment further represents a different view from the perspective of the employees at the rapidly growing chain of pharmacy in the country of Vietnam.

The position of leadership in an organization is a very responsible position. It requires the ability to manage the employees so that it can break or make the successful impact on developing effective sustainable management within the company. The findings, when analyzed showed that happy and hardworking employees tend to catapult the organization towards success. The navigation of the aspects of performance and social responsibility in managing the employees can be a task which is daunting with distinguishing motivation, goal, and perspectives regarding the workplace processes. Through a very skillful way of managing the employees, the organization will be able to create a functional workplace through the capitalization of the employee’s strengths and their scopes for seeking opportunities for further development.

The organization must motivate the employees to accomplish the goals of the work team by proper management. Such skills will help to get the employees more successful, loyal, motivated, and involved with the organization (Guo, et al., 2019). The management of successful employees lead the work team towards a positive future. It involves effective communication. Effective communication with the employees within an organization can be established by being a consistent management body and by engaging the employees into the business processes (Klein & Eckhaus, 2017). With providing proper feedback, it can be ensured herein organizational culture assignment that the management is always available for the employees when required. Also, it involves meaningful talking, training of the employees within the workplace.

Effective communication can be established through leading of the management by setting goals and examples, by being self-aware, and by being sincere. It also includes simplification of complicated messages and easy way of talking and passing information which can be understood by all (Tran & Pham, 2020). The navigation of the aspects of performance and social responsibility in managing the employees can be a task which is daunting with distinguishing motivation, goal, and perspectives regarding the workplace processes. The study analyzed the relationship of the employees with their managers and also depicted the personal autonomy of the employees within the workplace of the organization (Marques-Quinteiro, et al., 2019). The employees ensured that their idea about the workplace is very much relevant, their frame of the perspectives is appropriate, their medium of job is properly chosen, responsibility is maintained and goals and targets are achieved through their labor.

The questions answers by the participants reflect that most of them will be recommending their respective managers to the others. Most of the employees are satisfied with what or how their managers communicate the basic goals of the company for their team and provide an actionable feedback on a regular basis. In the present scenario of organizational culture assignment, it has been found out that most of the employees are satisfied with what autonomy their manager provides to them in doing their parts of job. They said that their managers keep the team very much inclined to their priorities, even in difficult situations. Some employees said that their managers do not share regular and relevant information to their employees which are passed on from the senior leadership authorities and other hierarchical body of management. They complained about how their managers hold a meaningful discussion with them regarding the career aspects and further development. Again, most of the participants developed an analysis that their managers are experts in technological field. They said that the actions of their managers show the perspectives of the values within the work team.

5.2 Which management skills are required in coordinating the business procedures outlined in the organizational culture assignment?
The participants shared their work experiences and their expectations regarding their employers. The data obtained is analyzed and presented in the research paper in terms of deriving an improvement planning of the situation faced by the organizations in the Vietnamese market. The findings of the research are mainly concerned with the viewpoint of the employees about the organization (Dang, et al., 2018). The findings obtained in the organizational culture assignment showed that many employees accepted their fate of employers in a very reluctant or unhappy way and they have multiple objections regarding them. Again, it is also seen from the study that most of the employees are fairly happy with their employers and the management processes of their organization.

Most participants answered that their managers make the toughest decisions regarding the organizational strategy in the most effective way involving multiple priorities. Some other said that the managers collaborate with them across the boundaries. The result of the study showed that the percentage of employees affirming to all the ways of running the business processes in an effective way is higher than the employees not affirming to that. They also stated their persona involvement and personal wellbeing within the workplace of the organization. According to most of the participants, there is a sound understanding of an organization behind the diversities of culture for avoiding possible problems and internal conflicts. It also provides support for the enhancement of the potential aspects of the organization while conducting the effective way of handling the business processes.

The professionals of business indicated that the effective style of management is basically impacted through the positive culture within an organization (Dong & Doukas, 2020). It focuses on the present best practices within an organization, performances of the employees, satisfaction of job from an effective management body, and its future for obtaining sustainable development. The study developed within the organizational culture assignment analyzed the relationship of the employees with their managers and also depicted the personal autonomy of the employees within the workplace of the organization (NGUYEN & NGUYEN, 2020). It requires the ability to manage the employees so that it can break or make the successful impact on developing effective sustainable management within the company. the findings, when analyzed showed that happy and hardworking employees tend to catapult the organization towards success.

The discussions presented in the organizational culture assignment emphasized on the concept of management skills (Nha, et al., 2016). The management skills are essential for leading a team and driving the organization in the proper direction (Cremers, 2017). Being a good manager constitutes essential skills of communication, effective strategies in decision-making, skills of leadership, motivational skills, and identifying problem and its establishment of mitigating factors. The manager possessing all the above-mentioned qualities is an important pillar in the company’s structure. The basic skills of conducting a proper management functioning within the Vietnamese organizations are concerned with leading, planning, organizing, and controlling.

5.3 Management skills to be implemented
Further, actionable directions for future researches in improving the system of management within the organization are to implement management skills. How management skills are necessary to be implemented are discussed below within the organizational culture assignment.

Firstly, planning is the most effective way of achieving sustainable development in holistic terms within the organization. The management must plan to define goals of the organization. Managers must possess a vision for the upcoming days of the organization or must propose a framework for the company to sustain in the long run (Kandou, 2016). It is mainly concerned with the determination of objectives with the establishment of goals. It also must finalize strategies, plans, and actions for the achievement of goals.

Secondly, organizing is another task the management is bound to fulfill if the company is targeted towards acquiring a sustained and developed position. The manager is required to allocate the resources and arrange them properly in terms of successful planning implementation (Kang & Na, 2020). The resources are composed of both human and non-human units. It involves one essential part of the managerial skills. It helps the manger for determining the pending list of tasks and combining them into various jobs. It then improvises upon the division of those tasks and jobs under certain groups or units what acts as an aid to the structure of the organization. It also includes simplification of complicated messages and easy way of talking and passing information which can be understood by all (Bui, et al., 2019). The navigation of the aspects of performance and social responsibility in managing the employees can be a task which is daunting with distinguishing motivation, goal, and perspectives regarding the workplace processes.

Thirdly, leading is another essential factor to be discussed is this segment of organizational culture assignment (Anh & Thao, 2019). It is for ensuring the task completion on proper time along with a strict disciplinary adherence to the corporate policies of the organization. It includes sharing and creating a vision of possible achievements by the corporate organization. It also involves engagement of employees into the business procedures and establishing an effective way of communication with them. It also involves inspiring and motivating the members of the work team to perform in better terms. Leading ensures that the manager is to create a positive organizational culture within the workplace. It helps to improve the employee performances by boosting their corporate ethics and morale and eventually leads to an innovative and productive outcome.

Lastly, it involves controlling (Abrate, et al., 2014). It is for ensuring that the organization performance is conformed to the expected standards and goals. The management must incorporate controlling by regulating the organizational activities. Moreover, for regulating, the roles and responsibilities of the manager involves the ongoing activities that are monitored (Aini, 2018). It also includes the establishment of performance issues and the standards of outputs, comparison of the results with the standards, and the identification of areas that requires more development and can initiate actions that are based on correction.

5.4 Management processes
As stated in the organizational culture assignment, management is a complicated process and it needs an outstanding manager with adequate skills of managing an industry (TUAN, 2020). It requires balancing all the various elements within the company. Within the organization, the managers at different levels are included in various skills like the interpersonal skill, conceptual skill, problem-solving skill and many more. The balance among them may vary according to the positions and roles of the managers. It is mainly concerned with several steps.

Firstly, it is stated in the organizational culture assignment that the inputs are the resources like the employees, finances, raw materials, technology, and knowledge. Secondly, the inputs are received and the staff actions and management objectives along with the organization’s technological processes turn them into products. Thirdly, the products determine the company’s productivity by maximization of profit and by earning job satisfaction (Higuchi, et al., 2017). Being a good manager constitutes essential skills of communication, effective strategies in decision-making, skills of leadership, motivational skills, and identifying problem and its establishment of mitigating factors.

The success of the system is very much dependent on the effective way of interacting of the company with its environment in all aspects (Pozza, et al., 2020). It includes the groups and institutions upon which the organization is dependent. Such groups are merely concentrated into finance, labor, supply, customers, agencies of government, and regulations. For the business organization, the product sales or the generated revenues from the organization’s services pay tax, wage, help to buy more input, repay a loan, and generate maximum amount of profit. The organization will be finished if the revenues are not sufficient for satisfying the various demands encircling the organization.

The investigation on organizational culture assignment signifies that the ability for communicating with people is the most sought-after skill of the managers and the members of team. The manager is the link on the basis on which the team approaches towards the rest of the large organizational culture. The manager must have the ability in effectively negotiating and utilizing the persuasion when required. It involves the ensuring of success of the project team and establishes a good and appropriate communication among all the employees of the organization (Van Prooijen & Douglas, 2017). Effective communication skills are important as it is important to know all the perspectives of the employees in terms of achieving a sustainable developmental situation.

6. Chapter 6: Conclusion

6.1 Overview of Research Findings
The research findings obtained in this organizational culture assignment are derived from the elaborate ‘literature review’ and interview process among the pharmacy employees in one of the ‘fast-growing’ pharmacy chains called “Pharamacity”. The combination of these two ‘data’ sources have helped in evaluating the research objectives and questions effectively. The findings of the current research paper presented in the organizational culture assignment have primarily targeted the current situation at the ‘organizational’ culture among Vietnamese businesses. The current practices among the business 'operation' in Vietnam showcase that the management if heavily inclined towards increasing the 'financial' figure of the country by generating more profit. However, there is less attention paid towards the fulfillment of the employees in generating better value. The 'diverse' culture in an organization can flourish their operations with various alternatives and options.

Sustainability planning is the most vital aspect of any country's business and 'financial' planning. Vietnam has already become one of the leading 'financially' profitable countries in the Southeast region of Asia. The country has generated great value over the past few decades. Currently, Covid-19 situations have affected the business structure and management process with a significant number of fraud cases. However, effective 'management', who can manage their team and enables the 'team' members in participating crucial 'decision-making' process makes those employees dedicated to their organization. It is also effective for businesses in generating 'long-term' plans and sustains their operations. The current research paper developed in the organizational culture assignment has encouraged the businesses in Vietnam to make effective analysis in their business processes to make their growth sustainable.

6.2 New Contributions
The context and research elements in the current research paper of organizational culture assignment are unique and have never been discussed before. The researchers have always discussed the 'fast-growing' businesses and the 'economy' of Vietnam. But very few of them have discussed the lack of understanding 'long-term' goals and sustainability factor among the Vietnamese businesses (Probst & Raisch, 2005). Being one of the poorest countries around the world, Vietnam evaluates their growth with the 'financial' activities and 'economic' growth. There is a lack of understanding and analyzing the business's current processes in making it sustainable for the country. A business with effective sustainability will last longer and generate more profit for the country. The 'management' system needs to be more engaging with the employees and be transparent in their activities.

The current research paper on organizational culture assignment has also generated an internal overview from one of the fastest-growing pharmacy chains, "Pharmacity” in Vietnam to understand the business structure of a ‘fast-growing’ business. It also helps in understanding the employee’s perspective of being included in the ‘operational’ processes and getting opportunities in showcasing their talents. However, the scenario can be different in other industries, and thus it is required to understand the 'cultural' behavior among various companies. The lack of understanding of the employee's opinion in a business process can also result in stagnant growth after a certain time. The current research paper illustrated in this organizational culture assignment has showcased that the 'job satisfaction' among the employees and 'organizational' diverse culture are the main keys behind sustaining a business process for a longer time.

6.3 Significant Factors for Future Researchers
The study developed within this organizational culture assignment will shed light on future researches that are related to Vietnamese organizations and their leadership skills. Management plays an essential role in improving the organization. The existing literature has a great impact on current research on organizational culture assignment as it helps in building the theoretical background of the research. Data taken from the participants results in implementing their views on the research. The significant factors that have been highlighted in the current study are leadership skills, theories for addressing the organizational crisis, “long-term growth” and management style. These factors will help future researchers to make further research on these modules broadly. They can use these factors and implement its effectiveness on the scenario of other countries.

Readers will get enhanced by getting an idea about the management style of other countries and the role of leadership skills in their organizations. Management style is not the same for all countries as it is indirectly dependent on the demography of the country. Thus, the management style of Vietnam may not be similar to other countries. Future researchers can also modify the theory discussed in the current study. It will motivate the future leaders to use that in their organization and make effective growth for “long-term”.

6.4 Recommendations and limitations
The current study can be researched in a vast scenario by applying the following recommendations. They are listed below within this organizational culture assignment: -

• The terms like “corporate social responsibility” (CSR) can be linked with the leadership styles and its effectiveness needs to be measured for better understanding.
• The research should involve participants from other organizations as the study has been done based on the general scenario.
• Participant’s response should be collected through the tool for better security.
• The researchers should do a basic study on financial aspects and its relation with organizational growth. It results in building a strong base for the research.
• The research on organizational culture assignment must engage modifications on leadership styles so that future leaders can get an idea of building their leadership skills. It helps in making rapid growth in the organizations.

Limitations:

• The limitations of the current research paper include ignorance towards the elaboration of the concept of CRS or Corporate Social Responsibility.
• The participants who were interviewed belonged to the same organization and therefore the outcome of research involved a little bit of biasness and ignored the holistic approach of looking into the matter.
• Other limitations include shortage of time within which the research was conducted.

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8. Appendices

8.1 Appendix 1

PARTICIPANT INFORMATION FORM

Research Project Title: Employee perception vs expectation of company culture, core values, managerial styles, and the degree to which they align with employee personal values

I am undertaking a research project as part of my studies for a bachelor's degree in International Business at the University of Greenwich under the supervision of Nataliya Koziy

Objectives of the research project:
This research aims to gain insights into employee perception vs expectation of company culture, core values, managerial styles, and the degree to which they align with employee personal values. Then follow up questions such as what the experience lead to their perception, some may be real 100% supporters, some may not have much impression, others may struggle with understanding and practicing, but overall, this study is expected to generate meaningful result that can help with understanding employees expectation better

How the collection of these data will help:
The findings are primary data which will provide a comprehensive view of employee perceptions on different factors listed above.

What participants will be asked to do:
I would appreciate if you could participate in an interview conducted by myself. The interview will approximately last for 40 minutes and take place at a time and date that is convenient to you. The interview will ask participants about their experience at work and expectations of their employer. Participation is completely voluntary, and you can decline any question or decline to take part in the interview entirely. With your permission the interview will be recorded, and consent will be attained on the recording of the telephone call.

How the data will be used:
The data will be analyzed and then presented in my dissertation. All data will be strictly confidential and anonymous; therefore, individuals and the organisation will not be identifiable in the organizational culture assignment.

Data Protection:
In compliance with the General Data Protection Regulation, all data collected will be stored in an anonymized form, securely on the University’s IT system and will be destroyed following the completion of the course.

Supervisor’s contact details:

Researcher’s contact:

8.2 Appendix 2

PARTICIPANT CONSENT FORM

Research Project Title: Employee perception vs expectation of company culture, core values, managerial styles, and the degree to which they align with employee personal values

To be completed by the participant. If the participant is under 16, to be completed by the parent / guardian / person acting in loco parentis.

8.3 Appendix 3

Undergraduate Project Planner
Topic: Employee perception vs expectation of company culture, core values, managerial styles, and the degree to which they align with employee personal values

Project owner: Vu Duong Ngoc Tran

Please respond to the following questions. Feel free to skip any questions you are not comfortable answering, or that are not applicable to you.

Section 1: General question

Which of these best describe your role?

• Executive ?
• Supervisor ?
• Manager ?
• Director ?

Which unit are you from?

Roughly how many people are in your unit?

How long have you, or did you work for the company?

1. Please briefly explain your experience with your company. As in what have your learned and improved as well as losses such as time, relationship with a loved one, opportunities etc.
2. Now trying to remember the company set of core values and how it is integrated into business process. Also, if possible, please compare the company’s strategies, what is published and is advocated for by the top management, and to what you think is the actual situation.

Section 2: Different people have different expectations of their employers. Please indicate how important each of the following categories is to your overall job satisfaction

Career Orientation/Promotion Opportunities

Cultural Inclusiveness/Connectedness/Engagement/Feeling of Belonging

Personal Development/ Recognition and Rewards

Freedom of Expression

The next section I will be asking you to elaborate on which areas you feel are the most important to you as an employee (expectation) and discuss on how the company deliver/did not deliver that (perception). Bear in mind that our objective is to inform employers of what truly are expected of them. Because it is quite common some companies invest so much time and resources into programs that are expected to engage workforce, raise morale, and strengthen the culture but unfortunately these programs often did not work as expected. Companies might have to adopt the mindset of identifying employee’s needs by asking for their opinions rather than assuming what they might need (Schein, 2015).

2.1 Career Orientation/Promotion Opportunities

a. In terms of career growth opportunities, how do you feel about the company’s existing system in which to provide guidance, training, courses in order to encourage continuous learning?

b. If you can give an advice to help companies design a better system that would meet the need of employees in terms of career orientation and promotion opportunities while reducing costs. What would be a good idea?

2.2 Cultural Inclusiveness/Connectedness/Engagement/Sense of Belongings

a. Did you get along with everyone? Please explain how as well

b. How would you describe the environment and the people that made up the culture at your workplace?

c. Do you feel the need to fit in or conform with anything or the opposite?

d. If you can give an advice from an employee’s perspective on how to nurture a healthy workplace culture that would not exclude any differences, what would be a good idea?

2.3 Personal Development/ Recognition and Rewards

a. Could you describe a setting where people are recognized and rewarded fairly and happily?

b. Any situations you think was treated unfairly?

c. How did you develop your personal skills while working for the company? Please describe a system in place that creates better conditions for staff to achieve personal goals alongside with company’s goal (if applicable)

d. What would be your creative ideas to help companies design a better system to recognize the right person at the right time as so not to waste talents but also boost motivation?

2.4. Freedom of Expression

a. Think of this as Human Rights article 19:
Everyone has the right to freedom of opinion and expression; this right includes freedom to hold opinions without interference and to seek, receive and impart information and ideas through any media and regardless of frontiers (Spain, Harms and Lebreton, 2014) (United Nations General Assembly, 1948)

Do you think the company culture allows for this article to be practiced? That means there are no instances where people would have to gossip around about anything that they fear speaking publicly would return a cost. Generally, a culture that discourages speaking up would result in silo subcultures. Where small groups intentionally keep the information for themselves as it is rather someone else’s loss other than risk being exposed their flaws. In the long term this habitual behavior will sabotage the company’s growth because information is essential for any organizations to function properly (Gyrd-Jones, Helm and Munk, 2013).

b. Can you describe a situation when you had to withdraw from expressing angers or a confrontation of something fundamentally wrong? Please explain the reason as well.

c. What would be your good ideas to companies to start practicing and promoting freedom of expression widely? What would be extra benefits for the community?

Section 3: Please review the list of values shown below and select 5-8 values that have the greatest influence on you in determining how you perform your job and work with your team members, users, clients.

You can write in other values that are of “High” importance to you but missing from the list.

• Achievement oriented
• Challenge
• Collaboration (working well with others across functional/department boundaries)
• Communication (open, honest, constructive)
• Creativity (innovation, risk taking encouraged)
• Fun (positive, optimistic attitudes)
• Integrity (honesty, sincerity, standing up for one’s beliefs)
• Mutual respect
• Mutual trust
• Personal development
• Quality (strive for excellence, continuous improvement)
• Recognition (identifying individual & team efforts)
• Respect for diversity & inclusion
• Responsibility (accountability)
• Self-respect (pride, sense of personal identity)
• Teamwork (commitment to the team’s success)
• User focus (meeting/exceeding customer's needs and desires)

Section 1. Please respond to the following questions. Feel free to skip any questions you are not comfortable answering, or that are not applicable to you.

1. I would recommend my manager to others.

1           2            3         4               5

Strongly disagree                        Strongly agree

                            

2. My manager assigns stretch opportunities to help me develop in my career.

1           2            3         4               5

Strongly disagree                        Strongly agree

3. My manager communicates clear goals for our team.

1           2            3         4               5

Strongly disagree                        Strongly agree

4. My manager gives me actionable feedback on a regular basis.

1           2            3         4               5

Strongly disagree                        Strongly agree

5. My manager provides the autonomy I need to do my job (i.e., does not "micro-manage" by getting involved in detail that should be handled at other levels).

1           2            3         4               5

Strongly disagree                        Strongly agree

6. My manager consistently shows consideration for me as a person.

1           2            3         4               5

Strongly disagree                        Strongly agree

7. My manager keeps the team focused on priorities, even when it’s difficult (e.g., declining or deprioritizing other projects).

1           2            3         4               5

Strongly disagree                        Strongly agree

8. My manager regularly shares relevant information from their manager and senior leadership.

1           2            3         4               5

Strongly disagree                        Strongly agree

9. My manager has had a meaningful discussion with me about my career development in the past six months.

1           2            3         4               5

Strongly disagree                        Strongly agree

10. My manager has the technical expertise (e.g., technical judgment in Tech, selling in Sales, accounting in Finance) required to effectively manage me.

1           2            3         4               5

Strongly disagree                        Strongly agree

11. The actions of my manager show they value the perspective I bring to the team, even if it is different from their own.

1           2            3         4               5

Strongly disagree                        Strongly agree

12. My manager makes tough decisions effectively (e.g., decisions involving multiple teams, competing priorities).

1           2            3         4               5

Strongly disagree                        Strongly agree

13. My manager effectively collaborates across boundaries (e.g., team, organizational).

1           2            3         4               5

Strongly disagree                        Strongly agree

Section 2 (Optional).

1. What would you recommend your manager keep doing?
2. What would you have your manager change?

Section 5: Please rank the below values on a 1-5 scale with 1 is least important and 5 is extremely important. Then rank it again in the next column to indicate the degree to which working in the company aligning with your personal values with 1 is too little and 5 is very sufficient. Feel free to include any more values that aren’t in the list.

Value Applies to me Rank order     Value Applies to me Rank order

Being independent      Being health conscious

Being glamorous      Being financially secure

Being powerful      Being there for family

Being my own boss      Being there for friends

Being a leader      Being confident

Being a follower      Being a good parent

Being recognised as an expert      Being a good partner

Doing what is expected of me      Having a good income

Helping others      Being optimistic

Being liked by others      Working in a team

Working for social justice      Always learning

Promoting understanding      Accepting people as they are

Working for women’s rights      Standing up for what I believe in

Protecting the rights of children      Doing a good job

Protecting the rights of disadvantaged groups      Fitting in to the group

Working to change society Other:

Developing inner peace and harmony

Optional:

1. Why are you leaving your current position?
2. Do you think you were adequately equipped to do your job well?
3. What was your relationship with your manager like?
4. What was the biggest factor that led you to accept this new job?
5. What did you like most about your job?
6. What did you dislike most about your job?
7. What skills and qualifications do you think the company need to look for in your replacement?